Leadership Center

Leadership Center Solution

The Leadership Center supports the centralization of executive communications and thought leadership. Focused on highlighting the CEO or leadership team, the Leadership Center includes leadership bios, surfaces thought leadership, provides leaders with a voice in the social world, highlights various media engagements, and opens up channels of communications with employees via Forums and Polls.

Solution Overview

Business challenges 

  • Communications (Primary)
  • Culture and Engagement (Secondary)

Owners and audiences 

  • Leaders/Managers/Superiors (Owners) 
  • HR (Owners) 
  • All employees (Audience) 

Business value

Designed to improve communication among the leadership team and the sharing of key information with the rest of the organization, the Leadership Center Solution provides updates on leadership's priorities. Keeping everyone on the same page, the Leadership Center also communications the key messaging being shared externally with the media and on social media. 

With a regular cadence of storytelling and engagement, this solution builds trust in leadership. It's important for employees with little face-to-face time with their executive leadership to see and understand what leaders are doing for the company. This area allows employees to get to know their leaders, both professionally and personally through their bio, the stories they post, and how they respond to questions posed to them through the forum. 

This area also allows employees to engage directly with their CEO and/or leadership team with ideas, questions or comments, giving an impactful voice to employees of all levels in the organization. Ultimately, the Leadership Center improves communication and relationships between leaders and the rest of the organization. 

Key features

  • Leadership bios
  • Leadership Blog
  • Aggregated newsfeed for external social media mentions and activity
  • Newsfeed for external media engagements
  • Forum for questions, comments, and ideas
  • Polling
  • Featured content area for embedded video, imagery, or files



Business Outcomes

Measuring success

The Leadership Center is designed to improve communication from the top down. Ensure your Leadership Center delivers the results you need by measuring its success using key performance indicators (KPIs). These outcomes should focus on addressing communication challenges related to information sharing between executive-level members and leaders with the rest of the organization.

Key outcomes

Measuring against KPIs specific to the Leadership Center allows you to determine: 

  • What areas are successful at improving corporate communications?
  • What areas need improvements to support better communication between leaders and the rest of the organization?
  • What people-focused goals and objectives have helped build stronger top-down communication and relationships?
  • What additional goals and objectives are needed to take engagement levels one step further?
  • What information-focused goals will help your organization improve transparency and accountability?
  • What process-focused goals will help make top-down communications more efficient?

Key goals and objectives 

Some key goals and objectives to keep in mind when determining KPIs for your Leadership Center include: 

  • Aligning people to strategy and vision
  • Improving trust in leadership 
  • Fostering employee engagement 

Business processes

You should incorporate your Leadership Center Solution into your existing internal business processes. Think about what processes, policies or procedures might have to change or be updated.

  • Do SOPs need to be updated? (e.g. approval of corporate announcements from leaders)
  • Are there processes or policies that need to change? (e.g. responding to formal employee inquiries)

Key areas 

Some key areas to pay close attention to when measuring the success of your Leadership Center include: 

  • Leadership Blog(s)
  • Forums 
  • Polls 
  • Featured content areas 

Recommended KPIs

Below are some recommended KPIs for measuring the success of your Leadership Center. Keep in mind that some of these recommended KPIs will align with your organization's goals and objectives, while others may not. It is critical to align KPIs with your unique goals and objectives to accurately measure success. 

  • X% increase in the number of views of blog articles posted in the Leadership Center
  • X% increase in the number of questions for the leadership team being submitted through the Leadership Center Forum 
  • X% decrease in the number of questions for the leadership team being sent via email (or other channels of communication)
  • X% of Forum submissions "Resolved" 
  • X% increase in the number of contributions (Likes, Comments, Ratings) to posts in the Leadership Center
  • 100% of employees "Subscribed" (Following) the Leadership Blog Channel
  • 100% of media coverage communicated through the "In The News" Microblog Channel
  • Maximum of X weeks/days between Forum Topic submissions and the first reply, comment or other contribution to submitted topics
  • Maximum of X weeks between Forum Topic submission and resolution of submission (number of weeks may vary depending on the scope of work required to address topic)
  • A minimum of X posts per week/month from the CEO to the Leadership Blog Channel
  • X% decrease in time spent answering employee questions via email

Note: KPIs are generally time-based and should be evaluated and/or modified on a specific cadence (e.g. quarterly).

