From our experience working with Executive Leadership Teams here are 7 things that they are intentional about measuring:

1. We measure workability of the team, on a monthly basis by doing a workability audit:
   
   1. What is working well?
   2. What is not working well yet?
   3. Things like meeting effectiveness, coordinating action between team members, project execution, living our core values, and moving from breakdowns to breakthroughs.

2. We measure trust by noticing where there is low trust on the team.
   
   1. When trust breaks down between team members, they are supported to design and have an intentional conversation to address the trust issue with their team mate to resolve the trust issue to move forward together.
   2. Notice that amount of background conversations that are destroying trust.
   3. Notice the number of intentional conversations that are building trust.
   4. Notice the degree of vulnerability and openness that team members are willing to share about challenges that they are dealing with – personally and professionally.
   5. Notice the degree of Emotional Safety in the team within conversations and behaviours.

3. We measure performance of a project through the practice of debriefs:
   
   1. We are committed to learning together:

                                               i.     We measure why we were successful with a project?

                                             ii.     We measure why we lost with a project?

3. 2. We measure the length of time it takes to execute a project from idea generation to delivered outcome.

4. We measure team alignment to our future:
   
   1. Is everyone on the team clear about the team Strategic Priorities?
   2. Is everyone on the team clear about everyone’s roles and responsibilities to support our Strategic Priorities?
   3. Is everyone on the team clear about each team members Gifts of Greatness and their weaknesses so we know how to support each other well?
   4. Is everyone on the team clear about timelines to achieve our Strategic Priorities?
   5. Is everyone on the team in agreement of how we will support each other to achieve our Strategic Priorities?
   6. Is everyone on the team in alignment to the team’s mission and our core value (our why)?

5. We measure team members being accountable to their agreements they have made by addressing when they are not accountable.
   
   1. When a team member is not accountable to an agreement when hold them accountable without making them feel small, wrong or judged by asking them:

                                               i.     What is missing for you to honor your agreement?

                                             ii.     What can you do on a go forward basis to honor your agreements?

                                            iii.     What can we do to support you being successful at honoring your agreements going forward?

6. We measure Collaboration occurring between team members.
   
   1. The degree that teammates are challenging each other to support a project being successful.
   2. The degree of openness being shared with each other to cultivate learning to support a project moving forward.
   3. The degree of constructive feedback being shared openly with team members to foster new learning.
   4. The degree of acknowledgments being shared with team members to acknowledge contributions being made that supports the team and the impact of those contributions.
   5. The degree of openness being created to open team members to strategize on new opportunities to support achieving our Strategic Priorities.

7. We are measuring the results we are generating as a team.
   
   1. Where are we exceeding our expectations?
   2. Where are we not meeting our expectations?

                                               i.     What is missing?

                                             ii.     What will we do differently to get back on track to meeting or exceeding our expectations in this area as a team?