Once foundational elements are in place, The Leader’s Equation focus shifts to the process segment.  The process is what we consider the daily commitment required for success – the hardest part for fitness or leadership.  Establishing the three Es; expect, equip and empower, is the first step in implementing The Leader’s Equation process.

Expect
For the process portion of The Leader’s Equation to succeed, expectations must first be clearly identified.  The organization, and each individual, needs and deserves to know all of the measurable definitions of success.  Understanding desired results provides the necessary meaning and context for daily contributions.

Equip
Leaders have an ongoing obligation to ensure every individual is well prepared for success.  Equipping people is a never ending process, and is much more than simply developing and implementing a plan.  Equipping means ensuring all individuals have everything they need to complete performance expectations and deliver desired results.

Empower
Empowerment is a buzzword that many times has no operational definition within an organization.  The Leader’s Equation defines empowerment as transfer and acceptance of performance expectation accountability from leader to individual.

Once the three Es, expect, equip and empower are established, the next step in implementing The Leader’s Equation includes 4 Rs; recognize, redirect, rate and reward. 

Recognize/Redirect
These Rs are defined as a leader’s ongoing obligation to provide individuals daily feedback and coach or help the individual to succeed.

Rate/Reward
Perhaps the most effective form of recognizing and/or redirecting behavior and performance is financial.  The Leader’s Equation teaches leaders to rate each person’s performance and differentiate, or reward, it with pay in a way that is consistent, collaborative and transparent for the organization.  Performance management is key toward differentiating rewards based upon expected behavior and performance.