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

Defining leadership

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. _________________________

Why do people follow?

Four Basic Needs

Trust

Compassion

Stability

Hope

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)

.

Each descriptor is associated with one of the 34 themes

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

Questions?