1
Vision:
The SLT articulates a clear, inspiring, and future-focused vision that guides the organization’s priorities and decision-making.
1 – No clear vision; team operates reactively with little shared direction.
2 – Vision exists but is vague or rarely referenced in decision-making.
3 – Vision is documented and occasionally referenced to guide strategy.
4 – Vision is well-communicated and consistently used to align priorities.
5 – Vision is inspiring, regularly reinforced, and directly drives company-wide decisions and culture.
2
Structure:
The SLT creates and maintains clear organizational structures, roles, and processes that help employees work effectively and efficiently.
1 – SLT is not concerned with structure; roles and responsibilities are unclear.
2 – Some basic structure exists but is inconsistent or outdated.
3 – Structure is defined and generally followed but rarely reviewed or optimized.
4 – Structure is actively maintained, and adjustments are made as needs change.
5 – SLT sponsors regular reviews of structure, sets improvement goals, and uses structural issues as learning opportunities for better alignment.
3
Delegate & Elevate:
The SLT delegates effectively, empowering others to take ownership and grow in capability.
1 – Most decisions and work are centralized; little trust in others.
2 – Delegation occurs but often includes micromanagement or unclear expectations.
3 – Delegation is intentional, but opportunities for growth are inconsistent.
4 – Delegation is used to develop others’ skills and decision-making capacity.
5 – SLT consistently delegates with clarity, empowers decision-making, and actively invests in elevating team members to higher levels of responsibility.
4
Systematize:
Question: The SLT ensures that repeatable processes are documented, standardized, and followed for efficiency and scalability.
1 – Work is mostly ad-hoc; no consistent systems in place.
2 – Some processes exist but are informal, outdated, or not consistently followed.
3 – Key processes are documented and used, but not regularly improved.
4 – Systems are reliable, actively maintained, and adopted across the organization.
5 – SLT leads a culture of continuous process improvement, ensuring systems evolve to meet changing needs and scale effectively.
5
Simplify:
The SLT actively seeks to remove complexity, focusing on the most important priorities and streamlining work.
1 – Complexity is accepted as inevitable; priorities are unclear.
2 – Occasional efforts are made to reduce complexity, but with limited impact.
3 – Complexity is identified and addressed in some areas, but inconsistently.
4 – SLT regularly reviews priorities and processes to reduce waste and confusion.
5 – Simplification is a core leadership habit; the organization operates with clarity, focus, and minimal unnecessary complexity.
6
Coach:
The SLT invests in developing leaders and employees through feedback, guidance, and support.
1 – Little to no active coaching; development is left to individuals.
2 – Feedback is occasional and reactive.
3 – Coaching occurs for some individuals but not consistently across the team.
4 – SLT regularly provides feedback and guidance to grow team capabilities.
5 – Coaching is embedded in leadership practice; leaders at all levels are supported in ongoing growth and development.
7
Storytelling:
The SLT uses storytelling to connect strategy and values to daily work, making the message memorable and motivating.
1 – No storytelling; communication is purely factual or transactional.
2 – Occasional use of examples or anecdotes, but not impactful.
3 – Stories are used to illustrate points in formal settings.
4 – Storytelling is a regular leadership tool to reinforce culture and priorities.
5 – SLT consistently crafts and shares stories that inspire, connect emotionally, and reinforce organizational purpose.
8
Goal Setting:
The SLT sets clear, measurable, and aligned goals for the organization and its teams.
1 – Goals are absent or unclear.
2 – Goals exist but lack measurability or alignment with strategy.
3 – Goals are measurable and mostly aligned, but not always tracked or revisited.
4 – Goals are SMART, well-communicated, and regularly tracked.
5 – SLT drives a goal-setting culture where goals are multi-layered (10-yr, 3-yr, 1-yr, 90-day) ambitious, aligned, measurable, and reviewed frequently for progress and adaptation.
9
Driving Execution:
The SLT ensures that plans are acted upon, obstacles are removed, and results are delivered on time and at high quality.
1 – Many plans are discussed but rarely executed effectively.
2 – Some initiatives are completed, but execution is inconsistent.
3 – Execution is generally good but often delayed or lacking follow-through.
4 – SLT actively monitors progress, addresses roadblocks, and drives results.
5 – Execution discipline is a hallmark of leadership; initiatives are completed on time, with quality, and with accountability at all levels.
10
Foster Innovation:
The SLT fosters a culture that encourages creativity, experimentation, and continuous improvement.
1 – Innovation is not a focus; new ideas are rarely pursued.
2 – New ideas emerge occasionally but lack support or follow-through.
3 – Some innovation initiatives succeed, but efforts are ad-hoc.
4 – SLT actively supports and resources innovation efforts.
5 – Innovation is a strategic priority; leaders champion experimentation, learn from failures, and continuously launch impactful new initiatives.