Leadership Performance Pathway

A self-directed plan for senior leaders who want to operate at a higher level of impact. Define where you want to grow, set meaningful goals, build your path, and measure what changes.

Leader Name

Plan Period

Date Initiated

Section 1

Leader Context

Before setting goals, ground the plan in your current reality. Answer each prompt honestly. This section is for your clarity, not for evaluation.

Current Role and Scope

Title, key responsibilities, number of direct reports, budget or operational scope.

Organizational Priorities Right Now

What are the 2-3 most critical priorities your organization is driving this cycle?

Where Your Leadership Has the Highest Leverage

Where, specifically, does your leadership most directly affect results?

What Is Working Well

What are you doing consistently well that you want to protect and build on?

What You Want to Change or Strengthen

Be direct. What patterns, habits, or gaps are limiting your impact?

Feedback You Have Received

What have trusted others told you? Include relevant assessment data if available (Hogan, DiSC, CliftonStrengths, EQ-i).

Section 2

Priority Growth Areas

Select 2-3 priority areas where focused development will produce the most meaningful impact. Depth over breadth produces results.

Domain	What It Addresses	Select
Strategic Thinking & Business Acumen	Long-range perspective, market awareness, connecting operations to strategy
Execution & Accountability	Translating priorities into action, following through, holding team to commitments
Leading & Developing Others	Coaching, delegation, performance management, building talent depth
Communication & Influence	Executive presence, cross-functional influence, clarity in high-stakes situations
Team Alignment & Culture	Building trust, establishing norms, creating a high-performance team environment
Decision-Making	Quality of decisions under pressure, managing ambiguity, appropriate speed
Change Leadership	Mobilizing others through change, managing resistance, maintaining momentum
Self-Leadership	Energy management, emotional regulation, personal discipline and resilience

Other priority area not listed above

Section 3

Goal, Objectives, and Action Plan

Build a complete plan for each growth area. Use the tabs below on screen. The PDF export includes all three plans.

Section 4

Review and Accountability

A plan without review is a wish. Schedule your check-ins before you need them.

Personal Check-In

Weekly · 10 min

What did I do? What did I learn? What is next?

Progress Review

Monthly

Am I on track? What needs to shift?

Objective Assessment

Quarterly

Are objectives being met? Is the goal still right?

Full Plan Review

Midpoint + Close

What worked? What changed? What did I achieve?

My Review Schedule

Review	Date / Frequency	Person(s) Involved
Personal Check-In
Progress Review
Objective Assessment
Full Plan Review

My Commitment

Write a brief, personal statement about what you are committing to and why it matters.

Section 5

Ongoing Reflection Log

Brief notes recorded consistently are more valuable than detailed notes recorded rarely.

Date	What I Did or Observed	What I Am Learning	Next Step

Burns Leadership Consulting | burnsleadership.com
Leadership Performance Pathway — Self-Directed Senior Leader Plan