Introducing the Leadership Impact Index: The Assessment of Leadership That Connects Behavior to Team Well-Being

Healthcare organizations track hundreds of metrics — patient outcomes, safety incidents, engagement scores — but too often overlook one of the strongest predictors of all three: leadership behavior.

A study in BMJ Open (2022) found that leadership behavior was strongly associated with physician burnout, professional fulfillment, and intent to leave. Leaders rated in the top tertile of leadership behavior had 50 percent lower odds of burnout and 70 percent lower odds of intent to leave compared with those in the lowest tertile.

The Missing Measurement in Well-Being Programs

Most healthcare well-being efforts focus on individual resilience or work-life balance. While important, these efforts address the symptoms, not the system. Leadership behavior is one of the most powerful systemic drivers of well-being — yet it’s rarely measured or tracked like other quality metrics.

From Research to Practice

A separate study on the link between professional fulfillment and self-care practices of physician leaders with their independently rated leadership effectiveness confirms that leadership effectiveness predicts team engagement and retention. Leaders who communicate transparently, empower their teams, and recognize contributions reduce burnout across their departments.

Why Leadership Measurement Should Be Standard

• Predictive value: Leadership scores forecast burnout, engagement, and turnover risk.
• Actionable insights: Aggregate data pinpoint which units or departments need targeted development.
• Cultural accountability: Embedding leadership metrics signals that culture and well-being are organizational priorities.

A Practical Framework

1. Assess Baseline Behavior: Use a validated tool such as the Leadership Impact Index to gather data from employees on leadership behaviors.
2. Analyze by Department or Role: Identify patterns — where leadership strengths and vulnerabilities exist.
3. Link to Outcomes: Correlate leadership scores with well-being, turnover, or engagement metrics.
4. Develop and Re-measure: Provide coaching, training, and follow-up assessments to measure progress over time.

A Case Example

One large healthcare system using leadership behavior assessments found that units with higher leadership scores had significantly lower turnover and higher patient-satisfaction ratings. Over two years, departments that improved leadership scores also saw marked decreases in staff burnout.

Toward a New Standard

Leadership impact can be tracked with the same rigor as patient safety or quality outcomes. Doing so aligns with the growing recognition that employee well-being is a leading indicator of patient experience and organizational performance.

👉 Get started with your first Leadership Impact Index assessment.