Leadership Blind Spots

The Saturn Leadership™ Index (SLI) is a simple set of leadership behaviors that help leaders become great. To identify your strengths and improvement opportunities.
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Saturn Leadership Index (SLI)

The SLI’s 46 leadership behaviors were identified by surveying executives at over 100 startups on how their leaders gained or lost their confidence.  The Saturn Leadership Index pillars and micro-practices are listed below or you can…

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The Saturn Leadership Index 360 (SLI 360) & Toolset helps leaders identify their blind spots and become great.

Saturn Leadership Index

The Saturn Leadership Index (SLI) is a simple set of leadership behaviors that help leaders become great. The SLI’s 46 leadership behaviors were identified by surveying executives at over 100 startups on how their leaders gained or lost their confidence. 

Seven Leadership Pillars

  1. Inspires with a clear vision and roadmap
  2. Listens with openness and curiosity
  3. Speaks with transparency and authenticity
  4. Facilitates healthy debates and meetings
  5. Makes Decisions inclusively and effectively
  6. Delegates effectively and creates accountable teams
  7. Supports Others in developing and succeeding

Leadership Micro-Practices

1. Inspires with a Clear Vision and Roadmap

1.1  Embodies and shares a compelling vision of the future.
1.2  Communicates about projects in a way that others understand the goal and how they fit in.
1.3  Establishes clear milestones to reach their goals.
1.4  Establishes clear priorities so that they know what to work on first.
1.5  Establishes metrics and indicators to stay on track and measure outcomes.

2. Listens with Openness & Curiosity

2.1  Brings curiosity and a willingness to be influenced.
2.2  Approachable and open to critical feedback on their ideas, decisions and leadership style. Willing to learn from mistakes.
2.3  Digs for others’ underlying interests and concerns.
2.4  Listens to ideas fairly, regardless of who is presenting them.
2.5  Empathizes with others and notices people’s emotions.
2.6  Listens in a way that people feel heard.

3. Speaks with Transparency & Authenticity

3.1  Clearly expresses where they stand on issues.
3.2  Shares their opinions and concerns, even if unpopular or lacking certainty.
3.3  Owns their opinions as opinions. Does not position their opinions as facts to prove their point.
3.4  Addresses challenging issues promptly. Names the elephant in the room.
3.5  Gives honest feedback. Shares their perspective when they are dissatisfied with people’s work.
3.6  Cleans up issues with others. Does not harbor resentment.

4. Facilitates Healthy Debates & Meetings

4.1  Leads effective meetings. Clarifies the objectives and avoids unnecessary rabbit holes.
4.2  Stays present and avoids cell phone and computer distractions.
4.3  Embraces creative conflict. Does not shy away from passionate debate.
4.4  Draws the quiet people out.
4.5  Brainstorms with others to generate creative solutions.
4.6  Has sufficient understanding of an issue and others’ opinions before advocating for a specific solution.

5. Makes Decisions Inclusively & Effectively

5.1  Includes the right people in decision-making.
5.2  Considers others’ opinions and concerns before deciding. Respects people’s roles and expertise.
5.3  Has a bias for action. Willing to try out ideas and see what is learned, e.g. rapid prototyping.
5.4  Makes good and timely decisions. Takes appropriate risks even if all the information is not available.
5.5  Is clear when a decision is made and ensures full group alignment. Even if some people would have made a different decision, they “disagree and commit.”
5.6  Establishes clear next steps.
5.7  Proactively informs people who are impacted by decisions.

6. Delegates Effectively & Creates Accountable Teams

6.1  Ensures commitments are clear, realistic, and agreed upon (who is doing what by when).
6.2  Does what they say they will do. Follows up.
6.3  Tracks progress on commitments and ensures completion.
6.4  Renegotiates when commitments are in jeopardy. Avoids surprising others with bad news or last-minute delays.
6.5  Allows people to fulfill their roles and make decisions without micromanaging them.
6.6  Holds people accountable. When commitments are missed, discusses what went wrong and gets a new commitment.
6.7  When tasks are completed, gives helpful feedback (both positive and negative).
6.8  Ensures the right person is in the role, moving or letting people go when it’s the wrong fit.

7. Supports Others in Developing & Succeeding

7.1  Motivates people to bring their best and strive for excellence.
7.2  Offers frequent and genuine appreciation for people’s contributions.
7.3  When people are failing, offers support and resources (instead of beating them up).
7.4  Debriefs issues. Assumes positive intent and helps others learn from mistakes.
7.5  Coaches, challenges and supports people to develop their skills and careers.
7.6  Leads effective 1-on-1’s.
7.7  Does not talk negatively behind people’s backs (no triangulation). When they have an issue, they speak directly to the person.