Leadership isn’t a science—or is it?
In my 24+ years working in the health and life sciences industry, I’ve learned that building a strong team has surprising parallels with validating complex systems. Whether conducting temperature mapping studies or leading high-performing teams, the principles of clarity, structure, and continuous improvement are universal.
Just as validation ensures equipment operates as intended, effective leadership ensures teams work cohesively toward shared goals. The structured process of validation—rooted in planning, testing, and refining—can serve as a blueprint for leaders aiming to develop resilient and high-functioning teams.
Let’s explore how these principles—and actionable leadership strategies—can transform leadership into a finely tuned-process.

1. Define Requirements: Start with the End in Mind
In validation, the User Requirements Specification (URS) serves as a guiding document, clearly defining the system’s intended purpose and expected outcomes. Without this clarity, validation efforts can quickly veer off course. Leadership is no different.
When I introduced quarterly 90-day rocks to my team, the goal was to help the team focus on specific, measurable priorities aligned with our long-term objectives. Rocks provide clear outcomes to aim for and prevent us from being overwhelmed by competing priorities. For example, one recent rock was to increase organic LinkedIn growth by implementing an internal engagement campaign—a clear and measurable goal that unified the team.
Actionable Tip: Define “rocks” for your team by identifying 1–3 measurable goals for the next quarter. This gives everyone a clear target and aligns efforts.
Quote from Nathan:
“Everyone knows what needs to be done, but figuring out how to get there can be challenging. Defining priorities and setting clear goals makes the path forward manageable and focused.”
2. Conduct a Walkdown: Know Your Resources
In temperature mapping, an equipment walkdown ensures readiness before data loggers are placed. Similarly, leaders must assess their team’s readiness and understand their resources before diving into new projects.
I’ve implemented quarterly role reviews within my department to ensure that team members are clear on their responsibilities and to help identify any gaps. These reviews aren’t about long job descriptions but defining each role’s five essential responsibilities. For example, a marketing coordinator’s responsibilities might include managing campaigns, coordinating tradeshows, tracking KPIs, engaging on social media, and supporting internal communication.
This level of clarity ensures that people know their roles and allows leaders to identify opportunities for training or adjustments.
Forget long, static job descriptions. Instead, focus on the essential outcomes and accountabilities for each role. It’s not just about who’s on your bus; it’s about ensuring they’re in the right seat.
3. Placement Matters: The Right Person, the Right Role
In temperature mapping, precise sensor placement ensures accurate data collection. Leadership requires the same level of precision—putting the right people in the right roles.
Sure, you’ve heard the mantra: “Get the right people in the right seats.” But what does that actually mean? Most leaders know the phrase but struggle with execution. It starts with defining what the “right seat” looks like—the specific results and responsibilities for which someone is accountable.
I redefined team roles using the Entrepreneurial Operating System (EOS) framework. By focusing on the five major responsibilities for each position, I clarified what success looks like for roles like Marketing Coordinator and Tradeshow Manager. This process improved performance and gave team members greater clarity and confidence in their work.
Actionable Tip: Start by identifying five key responsibilities for each role in your organization. Then, match those roles to team members’ strengths and ambitions.
Quote from Nathan:
“Success depends on clarity. Placement is about more than filling roles—it’s about defining what success looks like in each seat and aligning people to achieve it.”
4. Validate Processes: Test, Adjust, Repeat
Validation requires a structured, iterative approach: Installation Qualification (IQ), Operational Qualification (OQ), and Performance Qualification (PQ). Leadership benefits from a similar mindset—testing strategies, gathering feedback, and refining workflows.
To improve our marketing efforts at Ellab, I introduced a scorecard tracking system to measure weekly KPIs like LinkedIn engagement, campaign performance, and lead generation. By reviewing these metrics during weekly team meetings, we identified what was working and adjust strategies in real-time. For instance, when we noticed a drop in webinar attendance, we refined our email outreach and messaging, resulting in a 20% improvement in registrations.
Actionable Tip: Implement scorecards for your team to track KPIs weekly. Use these metrics to test strategies, adjust as needed, and continuously improve.
Quote from Nathan:
“Validation isn’t about perfection—it’s about refinement. Leadership thrives on the same principle: test, adjust, and repeat until you achieve excellence.”
5. Monitor and Document: Measure Success to Drive improvement
Continuous monitoring is essential in validation to ensure systems perform as intended. For leaders, tracking progress and documenting lessons learned is equally critical.
At Ellab, we conduct quarterly team meetings to review our progress against rocks, analyze metrics, and discuss lessons learned. These meetings provide an opportunity to celebrate wins, address challenges, and set the tone for the next quarter. For example, during a recent meeting, we identified that cross-departmental communication slowed project timelines. By addressing this head-on, we implemented new communication protocols that streamlined workflows.
Actionable Tip: Use quarterly meetings to review progress, analyze data, and refine strategies. This keeps the team aligned and focused on continuous improvement.
Quote from Nathan:
“Data doesn’t lie. Whether it’s a temperature logger or a performance metric, tracking progress is the key to improvement.”
6. Emphasize Collaboration: Teams as Complex Systems
Validation projects often require cross-functional collaboration, with multiple teams working toward a common goal. Strong leadership mirrors this approach, emphasizing open communication and shared purpose.
During the launch of Ellab’s internal engagement campaign, I encouraged cross-functional collaboration between marketing, sales, and operations teams to amplify the campaign’s reach. Weekly check-ins and open communication channels created alignment, ensuring every team knew their role and how they contributed to the campaign’s success.
Actionable Tip: Create structured opportunities for collaboration—whether through shared scorecards, joint team meetings, or cross-departmental projects.
Collaboration isn’t accidental. Leaders must create environments where communication thrives, and teams can succeed together.
Conclusion
Leadership may not be an exact science, but the principles of validation provide a structured framework for success. Leaders can build resilient, high-performing teams by defining goals, assessing resources, aligning roles, iterating on processes, and fostering collaboration.
“Everyone knows what needs to be done, but they’re not always sure how to get there. The key is to apply a structured approach—one that empowers individuals and elevates the entire team.” – Nathan.
Leadership, like validation, is a journey. With the right structure and a commitment to continuous improvement, your team can achieve excellence—and exceed expectations.