Key Behavioral Indicators examples

KBIs are used to assess different aspects of management in organizations. Here are some examples of key behavior indicators:

Management Skills Indicators

• Management Skills Index - the theoretical understanding of roles, responsibilities, and core competencies

• Active Supervision Index - the amount of active supervision performed

• Management Effectiveness Index - the quality of active supervision performed

Want to learn more and get a benchmark about these three indicators of management competence? We cover them in-depth in this article.

Management Behavior Metrics

• Objectives - the manager’s ability to guide teams toward clear goals

• Consideration Factor - the manager’s ability to give constructive feedback

We discuss these two metrics and the behaviors they promote in more detail in this article.

Mindset and Engagement

• Organizational Mobilization Index - employee engagement as a reflection of the quality of management at the organizational level

• Personal Satisfaction Index - the psychological ability of managers to drive employee performance

To go further into engagement, check out this article.

Continuous improvement in management

These behavioral indicators allow your managers and organization to develop proactively and sustainably.

Generally, a manager is more comfortable with the technical side of their role. A manager who wants to evolve has to incorporate the human element into their management routines to find a balance between technical expertise and the mobilization of the people. This mobilization will reduce the gap between the organization's potential and its actual performance.

Some work environments frown upon the role of leader or manager. The "critical" boss model, who seeks to catch people, has to be transformed into a leader who takes responsibility, who is there for their team, and who wants to help it evolve. He needs to support, motivate, and guide the team, taking into account the strengths and weaknesses of each team member. He also has to show adaptability, anticipate issues, and adopt a problem-solving approach by offering alternative solutions to resolve them in a timely manner.

To achieve high organizational performance, you must master the art of combining know-how and interpersonal skills. Adopting best practices and an individualized coaching approach, combined with mentoring and training, allows for personalized, dedicated support in changing behaviors in a way that lasts.

Results of improvement to performance management

With the help of coaching and Key Behavioral Indicators, applying best management practices at the point of execution will have a significant impact:

1. Improvement in KPIs (Key Performance Indicators) and KFIs (Key Financial Indicators), which will allow for the economic growth of the organization;

2. Employee engagement as they feel involved and engaged, which will be a part of the solution in the day-to-day;

3. Increased efficiency in the organizational structure. When employees perform their roles better at all company levels, managers no longer have to “compensate.” Everyone performs their tasks better—which improves productivity.
   
   

What are your initiatives to improve your organization's management skills and abilities and help it achieve its fullest potential?