At work, we all like to know where we stand. Whether it’s a scorecard, review, or structured feedback, it’s good to know how we measure up, and where we can improve. Using a mindset scorecard is also a rapid way to understand alignment and becomes a common language.  Two of the most helpful quotes in business from Peter Drucker are ‘If you can’t measure it, you can’t improve it’ and ‘Management is doing things right; leadership is doing the right things’. 

So how do we ensure the right things get done and know we are improving the things that matter?

At Leaps™, we face this challenge by establishing our own mindset scorecard, grounded  in values that matter most to us, ones we embody every day. Therefore, none of the decisions we make are by accident or unexamined.

From the projects we take on, to the partners we work with, our growth and activity is based on a defined set of core mindsets that capture not only our values, but what they really mean in practice, too.

These mindsets apply to everything, from on-boarding new talent, to our compensation structure, to how work gets done and where we want to grow. They are similar to values but bring them to life in a way that helps people evaluate their own position without judgement. They demonstrate how each of the values work in real life. Our mindsets very quickly allow us to show others who we are and how we operate, in order to find and build common ground. They enable us to weed out which partners or clients will not be a good fit for us and the way we view the world. They help others understand their own alignment with us.

In short, working with our mindsets is an incredibly powerful experience, one that lies at the foundation of what we do.

These are our eight mindsets at the heart of Leaps™:

  1. Ambitious, with a sense of global purpose
  2. Curious and always learning
  3. Respectful and open
  4. Confident and decisive
  5. Experimental
  6. Partnership
  7. Investment and growth
  8. Embrace change

On our mindsets scorecard, we use a 1-12 score on each mindset. Scores 1-3 fall into one category, 4-6 into a second, 7-9 into a third, and 10-12 into a fourth. These are not to enforce a “better” or “worse” hierarchy, but to measure alignment. For example, when using the scorecard to evaluate a potential partner on the mindset of “respectful and open,” a score of 5 falls into the category: “You worry that you are not enough and are often self-critical when you share with others. You are frustrated when others don’t respect you.” This is someone whose belief in openness hasn’t been tapped, yet. They have the ability to grow in this realm, and demonstrate an interest in doing so, though fear may be holding them back.

However, a score of 8 would fall into the category of: “You protect your significant accomplishments. You command respect and admiration for your achievements.”  This belief – though higher on our numerical scorecard – is actually less likely to be in alignment with the way we practice the value of being respectful and open.  

When we engage with anyone, we keep these mindsets front and center. As we approach a significant growth phase, we are using our mindsets to underpin each step we take. Leaps™ exists because of them. In a way, we grew out of our mindsets and a commitment to implement them, and we would not be where we are today without them. We know Leaps™ will be better tomorrow because these are the mindsets that we hold.

Do you feel an alignment between your own mindsets and our Leaps™ ones? Are you excited to learn more about how ours are driving success? Then please do get in touch and let’s see just how far we can create an abundant future together.

We see massive value in centering your organisation with this strategy. If you would like to to create your own mindset scorecard, head over to Strategic Coach, an amazing organisation, the true pioneers of the mindset scorecard. See an in-depth article about creating your own here: