A Revolutionary Approach to Distributed Valve Manifold Control
Leading with Strength: A Revolutionary New Approach … 2013/JimClemmer... · A Revolutionary New...
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Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 1
"There is nothing new to be discovered in physics now.
All that remains is more and more precise measurement."
Lord Kelvin, 19th century British mathematical physicist and engineer highly
decorated for pioneering contributions to electricity, thermodynamics, and
the emerging field of physics.
Five years later Albert Einstein published his paper on special relativity challenging the rules laid down by Newtonian mechanics. It opened an entirely new field of science that dramatically changed our world!
Paradigm Paralysis "for well-integrated members of a particular discipline, its paradigm is so convincing that it normally renders even the possibility of alternatives unconvincing and counter-intuitive. …appearing to be a direct view of the bedrock of reality itself, and obscuring the possibility that there might be other, alternative imageries hidden behind it. The conviction that the current paradigm is reality tends to disqualify evidence that might undermine the paradigm itself…"
Wikipedia
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 2
“You cannot build performance on weaknesses. You can build only on strengths.
To focus on weakness is not only foolish; it is irresponsible.
It is a misuse of a human resource,
what a person cannot do is a limitation and nothing else.”
Peter Drucker (1909 – 2005), author of 39 books and hundreds of articles on leadership, management, and organization effectiveness. Widely considered to be the father of “modern management.”
Agenda
Zenger Folkman Background/Relationship
1. Evidence-Based Leadership Development
2. Leveraging Leadership Strengths
3. Perceptions Create a Leader’s Reality
4. Cross-Training: A Revolutionary Approach to Developing Strengths
1. Jack Zenger and the values-based Zenger Folkman team.
2. Revolutionary Strengths-Based Leadership Development System.
3. Research/Evidence-Based Leadership Development.
4. Coaching and Inspiring Skills/Philosophies. 5. A Powerful Fit with our Culture/Leadership
Development.
Why The CLEMMER Group is Partnering with Zenger Folkman
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 3
Founded in 2003 to revolutionize leadership and organization development through empirical research.
Evidence-based methods leveraging existing strengths. Comprehensive system including assessment
instruments, development programs and executive coaching.
Leveraging research and methodologies found in The Extraordinary Leader, The Inspiring Leader, The Extraordinary Coach, and How to Be Exceptional.
Consulting, customizing, and integrating strengths-based leadership approaches aligned to organizational strategy and culture.
About Zenger Folkman
Sample Organizations Using ZF’s Approach • Wilfrid Laurier
University • Canadian Tire • Niagara Region • Fanshawe College • CIBC • EllisDon • Air Transat • Seneca College • Rogers • Elsevier • General Mills • Symantec
• Coca Cola • Deloitte • Fidelity Investments • ConocoPhillips • Adidas • Marriott • Lockheed Martin • Safeway • Zain • Allianz • AT&T • Wells Fargo Bank • US Navy
“an unusual blend of credible and uncompromising research married with years of successful application with leaders and organizations. The result is innovative, at times challenging conventional wisdom… I have seen talent in my organization engage and improve based on this work."
Kevin D. Wilde, VP, Organization Effectiveness
and Chief Learning Officer and author of
Dancing with the Talent Stars: 25 Moves That
Matter Now
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 4
Core Research and Strengths-Based
Leadership Systems
Core Research and Strengths-Based
Leadership Systems
Evidence-Based Leadership
Development
a strategic partner of
Strengths-Based Leadership Development
The Need for Evidence-Based Leadership Development
• Over 100,000 books with “leadership” in the title at Amazon – how many others don’t have that word in their title?
• Over 600,000 Google hits on “leadership books.”
• A flood of theories, opinions, thesis papers, inspiration, training programs, frameworks, styles, models, tools…
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 5
The Original Research Base • Two years researching the impact of leadership
performance and the key behaviors great leaders demonstrate.
