ABSTRACT
This chapter examines ways to establish a baseline measurement of leadership using instruments and processes that provide important feedback both in the short run and over a substantial period of time. Three-hundred-sixty-degree assessments are designed to provide a measurement of how people in an organization perceive a person’s performance, based on a set of criteria. Hundreds of variations of the use of SMART goals have been around for quite some time, and if used wisely and effectively, can contribute to the successful attainment of large changes in an individual, as well as an organization. Principals can set specific goals that will help them reduce the amount of time devoted to tasks and responsibilities that consume large portions of their work day. Measurement is a critical component that enables the goal setter to see progress at various intervals along the way, as well as successful attainment at the end.