Solution Roadmap


The Leadership Center Solution comes with a pre-configured template. Our Consultants and Configuration Specialists use this template as the baseline for your implementation. The focus of the implementation is on design, configuration, content, and training.

These are the major implementation initiatives for the Leadership Center Solution:

  • Information architecture: Review the Solution architecture. 
  • Homepage: Surface the most important content and areas within the Solution on the homepage to provide an at-a-glance view and easy access to relevant content. 
  • Site mapUpdate the site map based on mutually agreed to modifications (e.g. moving, deleting, adding pages and/or applications).
  • Configuration: Update the Solution configuration settings.
  • Users & GroupsAdd groups and users to the Solution. 
  • Content: Add content (e.g. news, leadership bios, forum questions and answers) and apply permissions.
  • DesignApply the visual design to the Solution (e.g. global CSS changes, header, footer, banners, icons).
  • Testing: Do a quality assurance sweep of the Solution (e.g. broken links, navigation, permissions).
  • Training: Train key stakeholders on the Solution (e.g. leaders, managers, supervisors) using brief, self-service materials that meet the needs of this audience group who has limited time for formal training. 

Drive engagement and adoption

As you prepare to launch your Leadership Center, it's important to think about how you'll engage users at launch and in the future. As your digital workplace evolves, the Leadership Center will also expand to accommodate the communication needs of your leaders and all employees. Use the recommended tactics below for a successful launch, to ensure maximum engagement, and to evolve your solution as needed. 


  • Welcome employees: Have your CEO write a welcome message for all staff when launching the Leadership Center. This demonstrates that the CEO endorses the digital workplace and can increase adoption.
  • Make recommendations: Create a list of CEO-recommended sources, whether it's industry information, specific articles, websites, or thought leaders that inspire them. Sharing these recommendations with employees helps them see what inspires the CEO.
  • Use visuals: Visuals enhance content so at launch ensure your articles use meaningful, intriguing images. Don’t forget to use CTAs for targeting specific information.


  • Leverage Managers and Supervisors: When managers and supervisors frequently publish to your digital workplace and are passionate about their areas of expertise, employees will feel more engaged. Increased engagement boosts user adoption.
  • Recruit champions: Appoint internal champions to post questions that elicit responses from the CEO and encourage other users.
  • Add video content: We all love to hear directly from our CEO. Record a video with company updates and/or Q&A from employees.


This  Solution should be managed by someone in the C-Suite, preferably the CEO and/or COO.

  • Communicate to different levels of leaders: Set up news/microblog channels for each leadership level to broadcast team updates to the leadership team.
  • Enable communication: Set subscriptions (e.g. recommended daily) to ensure all leaders are receiving updates. 
  • Set publishing standards: Set guidelines for all published updates (e.g. format, length, content). 
  • Assess value: Encourage feedback from executives to ensure the Solution is providing value. 


  • Accept anonymous questions: If you're finding employees are hesitant to ask questions through a visible forum, try adding a survey/form made in WuFoo or Google Forms that can be curated into a Forum Channel by a “Named Site Account” and then answered.
  • Add new Blog Channels: Over time, add in Blog Channels for additional leaders within the organization to provide insight into their roles within the company. Vice presidents, operating officers, directors, and managers all play a vital role in driving culture and technology adoption in your organization.
  • Support two-way communication: Give employees access to the leadership team by providing opportunities to ask questions. Moderation can be used if desired.
  • Leverage feedback: Review and incorporate feedback from frequent users of the Solution to include updates and changes that have an impact. 
  • Reassess metrics: Review objectives and KPIs to refine them and continue to mature and maximize the business value of the Solution.

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