• Data set of 200,000 evaluations on 20,000 people. • Contrasted the highest-performing 10% to the
lowest-performing 10%. • The data conclusively demonstrates:
leadership effectiveness can be measured and is strongly correlated to performance outcomes
16 competencies most differentiate the extraordinary leaders from everyone else
building on existing strengths is the most effective approach to development
Differentiating Competencies
•Communicates Powerfully and Prolifically
•Inspires and Motivates Others to High Performance
•Builds Relationships
•Develops Others
•Collaboration and Teamwork
•Develops Strategic Perspective
•Champions Change
•Connects the Group to the Outside World
•Drives for Results
•Establishes Stretch Goals
•Takes Initiative
Leading Change
Focus on Results
Interpersonal Skills
•Technical/ Professional Expertise
•Solves Problems and Analyzes Issues
•Innovates
•Practices Self-Development
Personal Capability
•Displays High Integrity and Honesty
Character
The Good, the Bad, and the
Extraordinary
Strengths-Based Leadership Development
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 6
Leadership behaviors culture
within my team/organization
One variable emerged as the best predictor of employee engagement, satisfaction, and commitment
Searching for the Keys to Employee Engagement, Satisfaction, and Commitment
Extraordinary leaders have much higher
retention rates.
19
14
9
0
2
4
6
8
10
12
14
16
18
20
Bottom 30% Middle 60% Top 10%
The Impact of Leadership Effectiveness on Turnover
Ave
rage
Pe
rce
nt
Turn
ove
r
Poor Leaders Good Leaders Great Leaders
Percent of Employees that “Think about Quitting”
0
5
10
15
20
25
30
35
40
45
50
55
60
1st -
9th
10th -
19th
20th -
29th
30th -
39th
40th -
49th
50th -
59th
60th -
69th
70th -
79th
80th -
89th
90th -
100th
% o
f Em
plo
yees
in W
ork
Gro
up
s
That
“Th
ink
abo
ut
Qu
itti
ng”
Leadership Effectiveness Percentile
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 7
90
80
70
60
50
40
30
20
10
0 Emp
loye
e S
atis
fact
ion
/En
gage
men
t/
Co
mm
itm
en
t Pe
rce
nti
le
Overall Leadership Effectiveness
1st- 9th
11th- 19th
20th- 29th
30th- 39th
40th- 49th
50th- 59th
60th- 69th
70th- 79th
80th- 89th
90th- 100th
Leadership Effectiveness and Employee Engagement/Satisfaction/Commitment
19
Based on 23,800 Leaders
Poor Leaders Create
Dissatisfaction
Great Leaders Make a Great
Difference
Good Leaders Have a
Mediocre Impact
Impact of Leadership Effectiveness on a Safe Work Environment
Bottom 10 Percentile
11th – 35th Percentile
36th – 65th Percentile
66th – 90th Percentile
Top 10 Percentile
70
60
50
40
30
20
10
0 Safe
Wo
rk E
nvi
ron
me
nt
(Pe
rce
nti
le)
19
42
50
59
67
Leadership Effectiveness
The most effective leaders create the most
satisfied customers.
39
49
68
0
10
20
30
40
50
60
70
80
Bottom 20% Middle 60% Top 20%
Leadership Effectiveness versus Customer Satisfaction
Per
cep
tio
ns
of
Cu
sto
mer
Sat
isfa
ctio
n
(Per
cen
tile
)
Poor Leaders Good Leaders Great Leaders
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 8
Leadership Effectiveness vs. Satisfaction with Pay and Job Security
30
35
40
45
50
55
60
65
70
1st - 9th 10th -
19th
20th -
29th
30th -
39th
40th -
49th
50th -
59th
60th -
69th
70th -
79th
80th -
89th
90th -
100th
Sati
sfac
tio
n w
ith
Co
mp
any
Pay
& J
ob
Se
curi
ty
Leadership Effectiveness Percentile
• 10 - 20 times higher levels of employee engagement
• 3 - 4 times reduction in employees thinking about quitting
• 50% fewer employees that do leave • Double the satisfaction with pay and job security • 4 - 5 times more employees "willing to go the
extra mile." • 1.5 times higher customer satisfaction ratings • Over 3 times safer work environment
Extraordinary Leaders Make a HUGE Difference
a strategic partner of
Questions/Comments? How would use of feedback data and an evidence-
based approach improve your leadership/team development efforts?
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 9
Leveraging Leadership Strengths
a strategic partner of
Strengths-Based Leadership Development
"...the path to greatness is really about building profound strengths, rather than through relentlessly focusing on one's weaknesses.”
