Many people find themselves in a new supervisory position without any leadership training. They quickly realize leadership is not the same as a position, or a title, or a uniform. The basic principle of leadership is that leaders help others do their job better. New managers should not forget they still need to help their unit succeed.
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When it comes to an organization’s strength, a well-thought-out succession planning process can keep key talent in-house while developing them into the future leaders your business needs to flourish in the long run. Creating the plan itself is a large undertaking, so let’s focus on how you can use the PeopleKeys 4D assessment as part of your plan.
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As a consultant, I have always been focused on results more than activity. In the case of leadership development, the effort can seem more like an activity that is disconnected from a larger goal. Usually, leadership development includes personality assessment such as DISC or a 4D Report (DISC, T.E.A.M.S, Values and Behavioral Attitudes Index) in order to create a better self-awareness of a person’s default behavior and attitude styles.
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No matter what kind of leader you are, there is going to come a point when you encounter some kind of conflict either between yourself and another individual or between two individuals on your team. Since we all see things from a different perspective, as a result of our own biases and personality styles, conflict is inevitable. The way you react is going to make the difference in the outcome. Here are some quick tips to keep in mind and practice for the next time you need to resolve a bad situation:
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Leadership agility has several definitions and models. In modern days, the model of one iconic leader style is fading away and every situation will call for a different type of leader. The agility of the team is growing in importance. Thus, leadership agility is built upon a nimble team that is able to pivot in a new direction as the environment demands.
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Different situations call for different styles of leadership. While many people associate “D” and “I” personalities with strong leadership skills, “S” and “C” styles can also take the reins. For “D’s” and “I’s,” falling under the leadership of another personality style can be difficult. To deal with potential conflicts, leaders of all personality styles must learn how to manage the strong forces of the “dominant” and “influential” personalities, while “D’s” and “I’s” must learn to harness their own natural leadership tendencies.
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Growing up, I loved sports, especially football. My high school football career culminated with an award for my coachability and an offer to play in college. Fast-forward 20 years: I was one of the most uncoachable people on the planet. I didn’t know this at the time. Others certainly did. Only after being laid off and having time to explore my personal growth did I see it. How did this happen?
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DISC Theory distinguishes four main personality styles to predict human behavior, however, most people do not strictly fall into just one of these styles. People are a combination of traits that come along with certain strengths and limitations in which one can observe in the way they act, react, think and even in the way they lead. While leadership comes naturally to the so-called active personality styles (“D” and “I”), those with “S” and “C” personalities tend to shy away as their personality traits have a more passive approach. However, leadership is situational and while some or many occasions call for Dominant and/or Influencing leaders, anybody can develop strong skills which allow them to take the reins.
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Leadership can feel like a moving target. Managing across generational styles (Boomers, Gen X, Millennials, and Gen Z) can be confusing. Add to that the complexity of information, speed, and priorities, and you may quickly feel overwhelmed. How do you lead in such an environment?
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Dr. William Marston developed his DISC theory while at Harvard University as a method of identifying major human personality traits and translating them into predictable behaviors. It is true that people can be predictable, but they are also predictably different. Being able to read through their personality differences is a key to good communication and building successful relationships, partnerships, families… Have you determined your DISC personality, yet? If not, the DISC Personality Profile will take you about 10 minutes to complete and get a full report of your combined personality style.
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