TEMPLATE: Initiative Scorecard

Why Initiative Matters

Initiative, ownership and action

The best indicator of personal ownership and leadership is initiative.

  • Measure it correctly, and you will see personal ownership, leadership, and job satisfaction improve immediately.
  • Add the other parts of the Hands-Off Leadership framework, and you will see the pace of change accelerate.
  • Continue the process, and soon you'll discover that your leadership culture has become a permanent asset.

Click the image below to open the Initiative Scorecard Template as a Google Doc you can copy and share freely.

Related ACTION item​s from the Neverboss book appear below the scorecard in more detail.

Click Image to Get the Scorecard...

Initiative Scorecard for measuring personal initiative and personal leadership

RELATED ACTIONS

CHAPTER: 1-on-1s

ACTION: Introduce Initiative Scorecards

Introduce Initiative Scorecards to your direct reports. (If you're not a supervisor, start using one yourself and show it to your boss to get their buy-in.) Review them weekly in your 1-on-1s.

Once initiative begins to become the norm, you can graduate to just using a single initiative score based on the Levels of Initiative.


ACTION: Schedule 1-on-1s

Schedule 1-on-1 meetings with each of your direct reports. This is a recurring weekly meeting that can be in-person or virtual. It needs to show up in their calendar too.

Do NOT miss these meetings. 1-on-1s are your best opportunities for mentoring. Building leaders is the real purpose of your 1-on-1s. During these meetings you will tackle burning issues together, review their Initiative Scorecards, encourage, role-play crucial conversations, brainstorm, and discuss principles, obstacles and KPI metrics (introduced later). Resist the temptation to give all the answers. Help them feel, think, and take initiative.

Some sample questions to kickstart discussion in your 1-on-1s:

  • How are you feeling? Is everything OK?
    (Either of these questions is the simplest way to express empathy and start creating safety, so the real issues can be put on the table.)
  • What obstacles are you facing?
  • What opportunities are we missing?
  • What are you hoping I can do for you?
  • Have you seen anything lately that we as a group should be addressing?
  • Tell me your roles, exactly. What you feel ownership and responsibility for?
  • Is that where your time actually goes, or are other demands tugging at you?

CHAPTER: Rules of Engagement

ACTION: Tackle an Elephant

​Pick a big, nasty issue your team hates talking about. Introduce your team to the Rules of Engagement and ask for buy-in to adopt them as your new standard. Then work through the impasse together. If things get heated, focus on slowing the conversation down and hold each other to Mutual Empathy, Mutual Respect, and Mutual Purpose until they become second nature.

Don’t be afraid. You now have the tools to do it: buy-in, agility, and the rules of engagement. Remember to be kind, gentle, and generous with your teammates.​

SHARE:
Kevin Crenshaw
 

Kevin, our approachable CEO, is the author of NEVERBOSS: Great Leadership by Letting Go. He's also a consultant, keynote speaker, Rapid Turnaround CEO, and creator of both Hands-Off Leadership™ and Total Relaxed™ Organization. He loves people, leadership, coaching, speaking, tackling tough problems, and physics, but not usually all at once.