5 Pillars Of Leader Priorities

The Prioritized Leader Framework is the process of assessing individual leaders to learn their priorities versus that of the organizational priorities and the priorities of other leaders within the organization. How aligned are all leaders in their mission, vision, values, and strategy? How much does it matter? 

The 5 Pillars of Leader Priorities

Framework: The Prioritized Leader is a long-lasting solution that is based on the following five priorities or leader pillars that leaders use knowingly or not that influence, initiate, and lead within a culture. Leaders must change their mindset to sustain the 5 pillars.

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Purpose: The vision to see, articulate and demonstrate a compelling future that creates momentum and employee onboarding to invest and commit. All people want purpose, because to have purpose is to have meaning, but to have purpose one must resonate with the “why” behind the purpose and its vision. This pillar focuses on vision and values.

Questions that support Purpose include:


  • How do our leaders articulate our purpose to our employees?

  • How do we as leaders know our employees are invested and committed to our purpose? 

  • What metrics do we provide to demonstrate we are making gains in the achievement of our purpose? 

  • How are we and how often are we communicating to our employees their successes of our purpose?

  • How do we demonstrate that we value our employees and their commitment and contributions to our purpose?

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People: The level of health and productivity we have with our colleagues and connections. This pillar focuses on encouragement and accountability.

Questions that support People include:

  • How often are leaders connecting with employees? What is the intent of those interactions? 

  • How are we encouraging and supporting employees to become their best version of themselves?

  • What does leader and employee accountability look like? Are performance consequences apparent with timely follow through?

  • What is our cultural health? How aligned is our cultural, leader, and employee health? 

  • What is our level of credibility? What is our follow through? How aligned are our words and action?

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Pace: Discerns how fast or slow the organization needs to move in order to sustain long-term success, capitalize on opportunities, and preserve capital. This pillar focuses on time and energy.

Questions that support Pace include:

  • What adjustments do we need to make to achieve ABC? 

  • How responsive are our employees and teams to requests and action items? 

  • How responsive are we to incoming requests by existing and prospective clients and customers, orders, etc.? 

  • What are we doing to anticipate future needs to remain competitive or ahead of competition?

  • What are we doing to ensure we are forward looking, strategizing, and planning for future demands?

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 Perception: Choosing a growth mindset, staying open to creative solutions and new ideas. This pillar focuses on insight and innovation. 

Questions that support Perception include:

  • What are our competitive advantages? 

  • What are we doing that’s working to remain competitive? What are we doing that’s not working? What is the level of impact if we continue?

  • How are we collecting employee feedback and suggestions? How are we communicating with employees our appreciation and action taken on suggestions? How are we recognizing employee contributions? 

  • What perception are we creating for our employees, clients, customers, and competitors? What experience are we creating that differentiates our brand?

  • How are we supporting a growth mindset? 

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Profit: The effective management, investment and release of an organization’s resources. This pillar focuses on dollars and cents.

Questions that support Profit include:

  • What percentage of resources are provided to employees and leaders to achieve high performance / output?

  • What do we want our employees to know about our organization’s money? How are we communicating this? What are our biggest expenses? Where are we losing the most money or achieving the lowest profit margin?

  • What incentives are offered to promote superior performance? 

  • How are we ensuring our operations are current, accurate, and achieving the desired results? How are operational changes communicated to employees? 

  • What are we devaluing that should not be devalued?

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Delivery: The Prioritized Leader Framework is delivered in individual elearning modules to review each of the 5 Priorities concepts. Once complete, leaders commit to meet, collaborate, and learn from each other the 5 Priorities as they relate to their scope of work, the organization’s goals and strategy, and each other. The intent of this process is to align all leaders in all five priorities where necessary!

Outcome: This creates awareness of self and awareness of organization within the construct of the 5 pillars. As leaders align and progress, they will learn how to…


  • Use The Prioritized Leader framework

  • Their order of priorities in contrast to the organization and leader peers

  • Confidently and efficiently recalibrate and align their focus with the organization and the 5 pillars

  • Increase team awareness, alignment, commitment, and desire and drive to achieve

  • Develop an action plan to make forward progress in each pillar

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Next Steps: Decide how much value there is for you and your company to learn your leader’s priorities and their impact within those 5 pillars. I can help. Contact me for more information. 

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