What metrics can hold leaders accountable for being empathetic leaders?

You can measure this in many ways. Here are some tactical or operational approaches. The first one you can do is conduct an employee NPS survey to figure out where they're at. Or have a very bespoke survey to your organizational culture, asking about pain points, the things that are hurting people, or causing stress and anxiety within their life, day to day. Have a pulse survey with your employees to figure out where they are, make it part of your OKR metrics or your organizational culture metrics saying that these are the things that we're going to aspire for, we're going to measure it, and we're going to make sure that we are promoting and increasing in this way.  While it's easy to claim that your success is dependent on your team's success, you want to make it much more quantifiable, and by that, I mean try to measure success in that way. Change the MBOs, the management by objectives, and OKRs to reflect that. Ensure that your OKRs are measured by the team’s OKRs or the OKRs of the company. Have a happiness index as part of it, have an EMBS. Start embodying empathy and collaboration. Try to measure how many cross-team projects that you were able to spearhead within the team. Those are simple ways to do it. And you can measure your personal success in empathic leadership quantifiably as your day goes. As you reflect over your day, you can think about your actions and interactions with people and see, did you do an okay job? Were you empathic enough?

Anonymous Author
You can measure this in many ways. Here are some tactical or operational approaches. The first one you can do is conduct an employee NPS survey to figure out where they're at. Or have a very bespoke survey to your organizational culture, asking about pain points, the things that are hurting people, or causing stress and anxiety within their life, day to day. Have a pulse survey with your employees to figure out where they are, make it part of your OKR metrics or your organizational culture metrics saying that these are the things that we're going to aspire for, we're going to measure it, and we're going to make sure that we are promoting and increasing in this way.  While it's easy to claim that your success is dependent on your team's success, you want to make it much more quantifiable, and by that, I mean try to measure success in that way. Change the MBOs, the management by objectives, and OKRs to reflect that. Ensure that your OKRs are measured by the team’s OKRs or the OKRs of the company. Have a happiness index as part of it, have an EMBS. Start embodying empathy and collaboration. Try to measure how many cross-team projects that you were able to spearhead within the team. Those are simple ways to do it. And you can measure your personal success in empathic leadership quantifiably as your day goes. As you reflect over your day, you can think about your actions and interactions with people and see, did you do an okay job? Were you empathic enough?
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