The Solution to all Your People Problems
The Bright-side and the Dark-side of Leadership
Sean McCann
The Solution to all Your People Problems
Identity and ReputationPersonality is best defined from two perspectives: identity and reputation.
Reputation is personality from the outside – how a person is perceived by others. Reputation tends to be stable over time, and (according to Hogan) is an excellent predictor of future behaviour.
Identity is personality from the inside – how one sees oneself.People can overestimate their positive qualities. Identity isn’t always reflected in behaviour
The Solution to all Your People Problems
The Bright-side and the Dark-side of Leadership
• funny, joyful, irreverent, witty, charismatic and clever.• “An explosive mix of the admirable and the distinctly worrying.”
• Bright-side personality characteristics reflect people’s strengths and weaknesses when they are on their best behaviour.
• Dark-side personality characteristics refer to people’s behaviour when they are less concerned about how they are perceived either under stress or completely at ease
The Solution to all Your People Problems
Hogan competent leaders are perceived as having bright-side characteristics of • Integrity, keeping their word and telling the truth.• Decisiveness, making sound, defensible and timely
decisions.• Competence, good at some aspects of business.With reference to Jim Collins they also show:•Humility and•Persistence
The Solution to all Your People Problems
A key fact of Leadership
Up to 2/3 of Leaders will fail
Dark-side dysfunctional dispositions, invisible at interview or assessment centre, but which become apparent when under pressure or when they let down their guard
The Solution to all Your People Problems
Why do leaders fail?
HBOS 3 were bright, savvy, highly experienced business leaders with terrific track records, but… …the bank's business model was inherently flawed and its board was a "model of self-delusion".
The Solution to all Your People Problems
Why we engage in self defeating behaviour
• Events between people• Childhood experience everyone feels
inadequate about something• People have expectations of how others will
treat them• If those expectations are wrong may behave in
ways others find annoying. This may interfere with their life goals
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Horney’s taxonomy
• According to Horney people manage their self doubt, inadequacies and insecurities in one of 3 ways:
• Moving Away: Manage feelings of inadequacy by avoiding contact with others
• Moving Against: Manage feelings of self doubt by dominating and intimidating others
• Moving Towards: Manage their insecurities by building alliances
The Solution to all Your People Problems
Dysfunctional Dispositions
Strategies developed in childhood, but continue to be used in adulthood in ways that are dysfunctional
Not so much about bad people, but the wrong strategies. It’s about behavioural flexibility.
The Solution to all Your People Problems
Dysfunctional DispositionsToo much of a good thing:Leaders can be:• Too vigilant• Too tough• Too hardworkingParadoxically the factors that helped achieve success can be the very factors that are responsible for derailment
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According to the HDS there 11 potential de-railers
Confidence and Assertiveness can becomes self-promotion and competitiveness(Bold)Detail consciousness and hard-working can turn to demanding perfectionism(Diligent)Charming and interesting can become manipulative and exploitative schmoozing and finessing mistakes. May take risks without considering the consequences. (Bo Jo)(Mischievous)Intensity and energy can becomes moody and Hard to pleaseRequiring “mood management” (Excitable)Co-operative and cheerful can become stubborn and resentful when things don’t go their way . Quintessential passive aggression .(Leisurely)Vigilance, rarely being caught of guard and hard to “fool” can become sceptical and pessimistic. (Sceptical)Innovative and unpredictable may become odd and self absorbed. (Imaginative)Tough mindedness and independent thinking can become aloof , detached and invisible. (Reserved)Fun and socially skilled can become attention seeker who are quickly bored. (Bo Jo)(Colourful)Conforming and unassuming can become Ingratiating and deferential(Dutiful)Prudence can become excessive caution and an inability to make decisions(Cautious)
The Solution to all Your People Problems
Dysfunctional Dispositions
Looking back on those whose careers derail:There are often little foibles and peculiarities, around social skills, and emotional regulation.They have temper tantrums, are sarcastic or bullies. Problems are never their fault. They have a tendency to overreact.
Conrad Black Fred Goodwin
Vicky Pryce and Chris Huhne
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4 Skill Areas
Intrapersonal (emotional maturity and adaptability), negative too ambitious, not adaptable.
Interpersonal (EQ and social skills) , negative conflict with managers , poor political skills.
Leadership (team building and role modelling), negative over or undermanage.
Business Skills ( Planning, organising and monitoring), negative poor strategy, communication and task management.
The Solution to all Your People Problems
Hogan, Hogan and Kaiser the5 Early warning signs:• Poor results (missed objectives, poor budget
control, customer complaints)• Narrow perspective ( (too detail conscious
reliant on technical skills, out of date)• Poor team building (autocratic,
micromanagement)• Working relationships (Insensitivity)• Inappropriate or immature behaviour
(gossiping, refusing to accept responsibility)
The Solution to all Your People Problems
Is derailment avoidable?
YES!!Dysfunctional dispositions will not inevitably prevail if Leaders are:• Motivated to change• Open and responsive to feedback• Emotionally literate• Behaviourally flexible
The Solution to all Your People Problems
How should we train tomorrow’s leaders?
Development programmes for the leaders of the future will benefit from modules that •Develop emotional intelligence•Encourage self awareness•Promote behavioural flexibility