The document outlines seven essential leadership imperatives designed to enhance team and individual performance within an organization. These imperatives include coaching for results, driving performance, inspiring loyalty and trust, managing work, partnering within teams, influencing through personal power, and selecting talent. By practicing these imperatives, leaders can improve productivity, build trust, and foster a positive workplace environment.

1. Leadership Imperatives
Leadership Action Guide

2. Index
• Introduction
• Coach and Develop for Results
• Drive Performance
• Inspire Loyalty and Trust
• Manage Work
• Partner Within and Across Teams
• Influence Through Personal Power
• Accountability

3. Introduction
• Leadership Imperatives is dedicated to improve team
and individual performance at all levels of the
organization.
• Leadership Imperatives focus on building trust within a
team, increasing productivity, lowering turnover and
improving morale
• To better understand and define the leader critical role,
seven essential leadership imperatives have been
identified; that if people leaders practiced, they will be
highly effective in their jobs

4. 1. Coach and Develop For Results
 Delegates responsibility, clarifies expectations and
gives staff autonomy in important areas of their
work.
 Encourages others to set challenging goals.
 Holds others accountable for achieving results
related to their area of responsibility.
 Genuinely values all staff members’ input and
expertise.
 Shows appreciation and rewards achievement and
effort.
 Involves others when making decisions that affect
them.

5. 2. Driver Performance
• Delegates the appropriate responsibility, accountability and decision-
making authority.
• Makes sure that roles, responsibilities and reporting lines are clear to
each staff member.
• Accurately judges the amount of time and resources needed to
accomplish a task and matches task to skills.
• Monitors progress against milestones and deadlines.
• Regularly discusses performance and provides feedback and coaching
to staff.
• Encourages risk-taking and supports staff when they make mistakes.
• Actively supports the development and career aspirations of staff.
• Appraises performance fairly

6. 3. Inspire Loyalty and Trust
• Provides an environment in which others can talk and
act without fear or repercussion.
• Manages in a deliberate and predictable way.
• Operates with transparency, has no hidden agenda.
• Places confidence in colleagues, staff members and
clients.
• Gives proper credit to others.
• Follows through on agreed upon actions.
• Treats sensitive or confidential information
appropriately.

7. 4. Manage Work
• Sets goals and targets for yourself or others
• Prioritizes the delivery of work
• Adjusts work or project priorities to take account of
changing circumstances
• Organizes the time and resources necessary to deliver
work
• Sets detailed project plans, or plans for an area or
service
• Monitors the delivery of work against a plan
• Delivers one’s own workload in an organized and time
efficient manner

8. 5 Partner Within and Across Teams
• Works collaboratively with colleagues to achieve
organizational goals.
• Solicits input by genuinely valuing others’ ideas
and expertise; is willing to learn from others.
• Places team agenda before personal agenda.
• Builds consensus for task purpose and direction
with team members.
• Supports and acts in accordance with final group
decisions, even when such decisions may not
entirely reflect own position.
• Shares credit for team accomplishments and
accepts joint responsibility for team shortcomings.

9. 6. Influence Through Personal Power
• Speaks and writes clearly and effectively.
• Listens to others, correctly interprets
messages from others and responds
appropriately.
• Asks questions to clarify, and exhibits
interest in having two-way communication.
• Tailors language, tone, style, and format to
match the audience.
• Demonstrates openness in sharing
information and keeping people informed

10. 7. Select Talent
• Develop a success profile for the position.
• Know the candidate’s past performance to predict future success
• Involve other people in the organization to help arrive at the right
hiring decision.
• Always lookout for talent with potential to make a difference to the
organization.
• Assess talent potential and frequently manage the performance and
development of current talent