Most people track success by looking backward. You know, measuring things after they’ve already gone sideways or wrapped up. But if you plan to wait for a dumpster fire and then count the ashes… we need to talk.
Enter: Leading indicators. They’re like cheat codes for the workplace. Not because they predict the future with magic, but because they’re based on what you’re doing right now; the stuff that drives results later. Less “look what happened” and more “here’s how to make it happen.” Ready to stop reacting and start engineering success? Let’s get into it.
Why guess where you’re going when you can track it in real time?
Most organizations obsess over lagging indicators, such as quarterly sales, turnover rates, or incident reports. All fine and good… until it’s too late to change anything. Leading indicators, though? They’re the breadcrumbs that show whether your path leads to a win or a wall. Instead of obsessing over the final score, you’re focused on how well the team is playing before the clock runs out.
Think of it this way:
- Lagging: The weight on the scale.
- Leading: The workouts you did and the meals you logged.
So what does a leading indicator even look like?
Glad you asked, stats-skeptic. Here’s what leading indicators look like in real life:
- In safety: Number of completed safety trainings, near misses reported, and hazard corrections logged.
- In productivity: Hours spent in skill-building, process improvement suggestions submitted, proactive check-ins made.
- In culture: Engagement pulse survey responses, participation in team rituals, and 1:1s are happening regularly.
They’re actions lead to results, not just outcomes sitting in a spreadsheet graveyard. Want less turnover? Start tracking onboarding quality and internal mobility. Want more sales? Look at lead follow-up speed or outbound call volume. Want fewer injuries? Measure training and hazard reporting. Simple. Smart. Scary effective.
Finding your leading indicators doesn’t require a secret decoder ring
But it does require some brain power. Don’t track “vibes” or abstract nonsense. Track behaviors. Track activity. Track the real stuff that tells you whether your team’s heading toward high-fives or high-stress. And for the love of data, keep it simple. You don’t need 42 metrics. You need 3 to 5 solid ones that actually matter. Here’s the game plan:
- Start with the end. What results matter? Less burnout? More retention? Fewer customer complaints?
- Ask why. What drives that result? Poor onboarding? Bad communication? Weak follow-up?
- Flip it into action. What can be measured right now that influences that outcome?
Numbers are cute, but they mean squat without action
Let’s be clear; leading indicators are only powerful if you do something with them. Notice a drop in hazard reports? Maybe people aren’t comfortable speaking up. Time to revisit your culture. See an increase in skill-building hours? Amazing. Recognize it and find ways to scale that energy. This is about turning your metrics into momentum. Don’t just collect data like a hoarder. Share it. Talk about it. Act on it. Use it to coach, adjust, and evolve. That’s what separates the spreadsheet warriors from the strategic leaders.
Want to make culture your next leading indicator?
If this got your wheels turning, then your next move should be leveling up the kind of culture that supports real-time success. Workplace Culture: Positivity in the Workplace Training Course. This course gets into the habits, tone, and behaviors that turn your environment from “meh” to magnetic. You want people participating, speaking up, and thriving? Build the culture that invites it.
And of course, you’ve gotta check out the main event: Leading Indicators: See and Shape Success Training Course. It’s a power-packed dive into how to stop chasing outcomes and start designing them. If you’re serious about steering instead of reacting, this is the one.
Here’s your mic-drop moment
Focusing on leading indicators is like switching from the rearview mirror to the windshield. You don’t have to wait for problems to slap you in the face. You can see them coming. And better yet, you can do something about them. You already have what it takes. Now go track it, shape it, and own it. Success isn’t luck. It’s pattern recognition plus action. Be the one who sees it first.
References
Occupational Safety and Health Administration (OSHA) – Using Leading Indicators to Improve Workplace Health
U.S. Office of Personnel Management (OPM) – Data-Driven Performance Management
Centers for Disease Control and Prevention (CDC) – How to Put Leading Indicators into Practice
