Hey Full Potential Zoners,
Metrics don’t replace leadership— they reveal it.
Great leaders don’t guess, they measure what matters.
Because what you track shows what you value— and what you value shapes your results.
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Should you track all of these?
No - choose what best fits your needs.
Clarity turns effort into progress.
Measure what matters, not what’s easy.
Because what you track becomes what you achieve.
Today we are going to help you master this by using:
‘Top 30 Leadership KPIs'.
Let’s dive in!
Download This PDF + my Top 90+ Cheat Sheets At Bottom of Email
4 Leadership Scenarios You’ll Actually Face
1. Your team keeps missing deadlines—but they work hard.
Scenario: You’re frustrated. Your team isn’t lazy, but tasks are always late. You’ve tried nudging. Nothing’s changing.
Pull up productivity, efficiency, and communication KPIs.
Shadow a full task—watch, don’t interrupt.
Ask:
“Where do you lose the most time?”
“What feels useless or repetitive?”
“I’m not asking you to do more. I’m here to help us fix what’s broken.”
Give one person a 24-hour challenge to redesign a process their way.
2. You’re losing great employees—without warning.
Scenario: A top performer just quit, and it caught you off guard. You thought things were going well.
Don’t wait for exit interviews.
Set a recurring 15-minute check-in every 90 days.
Ask:
“What might tempt you to leave?”
“What’s not working anymore?”
“I’m not waiting for goodbye to check in. Let’s fix things before they hurt.”
Tell them the real reason you once left a job. It opens the door for honesty.
3. Your company is growing, but your team is burning out.
Scenario: Revenue is up. The KPIs look good. But people are tired. Energy is dropping. Meetings feel heavier.
Review what’s draining time and why.
Ask:
“What’s something we could stop doing today?”
“What are we still doing that no longer matters?”
“Growth doesn’t have to cost us. Let’s work on what matters and drop the rest.”
Replace the to-do list with a “stop-doing” list in your next team meeting.
4. You want more innovation—but your team’s afraid to mess up.
Scenario: You ask for bold ideas, but all you get is safe ones. No risks, no real creativity.
Celebrate smart failures. Publicly.
Ask:
“What idea did you almost pitch?”
“What would you try if failure was rewarded?”
“If you never fail, we’re playing too safe. Let’s try things worth talking about.”
Share a recent fail of your own. Show them you're human too.
Here's how you can make it real today:
Step 1: Choose your KPI
Look at the image and pick one KPI you wish was stronger on your team right now.
Don’t overthink it. Go with what’s been bugging you lately — late work, low energy, slow progress, unclear messages, lack of trust, etc.
That’s your focus for today.
Step 2: Set your moment
Pick one moment in your day when you’ll act on it — maybe after your morning meeting, during a 1:1, or before replying to a message.
Set a reminder or write a sticky note:
“Make one leadership KPI real.”
Step 3: Do one thing that brings it to life
Take one small, visible action based on the KPI you chose.
Here are a few examples to get you thinking:
Team Alignment: Ask someone how their task connects to the bigger goal.
Communication Effectiveness: Repeat a key message in fewer words.
Retention Rate: Check in with someone and ask, “What’s something we could do better around here?”
Customer Satisfaction: Ask, “What feedback have we heard lately that we haven’t acted on?”
Leadership Impact: Ask yourself, “Did I make things clearer or heavier just now?”
Project Success: Clarify what success looks like before the task starts.
Keep it short, real, and in the moment.
Step 4: Pause and notice
After the action, take 30 seconds to ask:
Did this shift anything?
Did someone respond differently?
Did I feel more like a leader?
Write it down or just reflect.
Step 5: End your day with one sentence
Before your day ends, write or think this:
“The KPI I acted on today was ____, and here’s what changed: _____.”
or
“Next time I want stronger results, I’ll lead with ____.”
AI Prompt: “Act as a leadership guide. Help me turn one KPI into a clear action plan for today.
KPI I chose: [Insert KPI name here]
Why I chose it: [Insert short reason]
Where I plan to use it today: [Insert meeting, message, 1:1, project, or moment]
Provide:
A simple outline for how I should act on this KPI today, including a short intro, one key action, and a closing line I can use.
Suggested phrases I can say or write that match the KPI I picked.
One quick question I can ask someone that brings this KPI to life.
A short tip to help me keep my tone clear, steady, and supportive.
Make the plan easy to follow, practical for real work, and short enough that I can use it right away.”
Numbers are part of the job, but they’re not the job.
People remember how you led them, not just what you measured.
The best KPIs will never replace a real conversation.
Track performance, yes—but lead with presence.
Your impact is what they feel, not what they file.
Until next time and with lots of love,
Justin
This Week’s Growth Recommendations
Book To Read:
“The 4 Disciplines of Execution” by Chris McChesney, Sean Covey & Jim Huling (see it here)
TED Talk to Watch:
“The puzzle of motivation" by Dan Pink (see it here)
This isn’t just another idea—it’s the turning point.
Stephanie went from “no sales” to a full setup + real income in one week.
✨ Come to the free workshop on Thursday and see how fast it can happen for you.
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