Leadership style- Behavioral assessment
Understanding Leadership- Evolving as an Effective Muslim Leader Saturday, June 23, 2012
agenda
Discuss and Define Leadership
Strengths Based Leadership and its 4 Domains
Strengths Finder 2.0 tool
Describe 34 Talents and Relate to Domains
Activity
Leadership defined
Lead-er-ship (noun) Definition of LEADERSHIP 1: the office or position of a leader 2: capacity to lead 3: the act of an instance of leading
Leadership qualities
Leadership Qualities
Trustworthy
Enthusiastic
Confident
Forward thinking Analytical
Ambitious
Integrity
What leader had the most positive influence in your life?
• Take a few minutes to think about this question if you need to. Now list 3 words that best describe what this person contributes to your life.
1. _________________________
2. _________________________
3. _________________________
Gallup Organization
• Founded in 1958
• Research-based performance-management consulting company
• Employee engagement, customer engagement and well-being
• 40 offices in 27 countries Headquarters, Washington, D.C.
• 4 Divisions: Gallup Poll, Gallup Consulting, Gallup University, and Gallup Press.
Gallup Research- on effective leaders
Always investing in strengths
Surround themselves with the right people and maximize their
team
Understand their follower’s needs
Leadership myths
• Leadership is a rare ability only given to a few
• Leaders are charismatic
• The person with the title, most rank or the highest position is the leader
• Effective leadership is based on control, coercion, and manipulation
You cannot be anything you want to be—but you can be a lot more of who you already are Build
on what you already have
• Knowledge skills and practice part of the strengths equation
• Building talent into real strengths requires a lot of work and practice
• Most successful people start with a dominant talent then add skills, knowledge, and practice
• To add talent where little exists not the best use of your time
The path to great leadership starts of a deep understanding of what strengths
you bring to the table
Talent- a natural way of thinking, feeling or behaving Investment- time spent practicing, developing your skills, and building your knowledge base Strength- the ability to consistently provide near perfect performance
Rath, T. (2007). Strengthsfinders 2.0. New York: Gallup, Inc.
Talent x Investment= Strength
Clifton’s Strengthsfinders (CSF)
• Developed by Donald O. Clifton father of strength-based psychology (What is right with people).
• 30-minute online assessment which identifies an individual’s greatest potential for strength building
• Format 177-item pairs (20 seconds/response) most intense natural responses (unlikely to change over time)
• Assessment built off of 40 years of research
• 3 million people have taken this assessment; offered in 20 languages
• Continued evaluation for psychometric. Highly valid and reliable tool based on internal and external studies
Clifton’s Strengthsfinders (CSF)
• Self awareness tool
• Since 1998, CSF used as Gallup’s talent identification tool in development programs (i.e., academic institutions, faith-based organizations, major businesses, and other organizations)
• Used to facilitate the personal development of individuals : executive, student, teacher, manager, customer service representative, salesperson, administrative assistant, nurse, lawyer, pastor, leader, and school administrator.
34 themes
Achiever
Activator
Adaptability
Analytical
Arranger
Belief
Command
Communication
Competition
Connectedness
Consistency
Context
Deliberative
Developer
Discipline
Empathy
Focus
Futuristic
Harmony
Ideation
Includer
Individualization
Intellection
Input
Learner
Maximizer
Positivity
Relator
Responsibility
Restorative
Self Assurance
Significance
Strategic
Woo
STRENGTHs BASED LEADERSHIP
• There is no universal set of talents that ALL leaders have in common.
• Book features four leaders [Brad Anderson, vice chairman and CEO of Best Buy; Wendy Kopp, CEO and founder of Teach For America; Simon Cooper, president and CEO, The Ritz-Carlton Hotel Company, LLC; and Mervyn Davies, chairman, Standard Chartered Bank] all successful but approach very different; however they all of a strong awareness of their unique talents.
Strengths based leadership
• Brief definitions of all the themes
• Strategies to leverage the themes to meet the FOLLOWERS’ 4 BASIC NEEDS
• Tips for leading others who are strong in that theme
• Building on the strengths of your team and the people around you
Domains of leadership
Executing
Influencing
Relationship Building
Strategic Thinking
Achiever Activator Adaptability Analytical
Arranger Command Developer Context
Belief Communication Connectedness Futuristic
Consistency Competition Empathy Ideation
Deliberative Maximizer Harmony Input
Discipline Self-Assurance Includer Intellection
Focus Significance Individualization Learner
Responsibility Woo Positivity Strategic
Restorative Relator
Executing theme • Team members will turn to these people to
implement a solution.
• Work tirelessly to get something done
• Have an ability to take an idea and transform it into reality within the organization they lead
Wendy Kopp Founder and CEO, Teach for America
Achiever*
Competition Responsibility*
Relator Strategic
influencing
• Great at selling the team's ideas inside and outside the organization.
• When you need someone to take charge, speak up, and make sure your group is heard, look to someone with the strength to influence. Simon Cooper, President, The Ritz Carlton
Maximizer* Woo*
Arranger Activator
Significance*
Relationship building • These individuals are “the glue that holds a team
together”.
• Bring people together -- whether it is by keeping distractions at bay or keeping the collective energy high
• Transform a group of individuals into a team that can execute complex projects and goals.
Mervyn Davies, Chairman Standard Chartered Bank
Achiever Futuristic Positivity* Relator* Learner
Strategic thinking • Those who are able to keep people focused on
"what they could" be are constantly pulling a team and its members into the future.
• They continually absorb and analyze information and help the team make better decisions.
Brad Anderson, Chief Executive Office, Best
Buy
Context* Ideation*
Input* Learner*
Connectedness
Domains of leadership
Executing
Influencing
Relationship Building
Strategic Thinking
Achiever Activator Adaptability Analytical
Arranger Command Developer Context
Belief Communication Connectedness Futuristic
Consistency Competition Empathy Ideation
Deliberative Maximizer Harmony Input
Discipline Self-Assurance Includer Intellection
Focus Significance Individualization Learner
Responsibility Woo Positivity Strategic
Restorative Relator
Leadership that lasts beyond a lifetime
• Effective leaders know better than to try and be someone they are not
• Stay true to themselves
• Develop people who follow him/her to be effective leaders also
• Epic leaders impact of this world rests in the hands of those who follow
I may not get there with you, but I want you to know, we as a people will get to the promised
land.
~Martin Luther King Jr.
Exercise- 15 minutes
Review your Strengths and Leadership Domain. Think of a project you would like or are in the process of initiating. 1.Describe the project and what leadership skill
sets you need to successfully launch/complete it.
2. How can you integrate your strengths and leadership domain to carry out this initiative.
Sources Asplund, J., Lopez, S.J., Hodges, T., Harter, J. (March 2009). The Clifton StrengthsFinder® 2.0 Technical Report: Development and Validation. Gallup Consulting.
Buckingham, M. & Clifton, D.O. (2001). Now, Discover your Strengths. New York: The Free Press.
Kouzes, J.M. & Posner, B.Z. (2007). The Leadership Challenge 4th Edition. San Francisco, CA: Josey-Bass.
Rath, T. (2007). StrengthsFinder 2.0. New York: Gallup Press.
Rath, T. & Conchie, B. (2008). Strengths Based Leadership. New York: Gallup Press.
Smith, G.P. (2012). Five Leadership Myths. Retrieved on June 21, 2012 from: http://www.businessknowhow.com/growth/mythology.htm
What we Do- Gallup (2012). Retrieved on June 21, 2012 from: http://www.gallup.com/careers/108202/what.aspx