The Leadership Growth That Metrics Can't Measure
Romie Montpeirous • November 15, 2025
Most leaders end the year obsessed with one question: Did we hit our numbers?
Revenue targets, productivity metrics, conversion rates, retention percentages. We close the books, we tally the wins, we measure the outcomes. And all of that matters, of course it does.
But here's what I've learned after years of coaching operational leaders: counting your outcomes is easy. What's much harder is asking yourself how you've grown this year.
The Ritual That Sets Great Leaders Apart
There's a quarter four ritual that separates good leaders from great ones. Great leaders audit their growth, not just their results.
They ask themselves questions that have nothing to do with spreadsheets:
Did I listen more this year? Did I delegate better? Did I show up differently when things got hard?
Because growth is not about perfection. It's about self honesty. Your evolution as a leader is the story behind the metrics. And when you grow, everything else around you grows as well. Your team grows. Your imp act grows. Your capacity to lead with intention grows.
Most of us are so busy closing loops, hitting targets, and cleaning up our inboxes that we forget to ask: What did this year teach me about who I've become as a leader and as a person?
Not what I achieved. Not the performance numbers. But who I became in the process.
The Cost of Constant Motion
If you don't pause and reflect, you end up carrying the same mindset into next year's mission. You repeat the same patterns, the same blind spots, the same leadership habits that may have already stopped serving you.
Real leadership growth doesn't just come from constant motion. It also comes from reflection.
So my advice is simple: take one hour before this year ends. No distractions. Just you, a journal, and some hard questions.
Ask yourself: Where did I grow? Where did I shrink? What lessons do I need to bring forward with me into the new year? And what can I leave behind?
You're not losing time by doing this. You're actually gaining wisdom.
Beyond the Numbers: What Really Builds Legacy
When I ask leaders what they want their legacy to be, most of them talk about performance. They talk about the numbers, the projects, the wins.
But here's the truth: legacy isn't built on results alone. It's built in relationship.
Your title will fade. Your metrics will be replaced by next quarter's metrics. Your quarterly goals will be forgotten. But the people that you invest in? They never forget.
I call this leadership stewardship. It's the idea that your role isn't to just own success. It's to cultivate it within others.
So before you end this year, don't just close the books. Open up your circle. Think about who you can mentor, who needs encouragement, who needs your guidance, who needs you to believe in them.
Because the real measure of leadership isn't just what happens when you're there. It's what continues way after you leave.
What Needs to Go
Here's what I know to be true for me: I don't need a new strategy. I actually need to reset.
We keep trying to add more to the to-do list. New systems, new goals, new approaches. When the problem isn't that we're missing something, it's that we're carrying too much already.
We're micromanaging, we're people pleasing, we're overextending, we're ignoring rest because we'll get to it later or we'll sleep when we die. All of that sounds familiar, right?
But that's not leadership. That's just burnout disguised as productivity.
In my book, Better Than You Found It, I talk about this idea of choosing a new familiar. It's about breaking cycles that keep you stuck. Because sometimes comfort isn't peace. It's just a pattern you're running that you've already outgrown.
So as you head into the new year, don't just set goals. Ask yourself what also needs to go. Because growth isn't just about adding. It's also about subtracting what no longer serves you.
Make It a Ritual
Here's my challenge to you: make growth auditing a ritual. Take thirty minutes this week. Reflect, journal, talk out loud if you need to.
This isn't soft leadership. This is the foundation of sustainable leadership. Because the leaders who last, who build something meaningful, who create cultures that outlive them, they're the ones who understand this truth:
Your evolution as a leader matters more than any single metric you'll hit this quarter.
So slow down. Pause. Process the year. Not just what you achieved, but who you became while achieving it.
That's where real leadership growth lives.
And honestly, those periods can feel frustrating, even paralyzing. You're doing everything you think you're supposed to do, but nothing seems to be moving forward. The promotion hasn't come through yet. The relationship you want hasn't materialized. The breakthrough moment feels distant. But here's what I've learned through my own seasons of waiting, and what I've seen with the leaders I coach: the in-between is where the real growth happens. Not at the finish line. Not when you finally get what you've been waiting for. But right here, in the messy middle. **Ask Yourself This Critical Question** When you find yourself stuck in one of these waiting seasons, there's a question I always ask myself first: Is this really out of my control, or is this a limiting belief that I'm holding onto? That answer matters because it determines everything about how you move forward. If something is truly out of your control, if you've done everything you can do and now you're genuinely waiting on external factors, then your job is simple: keep showing up. Keep preparing. Keep doing the work. Stay ready so you don't have to get ready when the opportunity does arrive. But if what's holding you back is actually a limiting belief, if the barrier is something you're telling yourself about what's possible or what you deserve or what you're capable of, then your job is different. Your job is to break that belief. Challenge it. Question the story you've been telling yourself about why this thing can't happen for you. Most of the time, when I'm honest with myself, I realize it's a mix of both. Some things genuinely are outside my control. But there are also beliefs I'm carrying that are keeping me smaller than I need to be. **The Trap of Doing Nothing** The biggest trap when you're waiting is doing nothing. Just sitting there, feeling helpless, letting the days pass by while you tell yourself there's nothing you can do until circumstances change. I've been there. We all have. And it's a dangerous place to be because doing nothing doesn't just waste time. It drains your confidence. It kills your momentum. It makes you forget what you're even capable of. What's worked for me, and what I encourage the leaders I work with to do, is to choose inspired action. At work, that means continuing to improve what I can, where I can. If I'm waiting for a promotion, I don't wait until the job is posted to start showing up like a leader. I act like a leader now. I build the skills now. I demonstrate the value now. In my personal life, in relationships, that means dating and living fully and