Leadership today is about more than managing tasks and achieving objectives. It’s about creating environments where employees feel connected to the bigger picture, valued for their unique perspectives, supported in their growth and empowered to innovate. The rules of the game have changed.

That is precisely why it is important for leaders to evolve in how they measure their own effectiveness. More specifically, being intentional about shifting from traditional metrics to embracing a more holistic view of leadership. Less spreadsheet, more inspiration. Leaders who find ways to meaningfully engage their teams have a significantly greater impact and can elevate their organizations to new levels of success. It’s a transformation with the potential for a huge pay-off.

Let’s take a look at six ways leaders can begin making that change:

1. Bringing Objectives to Life

In the past, leaders often relied on one-way communication: setting business objectives and cascading them down to their teams without much context or transparency. The task was simple — hit the number, meet the goal and move on. However, this approach overlooks a critical opportunity: Employees want to be more deeply involved and are eager to understand the background behind certain goals. When leaders vividly illustrate the company’s vision and connect the objectives to that bigger picture, they spark enthusiasm and help employees see how their unique strengths contribute to achieving those goals.

Consider the story of Caroline, a leader responsible for launching her company’s virtual mental health services. Her first step was selling the concept to numerous teams within her organization. Rather than relying on facts and figures to convince various stakeholders of the initiative’s value, she began by sharing a personal story that grabbed everyone’s attention.

She described a once-vibrant college freshman — her daughter — who started battling feelings of depression during her first year at school. The waiting list for campus counseling was extensive. That’s when they turned to online therapy and immediately found help. It made all the difference in the world.

As Caroline explained, their company had a huge opportunity to serve this niche market and become a lifeline for college students. She unveiled a map that showed all U.S. colleges, each one with a pulsing red light that signified students in need of counseling with no options. As she talked about the strategies the team would implement, the red lights started to fade, one by one. And by the end of her presentation, all the lights were off — indicating that most college students could have instant access to the mental health support they need.

Using this powerful approach, Caroline not only shared a meaningful and vivid vision, she also allowed employees to see how their contributions were vital to the success of delivering meaningful services.

2. Refining Workloads to Relieve Stress

One of the most important metrics for gauging a leader’s effectiveness is the ability to streamline work environments to reduce unnecessary stress and pressure on employees. Team members can frequently get bogged down by excessive reporting, redundant processes and constant task-switching, which can lead to burnout. Leaders who take the time to refine workflows and reduce non-value-added activities can significantly improve both team performance and morale.

For example, the leader of a group of case managers at a nonprofit might identify that her team members spend too much time filling out redundant forms and applications required by multiple funding sources. By working with IT to develop a smarter system that automates this process, she could free up time for her case managers to focus on higher-impact activities. This adjustment can accelerate performance, as well as demonstrate that the leader is invested in her team members’ well-being.

3. Harnessing Collective Intelligence

We know that leaders tend to rely on their own expertise or that of their colleagues with shared experiences. They instinctively draw on familiar solutions to address problems and guide their teams. While this might seem efficient, it often overlooks the creative potential of a team’s diverse perspectives. The most successful leaders today are those who create simple, consistent paths for harvesting diverse perspectives. This strategy moves leaders from relying on individual input to building a collective intelligence that capitalizes on the strengths of every team member.

One way to accomplish this is by sending out meeting agendas and key discussion topics in advance, encouraging team members to submit their thoughts or questions through a shared platform. This approach provides space for everyone to contribute without the pressure of real-time discussion, which is critical for introverted employees or those who need more time to process ideas.

You might also rotate the people selected to lead team discussions, as well as inviting colleagues from different departments who could infuse fresh perspectives into your strategies. By regularly shaking up your thinking and making it easy for others to contribute, you can create an atmosphere of ownership and collaboration that sparks greater innovation.

4. Demonstrating Situational Fluency

Situational fluency is the ability to read the room and adapt your approach in real time, ensuring that interactions are productive and aligned with your team’s needs. It’s a concept that goes behind the usual discussion of emotional intelligence.

Leaders who possess skills in situational fluency can seamlessly change course without being tied to their own agendas. They can sense when their team members are overwhelmed or disengaged. More importantly, they can pivot on the spot and adjust their behavior to create a better outcome.

Consider Luis, a mid-level manager leading a meeting about a new initiative. Halfway through his presentation, Luis noticed that his employees seemed distracted and confused. Instead of pushing through, he paused and invited feedback. He identified the source of the confusion and got the opportunity to explain and clarify. He was also able to connect the new initiative to some of the team’s past successes, which instantly increased their confidence for tackling this new challenge. By addressing concerns in real time, Luis was able to get his team back on board and increase buy-in.

5. Cultivating Growth

In today’s workplace, employees are craving more than just the satisfaction of checking off daily tasks or hitting quarterly targets. They want growth, purpose and a sense that they’re moving forward in their careers.

This shift demands that leaders step up — not just as managers of work, but as champions of their people’s potential. In this environment, success is measured by how well leaders can support their employees’ professional growth and aspirations for a meaningful career path.

The best way for you to support your employees’ growth is to uncover what really drives them. That involves spending time with them to explore their strengths, passions and aspirations. Ask thoughtful questions to find out what they love most about their roles or when they feel at their best. These insights can help you align their roles with their strengths, which will lead to greater engagement and performance.

Next, offer targeted professional development by encouraging employees to pursue relevant training or certifications that align with their interests and long-term goals. This not only enhances their skill sets but also shows your commitment to their growth. Look for ways to get them involved in cross-functional initiatives, nominate them for a rotation program or facilitate a job swap.

These opportunities will allow them to gain broader experience, develop new competencies and better understand how various parts of the company work together. By consistently supporting your team members’ development, you can simultaneously help them reach their immediate goals while also preparing them for sustained career success.

6. Asking the Right Questions

Another crucial shift in leadership is moving from the mindset of “needing all the answers” to one of “asking the right questions.” While many leaders may be quick to offer answers, modern leaders see the value in asking their team members questions that provoke thought, challenge assumptions and open the door to fresh solutions. That process helps employees get into the habit of thinking more critically and creatively.

For example, if a team is stuck on a particular challenge, a leader might ask, “What if we approached this from the opposite direction?” or “Could this challenge actually be an opportunity in disguise?” These types of questions push the team to explore possibilities they hadn’t considered. When leaders encourage their teams to approach problem-solving with greater curiosity and creativity, the outcomes will inevitably improve.

Asking the right questions can also help leaders refocus team discussions that have veered off course. They can use question prompts such as, “What is our ultimate goal here?” or “Are we addressing the root problem or just the symptoms?” By strategically guiding the conversation back to its core purpose, leaders can drive better decision-making and more innovative problem-solving.

Conclusion

Leaders can no longer succeed by simply crunching numbers and meeting deadlines. The truth is that today’s complex and ever-changing business landscape has undermined the traditional metrics for evaluating leadership effectiveness. If leaders want to increase their impact, they have to be willing to evolve and measure their success using a more holistic framework.

Admittedly, this journey of transformation isn’t without its challenges. It requires a willingness to step outside your comfort zone, let go of preconceived notions and continuously adapt your mindset and behaviors. But the rewards for making that shift are immense — for you, your team and your organization.