Every Leader in the game has a variety of Leadership Skill-KPIs (from 1-100) that will in some way influence the performance of the respective department or function. Use these KPIs to select the right leaders for your organization. Please note that this is a simplified representation for the purpose of this business simulation. In real-world scenarios you will not have a score. You will need to judge your leader. A more nuanced evaluation is necessary to accurately assess a leader’s capabilities and skills. In this simulation the accuracy of this score will improve over time, the longer the leader stays in your company.
MOTIVATIONAL:
This score (1-100, 1 – not motivational to 100 – highly motivational) measures the leader’s motivational skills. Motivational leaders understand that success begins with a positive attitude and a clear, shared vision that inspires all employees. They foster an environment where employees feel valued and empowered to reach their full potential. Motivational leadership significantly influences employee engagement.
ENTREPRENEURIAL:
This score (1-100, 1 – lowest to 100 – highest) measures the leader’s entrepreneurial thinking abilities. Leaders with entrepreneurial thinking adapt quickly to complex and changing environments, always considering the impact of their own decisions on the business’s success. They make decisions as if they were running their own company.
EXPERTISE (functional):
This score (1-100, 1 – no expertise to 100 – best expert) assesses the leader’s depth of knowledge and experience within their specific functional area. While domain expertise can be valuable, it is crucial to remember that it’s not at all the sole determinant of effective leadership. Effective leaders prioritize empowering their teams, fostering growth, and leveraging the expertise within their teams. If you possess deep domain knowledge, it’s essential to actively listen to team members, solicit their opinions, and critically evaluate your own perspectives. Micromanagement should be avoided.
While domain expertise can be acquired through learning and experience, developing strong leadership behaviors often presents a greater challenge.
TOXICITY:
Toxic leadership is a threat to organizational health. This score (1-100, non-toxic to absolutely toxic) assesses a leader’s propensity for toxic behavior. Toxic leadership can have a detrimental impact on teams and organizations, fostering a negative work environment characterized by mistrust, damaged relationships, and diminished employee well-being.
Toxic leaders often surround themselves with individuals who mirror their opinions and avoid dissent. They may suppress open dialogue and critical thinking, viewing them as personal threats. While they may initially appear successful (e.g. through pressure on the teams), their long-term impact on employee engagement and organizational effectiveness can be significant.
Understanding the characteristics of toxic leadership, such as personal ambition, excessive competitiveness, and a lack of self-awareness, can identify such behavior and help improve your own leadership style.
PRAGMATISM:
This score (1-100, bad – excellent) provides how pragmatic the leader is. Being a pragmatic leader means that you are focused and concentrate your efforts on what matters most. A pragmatic leadership style emphasizes practicality, flexibility and effectiveness.
PEOPLE DEVELOPMENT:
This score (1-100, bad – excellent) provides an assessment of a leader’s ability to develop their team. Strong people development skills are crucial for fostering talent growth, enhancing employee engagement, and ultimately driving organizational success. People development also influences employee engagement and organizational effectiveness.