putting myself first. Not putting my life on hold until the right person shows up, but building a life I love so much that the right person will want to be part of it. **Act As If It's Going to Work Out** My best advice for anyone in a season of waiting is this: do what you can, where you can. Act as if it's all going to work out. And if it doesn't? That's okay too. Because here's the truth that most people miss: what you learn in the middle, what you discover about yourself while you're waiting, will shape you just as much as the outcome itself. Maybe even more. When you choose inspired action, when you refuse to sit still and do nothing, you're not just passing time. You're building skills. You're developing resilience. You're learning what you're made of. You're discovering strengths you didn't know you had. And when the opportunity does come, or when the next season arrives, you'll be a different person. A stronger person. A more capable person. **The Power of the Process** I've seen this play out over and over again in my own life and in the lives of the leaders I coach. The people who grow the most aren't the ones who get what they want immediately. They're the ones who learn how to navigate uncertainty. Who learn how to keep moving forward even when they can't see the destination yet. Whatever you're waiting for right now, whether it happens exactly the way you hope it will or not, I promise you this: what you discover in the in-between is equally, if not more powerful than the outcome. So stop waiting for permission. Stop waiting for perfect conditions. Stop waiting for someone else to give you what you need. Do what you can with what you have, right where you are. Choose inspired action over paralysis. Keep showing up, even when it feels pointless. Because the in-between isn't just something to endure. It's where you become the person who's ready for what comes next. #Leadership #CareerGrowth #PersonalDevelopment
Last week, I had a conversation with a CEO who was frustrated. His company had spent months crafting what he called "the perfect vision statement." They'd held workshops, hired consultants, and created beautiful slide decks. Yet somehow, his frontline teams seemed completely disconnected from it all. "They just don't get it," he told me. "We have this amazing five-year plan, but they're still focused on their daily tasks like nothing changed." Here's what I told him: The frontline teams don't live for this five-year plan that we have. They live in today's shift, in this week's deadline. The Monday Morning Reality Check Big visions are really exciting for us visionary leaders. We get energized thinking about where we'll be in five years, what markets we'll dominate, and how we'll transform our industry. That excitement carries us through long strategy sessions and late-night planning meetings. But then Monday morning hits. Your frontline employees clock in thinking about today's customer complaints, this week's production targets, and whether they'll get home in time for dinner with their families. The gap between your boardroom vision and their daily reality creates a disconnect that no amount of inspirational speeches can bridge. The Translation Problem I see this pattern repeatedly in organizations across industries. Leaders create these lofty company visions and then wonder why their teams aren't motivated by them. The problem isn't with the vision itself - it's with the translation. Our job as leaders is to translate that big picture into actions that matter to them. Think about it this way: when you tell a customer service representative that the company vision is "to be the most trusted partner in our industry," what does that actually mean for their Tuesday afternoon phone calls? How does that vision change the way they handle an angry customer or process a return? Without that translation, your vision statement becomes just another poster on the break room wall. Making Vision Tangible The most effective leaders I work with have mastered the art of making the abstract concrete. They don't just repeat the vision statement - nobody wants that. Instead, they show their teams exactly how their work connects to the mission. Here's how to do it: Show them the connection: When you do X, it drives Y, and here is the result. Be specific. If your vision is about customer excellence, show your shipping team how their accuracy directly impacts customer satisfaction scores and repeat business. Celebrate small wins that ladder up: Don't wait for the five-year goal to celebrate. Recognize the daily and weekly victories that move you closer to that bigger vision. When your team sees how their small wins contribute to something larger, they start feeling ownership. Make it about building together: The key shift is helping them feel like they're building it with you and not for you. This isn't about them executing your vision - it's about them being co-creators of something meaningful. The Power of Today's Impact I once worked with a manufacturing company whose vision was "to create products that improve lives worldwide." Sounds inspiring, right? But the factory workers saw it as corporate speak until their manager started sharing customer letters. Every month, he'd read testimonials from people whose lives were genuinely improved by their products. Suddenly, the person operating the quality control station understood that their attention to detail wasn't just about meeting quotas - it was about ensuring that products actually delivered on life-changing promises. That's the difference between vision and translation. Beyond the Vision Statement Most organizations stop at creating the vision statement. They print it, frame it, and assume the work is done. But the real work begins after the vision is created. It's in the daily conversations, the weekly team meetings, and the monthly reviews where vision becomes reality. Ask yourself these questions: Can your frontline employees explain how their specific role contributes to the company vision? Do your team meetings connect daily tasks to bigger goals? Are you celebrating wins that clearly ladder up to your vision? Do your people feel like they're building something with you, or just executing tasks for you? If you can't answer yes to these questions, your vision isn't translating into action. The Monday Morning Test Here's my challenge for you: Next Monday morning, walk through your workplace and ask three frontline employees how their work today connects to your company's bigger vision. If they can't give you a clear, specific answer, you have translation work to do. Remember, it's not about repeating the vision statement. It's about making it tangible so that they feel like they're building it with you and not for you. The best visions aren't just inspiring - they're actionable. They turn Monday morning tasks into meaningful contributions toward something bigger. That's when your five-year plan stops being a poster on the wall and starts being a shared journey your entire team is excited to take. What's one way you could better translate your vision into daily actions for your team?