Behind the walls of corporate America, either annually or bi-annually, our leaders come together to determine how the human currency is operationalizing the strategy. It is our unique collective behaviors that shape and transform the collaborative culture it is today. While there are passive observers along the way, their performance insights in the workplace may not be expansive as those who step with confidence and energy that propels the vision.
To operate in a cohesive and agile environment, workforce and leaders need to be active participants, shaping culture and performance through insights, not their own assumptions. Decisions need to be grounded in data to allow objectivity to take the lead. When we measure performance with systems, teams understand their roles, and the results they need to work towards. This is how cultures of trust are formed together.
shape your pillars
Looking ahead requires a mindset rooted in pillars that you believe in that will motivate you to not only do better, but improve your performance by 1% every day.
- AI-first mindset: Rewire how you think. Partner with technology as a tool that amplifies and augments your work. Learn to rewrite the code so that adaptation becomes second nature.
- Learn, experiment, and test: The pace of technology will only increase and evolve. Make curiosity become a habit. Test new tools, challenge static and outdated processes, and be open to a new approach. Growth will become sharper through action.
- Systems thinking: Future-ready positions us to design with intention. Processes, teams, and agile environments built with AI technology will improve our speed to execution. Systems thinking turns fragmented efforts into aligned outcomes, developing consistency along the way.
Allie K. Miller, AI leader and advocate, sums it up perfectly:
“AI isn’t here to replace jobs; it’s here to replace tasks. The future belongs to those who learn how to delegate to AI.”
doing things better
Readiness is not only about adopting technology, it’s about building an approach that makes sense and is action based. Forethought replaces being reactive. Abundance begins to swallow scarcity. Operational and performance insights will drive decisions, ultimately taking the guessing out of performance reviews. Leaders and teams will naturally work together in confidence based on data driven decisions.
be the chief architect of Your career
Performance insights help shape organizations and our careers. Take ownership of your professional trajectory. Build the right systems around your work that gives the level of visibility into your progress and impact you bring to the organization. Use AI as a partner to expand your reach. The future belongs to those who are proactive and design their path with intention.
When we lean on systems and performance insights, we elevate the workforce. Be proactive, be intentional, and be the architect of what you are designed to be. This is how we move from passive to active, from reactive to being ready, from observers to being part of the build process.
If you don’t have a system in place to track your performance, below is an app to get started and have your very own performance dashboard data at hand when you start to draft your end of year review. You might surprise yourself and realize that you are shaping the future, and architecting a culture that is built to empower!! This is your story, make sure every chapter reveals the essence of your being.
EA performance dashboard playbook
Part 1: Getting Started
Quick setup
- Open the dashboard app.
- Use the sidebar [select top left corner >> to open] to choose Monthly or Quarterly view.
- Enter the Year.
- Choose Annual Rollup for a year-to-date view.
- Adjust the Hourly Rate to match your organization.
Part 2: how to use it
Step 1. Define scenarios
- Go to Scenario to choose how you want to track your data:
- Executive Expectations
- Targeted Performance
- Actual Performance
Step 2. Input Executive Support
- Enter the executive support details.
Step 3. Keep track of your workload data
- Email: emails received, sent, invites actioned
- Meetings: scheduled, reschedules, notes prepared
- Travel: domestic and international trips
- People Ops: onboardings, trainings
- Finance: expense reports, approvals
- Ops: projects, events
- Automation/Delegation: tasks delegated, automated, directly executed
- Work Pattern: reactive and overtime hours
Part 3: how the app calculates
Suggested point system is a suggested model to help gauge the executive to assistant ratio.
Base model example:
VP = 4 pts, SVP = 8 pts, EVP+ = 12 pts.
Travel: Domestic = 2, International = 4, Combination = 6.
Finance Complexity: Low = 2, Med = 4, High = 6. Finance
T&E reports: 4 or fewer expense reports = 4, more than 4 = 6.
Automation, People, and Operational Support: Low = 2, Med = 4, High = 6.
performance dashboard app
EA Insights Workforce Capacity Calculator
Measure volume against capacity across pillars of work.
How to read this: point values are a base model example, a starting visual rather than a fixed standard. Adjust the values over time as you see how the work actually plays out for your role.