Michael A. Peel, Vice
President, Human Resources
and Administration
• Positive emotion
• Engagement
• Relationships
• Meaning
• Accomplishment
Being in a state of mental health is not merely being disorder free; rather it is the presence of flourishing.”
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 10
• Why do most performance reviews focus on fixing weaknesses rather than leveraging strengths?
• What’s the lingering effect?
a strategic partner of
Weaknesses Strengths
Power-based command and control
Inspiring shared leadership
Catch people doing things wrong Catch people doing things right
Indifference and apathy Energized and engaged
Focus on fixing what’s wrong
See the worst in people
Leverage/build on what’s right
Bring out the best in people
Push and punish Pull and coach
Culture Anchor Points
Typical Approach to Development
1. Evaluate current level of effectiveness
2. Identify areas of strength and weakness
3. Create an action plan to improve areas of weakness
If Someone is Average at Everything, What is the Effect of Focusing on Lower Scores?
Average at Everything
1 2 3 4 5
P
O
N
M
L
K
J
I
H
G
F
E
D
C
B
A
Will fixing one or two less-positive
issues have a dramatic impact on
leadership effectiveness?
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 11
Your Best Leader 1. What were this leader’s most profound
strengths?
2. Did this leader have any weaknesses or areas in which he/she did not excel?
3. What kept these weaker areas from undermining his/her overall impact?
Your Worst Leader 1. What was this leader’s Fatal Flaw?
2. Did this leader have any strengths or areas in which he/she was actually quite capable?
3. Why were these strengths not enough to change an overall perception?
Focusing Development on Weaknesses Works Well When. . .
Lead
ers
hip
Co
mp
ete
nci
es
. . . People Have Fatal Flaws
0
10
20
30
40
50
60
70
80
90
100
Fatal Flaws & No Profound Strengths
18
Overall L
ead
ersh
ip E
ffecti
ven
ess
(P
ercen
tile
)
1 2 3 4 5
P
O
N
M
L
K
J
I
H
G
F
E
D
C
B
A
Strong negative data on an issue can
cripple a person’s leadership
effectiveness
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 12
Extraordinary leaders are distinguished by existence of a few profound strengths, not the absence of weaknesses
0
20
40
60
80
100
0 1 2 3 4 5
34
64 72
81 89 91
Ave
rage
Pe
rce
nti
le S
core
Overall Leadership
Effectiveness
Our Research Shows Strengths-Based Development is Most Effective
Number of Profound Strengths (Competencies at the 90th percentile or higher)
Pre-test Post Test
+26
+12
* Fixing weaknesses excludes those fixing fatal flaws
90
80
70
60
50
40
30
20
10
0 *Fixed Weaknesses Built Strengths
Per
cen
tile
54
66
56
82
A Strengths Focus Doubles Improvement Rates
The Powerful Impact of Building Strengths
Executives Responded to These Statements:
I have created an excellent development plan that will guide my efforts to improve.
As a result of my use of the 360 feedback process, report, and tools, I feel that I have improved in my overall leadership effectiveness.
I feel that I have moved forward on improving the specific issues on my development plan.
I have taken the time and made a real effort to work on my development plan.
Build Strength Fix Weakness
63%
72%
68%
60%
13%
38%
43%
38%
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 13
“…their research caused us to rethink our performance management philosophy. We revamped our process to orient it more toward building employees' strengths. The results have been remarkable… The biggest change has been in the energy people have for the performance management process. It is now something that most employees look forward to. How many companies can say that?"
Mary Settle, Vice President of Human
Resources, BARD Access Systems
Building on Leadership Strengths
• The only way to become an extraordinary leader. • Up to three times higher change and improvement. • Profits, sales, engagement, morale, energy levels,
turnover, health and safety, and customer satisfaction skyrockets.
• Broadens the spectrum of development methods with cross-training and competency companions.
• Participant motivation to improve is 2 – 3 times higher. • Organizational culture is much more positive and
energized. • It's a lot more fun to work on strengths!
a strategic partner of
How would leveraging leadership strengths improve your development work?
Questions/Comments?
