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Strengths Based Leadership-Manager Review
ByTom Rath &
Barry Conchie
Introduction
“I’ve never met a effective leader who wasn’t aware of his talents and working to sharpen them.”
-Former NATO Supreme Commander , Wesley ClarkIn the New York Times Magazine
Introduction
The best leaders get to live onThink of the leaders you respect These leaders live on because they shaped your
thoughts and beliefs Effective leaders forever alter the course of your life
What are the keys to being an effective leader? Gallup reviewed decades of data on leadership 50 years of Gallup polls on most admired leaders Initiated study of 10,000 “followers” around the
world
Key Findings of Gallup Research
The most effective leaders are always investing in strengths 73% of Employees are engaged when leadership
focuses on strengths
The most effective leaders surround themselves with the right people and then maximize their team Best leaders are not well-rounded, the team are
The most effective leaders understand their followers’ needs People follow for very specific reasons
Part 1: Investing in your Strengths
“A leader needs to know his strengths as a carpenter knows his tools, or as a physician knows the instruments at her disposal. What great leaders have in common is that each truly knows his or her strengths – and can call on the right strength at the right time. This explains why there is no definative list of characteristics that describe all leaders.”-Dr. Donald Clifton-father of strengths psychology
Part 1: Investing in your Strengths “If you focus on people’s weaknesses, they
lose confidence.”-Mervyn Davies, Chairman Standard Chartered Bank
Landmark “self-confidence” study by University of Florida 2008: 7,600 men & women aged 14 – 22 years of age First studied in 1979 Participants followed for 25 years and measured
on the following: Career success Education Health
Part 1: Investing in your Strengths
Results of “Self Confidence” study People aware of their strengths and build self-
confidence at an earlier age reap a “cumulative advantage” that continues to grow over a lifetime
These results highlight the value of leaders knowing their own strengths
In addition, reveal the importance of leaders to uncover the strengths of others as early as possible
Part 2: Maximizing Your Team
Effective leaders surround themselves with the right people and build on each person’s strengths.The Four Domains of Leadership Strength
1. Executing2. Influencing3. Relationship Building4. Strategic Thinking
Part 2: Maximizing Your Team – Executing Domain
Leaders with dominant strength in Executing domain know how to make things happen.
Implement solutions Ability to “catch” an idea and make it reality
Examples: Leader may excel at establishing a quality process
using themes: Deliberative, or Discipline Leader may work tirelessly toward a goal with the
Achiever theme Leader with strong Arranger may determine the
optimal configuration of people to complete project
Part 2: Maximizing Your Team - Executing Themes
Achiever, Arranger, Belief, Consistency, Deliberative, Discipline,
Focus, Responsibility, Restorative
Part 2: Maximizing Your Team – Influencing Domain
Leaders with dominant strength in Influencing domain help their team reach a much broader audience.
Sell team ideas inside & outside organization Ability to “take charge” and speak up
Examples: Leader with Command or Self-Assurance will
project authority and win followers Leader using WOO or Communication might get
people involved by getting individuals to feel comfortable and connected to the issues at hand
Part 2: Maximizing Your Team – Influencing Themes
Activator, Command, Communication,Competition, Maximizer, Self-
Assurance, Significance, WOO
Part 2: Maximizing Your Team – Relationship Builder Domain
Leaders with dominant strength in Relationship Building are the essential glue that holds a team together.
Unique ability to create groups Minimize distractions
Examples: Leader with Positivity or Harmony may work
hard to minimize distractions keep team energy high
Leader with strong Relator or Developer may be great mentor and guide as they push others toward bigger and better achievements.
