Kim & Mauborgne: First, there is no one single or generic formula for evaluating leadership performance. Depending on the market reality an organization faces, different organizations will have different criteria for evaluating what makes effective leadership. That said, there are a number of indicators – both quantitative and qualitative – that are frequently used in evaluating blue ocean leadership performance. On the quantitative side, these include reducing – often significantly – the rates of employee turnover and absenteeism as well as recruitment and training costs and achieving a jump in customer satisfaction scores. On the qualitative side, improved employee satisfaction as well as boosted motivation and talent pull can be expected. And of course, in the mid-to longer term an organization should achieve improved financial performance.