The first step to measure and track your progress and outcomes from your interpersonal leadership development plan is to set SMART goals. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. These criteria help you define what you want to accomplish, how you will measure your success, whether your goals are realistic and attainable, how your goals align with your purpose and values, and when you expect to achieve them. SMART goals also help you break down your long-term vision into smaller and more manageable steps, and keep you focused and motivated along the way.
The second step to measure and track your progress and outcomes from your interpersonal leadership development plan is to use feedback and reflection. Feedback is the information you receive from others about your interpersonal leadership skills and behaviors, such as your communication style, emotional intelligence, conflict management, teamwork, and influence. Feedback can come from various sources, such as your peers, managers, mentors, coaches, customers, or stakeholders. You can also solicit feedback by asking specific questions, conducting surveys, or using tools like 360-degree feedback. Reflection is the process of analyzing and evaluating your own interpersonal leadership experiences, actions, and outcomes, and identifying your strengths, weaknesses, opportunities, and challenges. You can use tools like journals, logs, portfolios, or self-assessments to document and review your reflection. Feedback and reflection help you gain insights into your interpersonal leadership performance, identify areas for improvement, and celebrate your achievements.
The third step to measure and track your progress and outcomes from your interpersonal leadership development plan is to track your actions and results. Actions are the specific steps you take to implement your interpersonal leadership development plan, such as attending training sessions, reading books, joining networks, practicing skills, or applying strategies. Results are the observable and measurable outcomes you achieve from your actions, such as improved relationships, increased productivity, enhanced reputation, or positive impact. You can use tools like spreadsheets, dashboards, charts, or graphs to record and visualize your actions and results. Tracking your actions and results help you monitor your progress, evaluate your effectiveness, and adjust your plan as needed.
The fourth step to measure and track your progress and outcomes from your interpersonal leadership development plan is to seek support and accountability. Support is the assistance and encouragement you receive from others who share your interpersonal leadership goals, values, and vision, such as your mentors, coaches, peers, or friends. Accountability is the responsibility and commitment you have to yourself and others to follow through with your interpersonal leadership development plan, such as setting deadlines, reporting progress, or meeting expectations. You can seek support and accountability by joining groups, communities, or programs that offer interpersonal leadership development opportunities, resources, and feedback. You can also create your own support and accountability system by finding a partner, buddy, or team who can help you stay on track, overcome challenges, and celebrate successes.
The fifth step to measure and track your progress and outcomes from your interpersonal leadership development plan is to review and update your plan. Reviewing your plan means checking whether you have achieved your SMART goals, whether you have received and applied feedback and reflection, whether you have tracked and evaluated your actions and results, and whether you have sought and received support and accountability. Updating your plan means making changes to your plan based on your review, such as setting new or revised goals, identifying new or different feedback and reflection sources or tools, modifying or adding actions or results indicators, or seeking new or additional support or accountability mechanisms. Reviewing and updating your plan help you ensure that your plan is relevant, realistic, and effective, and that it reflects your interpersonal leadership growth and performance.