Part 2: Maximizing Your Team – Relationship Builder Themes
Adaptability, Developer, Connectedness,
Empathy, Harmony, Includer,Individualization, Positivity, Relator
Part 2: Maximizing Your Team – Strategic Thinking Domain
Leaders with dominant strength in Strategic Thinking are the ones who keep us focused on what could be
Constantly absorbing and analyzing data Continually stretch our thinking for the future
Examples: Leader with Context or Strategic might explain
how past events influence present circumstances Leader with strong Ideation or Input may see
countless opportunities for growth based on all the information
Part 2: Maximizing Your Team – Strategic Thinking Themes
Analytical, Context, Futuristic, Ideation, Input, Intellection,
Learner, Strategic
Part 2: Maximizing Your Team – What Strong Teams have in common
1. Conflict doesn’t destroy strong teams because teams focus on results
2. Strong teams prioritize what’s best for the organization and then move forward
3. Members of strong teams are as committed to their personal lives as they are to their work
4. Strong teams embrace diversity5. Strong teams are magnets for talent
Part 3: Understanding Why People Follow
The most effective leaders rally a broader group of people toward an organization’s goals, mission, and objectives You are a leader only if others follow Leaders are only as strong as the connections
they make with each person in their constituency
We continue to focus on leaders and ignore their impact on, and the opinions of, the people they lead
Part 3: Why People Follow Gallup conducted a formal study to obtain the average person’s opinion about leadershipIn sharp contrast to other leadership research, which is primarily based on case studies, interviews, research within one organization, or convenience samples, this study looked at a true random sample of 10,000 followersAfter conducting preliminary testing with several questions, Gallup anchored research on the following 2 key questions
Part 3: Why People FollowAfter conducting preliminary testing with several questions, Gallup anchored research on the following 2 key questions:
1. What leader has the most positive influence in your daily life?
2. Now, please list three words that best describe what this person contributes to your lifeA. ____________________________________B. ____________________________________C. ____________________________________
Part 3: Why People Follow
Every word in these questions was selected with extreme careThe first part forced each person to identify a specific “leader” who “has the most positive influence” in their daily lifeThe word positive was included to ensure we were not studying leaders with negative influencePeter Drucker said, “The 3 greatest leaders of the 20th century were Hitler, Stalin, and Mao. If that is leadership, I want no part of it.”
Part 3: Why People Follow
Upon completion of our survey we studied the 25 most commonly mentioned words
To our surprise many of the “usual suspects” Purpose, Wisdom, Humor, Humility were not listed 1,000 people listed the exact same word
Followers have a clear picture of what they want and need from the most influential leaders in their lives: Trust Compassion Stability Hope
Why People Follow - Trust
On leader interviewed said, “The truth is your bond – you die keeping your promises or you send the message that your word is not worth much.”Trust might be the “do or die” foundation for leadingThe followers we surveyed also cited honesty, integrity, and respect as distinct contributionsGallup’s latest research on trust in leadership also suggests that this foundation is closely linked to employee engagement
Why People Follow – Trust Activity
Best Buy’s Brad Anderson described trust as “the most cherished and valuable commodity in a work environment.”Brad Anderson’s key to building trust is being authentic even if that means letting people see his flaws, he feels he has no choice but to be candid even when delivering difficult newsHow do you convince a person of your honesty?Share out best practices or creative ideas to build trust with our employees
Why People Follow - Compassion
Unfortunately, most leaders are hesitant to show genuine compassion for the people they lead, at least in the same way they would with a friend or family memberStudy shows leaders would be wise to show they care for their employeesCaring, friendship, happiness, and love were other frequently mentioned words in surveyIf people are to truly love their organization, it needs to have a heart
Why People Follow – Compassion Activity
What can we do as leaders at Broyhill to show compassion to our employees?Share out current best practices or creative ideas to implement (Insert best practices & ideas here)
Why People Follow - StabilityNeed a leader who will provide a solid foundationCan count on a leader in times of troubleNeed to know your core values are stableWhile it is critical for organizations to evolve, change, and grow over time, they must also offer employees stability and confidenceEmployees who have a high confidence in their company’s financial future are nine times as likely to be engaged in their jobs when compared to those without confidence in their company
Why People Follow – Stability Activity
At a company level, nothing creates stability as quickly as transparencyWhat can we do as leaders at Broyhill to provide stability to our employees?Share out current best practices or creative ideas to implement (Insert best practices & ideas here)
Why People Follow - Hope
This higher level need poses an interesting challenge; it appears that followers want stability in the moment and hope for the futureOther words mention in survey: direction, faith, guidanceWhen employees responded to the statement, “feel enthusiastic about the future” - 69% of those of employees who strongly agreed were engaged in their jobsWhen hope is absent, people lose confidence, disengage, and often feel helpless
Why People Follow – Hope Activity
While solving difficult problems is an essential part of any effective leadership, identifying opportunities for the future plays a much more important role in creating hope and optimismWhat can we do as leaders at Broyhill to create hope for our employees?Share out current best practices or creative ideas to implement (Insert best practices & ideas here)