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 14
Perceptions are a
Leader’s Reality
Strengths-Based Leadership Development
Accuracy in Predicting Leadership Effectiveness
Manager Direct Reports
Peers Other Self
0.35
0.30
0.25
0.20
0.15
0.10
0.05
0.00
R S
qu
are
d-V
aria
nce
Pre
dic
ted
Ability of Individuals in Each Rater Group to Predict Overall Leadership Effectiveness
Trait B Trait E
Trait F Trait A
Trait D Trait C
How people would objectively evaluate us
Trait B Trait E
Trait A
Trait D Trait C
Impression
Trait F
How people really evaluate us
Impression
The Reality of Leadership Perceptions
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 15
How Are You Perceived?
Trait B Trait E
Trait A
Trait D Trait C
Impression
Trait F
What is Your “Trait F”? A profound strength? A Fatal Flaw?
Cross Training: A
Revolutionary Approach to Developing
Strengths
Strengths-Based Leadership Development
The Leader’s Situation Determines Which Strengths are Key
• Development efforts focus on building profound strengths
• Specific strengths to be built vary by leader
• Goal is 3-5 strengths at 90th percentile
• Offers a positive approach to development for individual leader and the organization
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 16
First Researchers Looked at “A Without B”
If this IS a strength . . . but this ISN’T . . .
the probability of being an extraordinary leader: 12%
(A)
Builds
Relationships
(B)
Drives for
Results
Then Researchers Looked at “B Without A”
If this IS NOT a strength . . . but this IS . . .
(A)
Builds
Relationships
(B)
Drives for
Results
the probability of being an extraordinary leader: 14%
The Power of “A + B” Led to the Notion of “Powerful Combinations”
If these are BOTH strengths . . .
the probability of being an extraordinary leader: 14% + 12% 26%
(A)
Builds
Relationships
(B)
Drives for
Results
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 17
a strategic partner of
Weightlifting
Interval Training
Mental Imagery
Techniques
Stretching
Sleeping Habits
Equipment
Yoga Nutrition
Long Distance Running
Good to Great: Non-Linear Cross Training
"...lifting leadership effectiveness from the (somewhat pejorative) realm of 'soft skills' to a plane that equates these competencies with 'harder' disciplines… not only can these skills be learned, but they can have a similar impact on bottom-line results and employee performance. Leadership cross-training is an approach that can have a powerful impact on helping good leaders become exceptional ones."
Jaime Gonzales, Head of Professional
Development, Jet Propulsion
Laboratory
• Research identified statistically correlated companion behaviors for each competency.
• Each companion behavior represents a leadership cross-training idea for development.
• Each provides a potential path for building on an existing strength.
Assertiveness
Concern for
Others
Drives for
Results
Decisiveness
Trust
Deals Well with
Ambiguity
Inspires and
Motivates Others
Positive Optimism
Displays High Integrity and
Honesty
Competency Companions: Cross-Training Ideas for Leaders
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 18
Solves Problems
and Analyzes
Issues
Honesty and Integrity
Can Be Trusted
to Act in the
Team’s Best Interest
Relationship Building and Networking
Communicates Powerfully
Takes Initiative
Develops Others
Desires to Pursue
Excellence
Technical/
Professional
Expertise
• CCDG research from thousands of leaders on how to build a profound strength.
• The research examined what the best leaders did to build their competence on each of the 16 differentiating competencies.
Example: Strengthening a Leadership Competence
How would strengths-based leadership cross-training improve your development
approaches?
Questions/Comments?
a strategic partner of
Rare Public Workshops The Extraordinary Leader (1 day)
and
The Extraordinary Coach (1 day)
Calgary – Sept 19 and 20
Toronto – Dec 5 and 6 Register for one or both - clemmergroup.com
Leading with Strength:
A Revolutionary New Approach for Exceptional Leadership
Jim Clemmer - www.clemmergroup.com 19
a strategic partner of
Association Partnership Offer
$250 discount – on either one day workshop
$350 discount – on both days
•Pass the discount on to your members
•Keep the discount as revenue
•Split the discount with your members
The most valuable
insights/approaches I am
taking away from this session
are….
Reflections
a strategic partner of
“The effective executive makes strengths productive….one cannot build on weaknesses.
Strengths are the true opportunities. to make strength productive is the unique purpose of the organization.
It cannot overcome the weaknesses with which each of us in endowed, but it can make them irrelevant.
Organizations must feed the opportunities and starve the problems.”
Peter Drucker (1909 – 2005), author of 39 books and hundreds of articles on leadership, management, and organization effectiveness. Widely considered to be the father of “modern management”