The Building Champions Leadership Development Blog

Drawing upon their decades of leadership experience—and the hundreds of conversations they have each week with leaders across the country—our team of coaches deliver insights, strategies, and tips to help you improve how you lead and live.

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The Two Things Determining Your Leadership Effectiveness
Self-Leadership, Team Leadership, Organizational Impact Building Champions Self-Leadership, Team Leadership, Organizational Impact Building Champions

The Two Things Determining Your Leadership Effectiveness

Many leaders spend years trying to improve every area of their leadership at once. They work on communication, strategy, delegation, executive presence, time management, emotional intelligence, and team performance. And while each of those competencies matters, leadership effectiveness can often be simplified to two essential measures: the decisions you make and the influence you have.

Your decisions shape direction. And your influence determines whether people trust that direction enough to engage and execute. When these two areas are strong, leaders create clarity, alignment, and momentum. When one is weak, even talented leaders can struggle to lead effectively.

In this article, we’ll look at why leadership effectiveness comes down to decisions and influence, why leaders often struggle with clarity under pressure, how poor decisions compound over time, and why influence becomes the multiplier of execution.

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Creating a Culture of Performance
Self-Leadership, Team Leadership, Organizational Impact Building Champions Self-Leadership, Team Leadership, Organizational Impact Building Champions

Creating a Culture of Performance

Every leader wants a high-performing team, but not every leader knows how to create the environment needed to cultivate performance.

As a leader, you get the unique privilege to establish a healthy, positive, and thriving culture within your team, but it starts with your self-leadership. Your people are watching what you prioritize, tolerate, celebrate, and how you respond during seasons of challenge and uncertainty. And we don’t state that to create negative pressure, but rather to encourage you toward growth in your own performance, because if you want a team that performs with focus and purpose, you must first create the conditions that make that performance possible.

In this article, we share how to create a culture of performance by defining vision, connecting to strategy, setting clear expectations, modeling expected behaviors, and giving both regular feedback and encouragement. By following these steps, you too can create a culture of performance within your team and organization.

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