31.07.20

Leaders – What does success look like for you???

So, I was getting interviewed today, and I was asked the question ‘what does success look like for me’. My answer was around getting the opportunity to share my gifts with the world! The more opportunities to speak, consult and train, the more successful I will feel.  

Greg – the person interviewing me – said that Tony Robbins has a definition of success that is related to ‘doing what you want, when you want, with who you want’. That is a great definition. I think I will use that one, in future – way better than mine … 

Now, my question to you, especially as a leader, is – what does success look like for you??? Have you ever defined it for yourself, and if not, why not? Like everything, if you can start with the end in mind, you have got a way higher chance of getting to where you want to be, and achieving what you want to achieve.  

Define success in outcomes 

Most leaders would have done this (outcomes are what your team does).  

What I mean by outcomes, is how you and your team will be measured. It might be the number of widgets sold, it might be the number or repairs made, the number of sales calls made or some other measure of output and productivity. 

Output is clearly about the things, the KPIs or the tangible performance measures of your team. 

If you haven’t defined your success measures for your outputs, this is a great place to start. And, when you are doing the thinking work around your team outcomes, engage your team members in the discussion. Ask them what they are committed to doing, by when and in at what level. 

Then, you can talk through, over time, how the team is performing against their output success measures. 

Define success in relationships 

Yes, you read that right. What do you want to achieve from a relationship perspective in your team (how your team does the work).  

Some of the success measures, in the relationship column could include things like doing no harm (abuse, aggression or abruptness) to team members, clients or suppliers. 

Other measures might include no gossip amongst the team – having open and honest communication with each other. 

The success measures could even be documented in something like a Team Charter, where everyone is clear on what is expected in relation to how we work with each other. 

And, like when your are defining your outcomes, please make sure you engage your team members in the process of developing your relationship success measures. 

So, what are your success measures – please reach out, if you need a hand to develop them. 


Anton Guinea is the safety leadership expert. His journey is unique, having survived a workplace incident which he transformed from a cautionary story into powerful, psychology-based safety programs that has moved the hearts and minds of organisations globally. 
For 15 years, Anton has worked with over 150+ businesses and their leaders, to help make safety safe; safe to talk about, to engage in, and to report about. Working in the space of where Safety meets Leadership, Anton founded The Guinea Group as the safety support network to help businesses to LEADsafe365.
Get in touch with Anton today.

Subscribe to our Newsletter