Brainwaves
New Perspectives On Leadership
What Kind of a Leader Are You? March 20, 2013
In our fast paced business environment there is an increasing demand for leaders to go beyond their traditional ways of leading and incorporate greater flexibility in how they lead.
In their book the 8 Dimensions of Leadership researchers and authors Jeffery Sugarman, Mark Scullard and Emma Wilhelm provide a new perspective on what it takes to be a great leader. Using DiSC profiles and extensive interviews they established 8 distinct primary leadership styles.
So, what kind of leader are you? Let’s have a look at the 8 primary leadership dimensions.
The Pioneering Dimension
These are leaders who are adventurous, dynamic and charismatic. They’re optimistic and persuasive and use these skills to reach their goals. They’re sociable, easily make connections and leverage relationships to get what they want. They are extremely action-oriented and may be impulsive at times. Looking for the big breakthrough they jump on new opportunities and move ahead ignoring the impact of their actions on others.
The Energizing Dimension
This dimension applies to leaders who are spontaneous, outgoing and encouraging. Enthusiastic about new opportunities they take new ideas and run with them. They’re not afraid to take a chance. They insist on variety and often generate more ideas than they can put into action. Collaboration is an often used strength but they sometimes lose interest and fail to follow-through when there is limited personal interaction.
The Affirming Dimension
Friendly, approachable and positive are terms used to describe the affirming leader. They are easygoing and want to create a working environment where there is peace and harmony. They create loyalty among colleagues and go out of their way to avoid conflict. They usually have an open door policy. Because of their easygoing nature they sometimes fail to deliver tough messages.
The Inclusive Dimension
Leaders in this dimension are diplomatic, accepting and patient. They’re most comfortable in a stable environment and are wary of change. Being methodical and paying attention to detail is more important to them than moving ahead rapidly. They want to be seen as dependable. Occasionally overestimating other’s abilities they look for meaningful dialogue with all stakeholders on major decisions. Because they are so accommodating they sometimes find it difficult to make timely decisions.
The Humble Dimension
These leaders are soft-spoken, modest and precise. Methodical and consistent, their style models follow-through and diligence for their followers. They are also fair-minded and practical. They tend to be so cautious that they may hinder spontaneity and creativity. They want to maintain a stable environment and are naturally wary of change and favour standard operating procedures over any new or innovative methods that might be suggested.
The Deliberate Dimension
These leaders are systematic, cautious and analytical. Ensuring accuracy is so important to them they work at a modest pace. They want to be seen as experts and work on projects where they can shape the process to meet their high demands for precision. Often their approach is detached and unemotional. They prefer to work independently. They’re highly motivated to “get things right the first time” and can become defensive if people challenge their methods or ideas.
The Resolute Dimension
Challenging, determined and rational are adjectives that describe these leaders. They set high standards for themselves and others and expect them to be met. They have little patience for people or practices that seem to be inefficient. They tend to be blunt and have no difficulty speaking up if they see problems, even if it means stepping on some toes. They want efficient and high quality results. Being seen as highly competent is important to them and they may lose patience with people or situations that stand in their way.
The Commanding Dimension
This dimension includes leaders who are competitive, driven and assertive. They are natural take-charge people who others look to for leadership. They want to reach their goals as quickly as possible and create a real sense of urgency in themselves and others. Often challenging and demanding, they aren’t concerned with social niceties. Extremely motivated to get results, they hurry to reach their goals and have little time for other people’s needs or feelings.
Do any of these sound familiar? Did you recognize your own primary leadership dimension? The most important lesson to be learned is that all leaders must develop the flexibility to modify their primary dimension as circumstances change.
Would you like to have your own detailed DiSC personality profile?
Go to www. 8DimensionsofLeadership.com and complete the questionnaire. It’s absolutely FREE and only you can see the completed profile.
Quote of the week.
” There ain’t no rules around here. We’re trying to accomplish something.”
( Thomas A. Edison )
This week’s question
Do highly successful leaders really need exceptional people skills or just extraordinary drive to achieve results?
I’m always interested in your comments and questions. Let me know what you’re thinking.
Contact me at b.lowe@positivemindsets.ca
What Kind of Leader Are You?
Brainwaves
New Perspectives On Leadership
What Kind of a Leader Are You? March 20, 2013
In our fast paced business environment there is an increasing demand for leaders to go beyond their traditional ways of leading and incorporate greater flexibility in how they lead.
In their book the 8 Dimensions of Leadership researchers and authors Jeffery Sugarman, Mark Scullard and Emma Wilhelm provide a new perspective on what it takes to be a great leader. Using DiSC profiles and extensive interviews they established 8 distinct primary leadership styles.
So, what kind of leader are you? Let’s have a look at the 8 primary leadership dimensions.
The Pioneering Dimension
These are leaders who are adventurous, dynamic and charismatic. They’re optimistic and persuasive and use these skills to reach their goals. They’re sociable, easily make connections and leverage relationships to get what they want. They are extremely action-oriented and may be impulsive at times. Looking for the big breakthrough they jump on new opportunities and move ahead ignoring the impact of their actions on others.
The Energizing Dimension
This dimension applies to leaders who are spontaneous, outgoing and encouraging. Enthusiastic about new opportunities they take new ideas and run with them. They’re not afraid to take a chance. They insist on variety and often generate more ideas than they can put into action. Collaboration is an often used strength but they sometimes lose interest and fail to follow-through when there is limited personal interaction.
The Affirming Dimension
Friendly, approachable and positive are terms used to describe the affirming leader. They are easygoing and want to create a working environment where there is peace and harmony. They create loyalty among colleagues and go out of their way to avoid conflict. They usually have an open door policy. Because of their easygoing nature they sometimes fail to deliver tough messages.
The Inclusive Dimension
Leaders in this dimension are diplomatic, accepting and patient. They’re most comfortable in a stable environment and are wary of change. Being methodical and paying attention to detail is more important to them than moving ahead rapidly. They want to be seen as dependable. Occasionally overestimating other’s abilities they look for meaningful dialogue with all stakeholders on major decisions. Because they are so accommodating they sometimes find it difficult to make timely decisions.
The Humble Dimension
These leaders are soft-spoken, modest and precise. Methodical and consistent, their style models follow-through and diligence for their followers. They are also fair-minded and practical. They tend to be so cautious that they may hinder spontaneity and creativity. They want to maintain a stable environment and are naturally wary of change and favour standard operating procedures over any new or innovative methods that might be suggested.
The Deliberate Dimension
These leaders are systematic, cautious and analytical. Ensuring accuracy is so important to them they work at a modest pace. They want to be seen as experts and work on projects where they can shape the process to meet their high demands for precision. Often their approach is detached and unemotional. They prefer to work independently. They’re highly motivated to “get things right the first time” and can become defensive if people challenge their methods or ideas.
The Resolute Dimension
Challenging, determined and rational are adjectives that describe these leaders. They set high standards for themselves and others and expect them to be met. They have little patience for people or practices that seem to be inefficient. They tend to be blunt and have no difficulty speaking up if they see problems, even if it means stepping on some toes. They want efficient and high quality results. Being seen as highly competent is important to them and they may lose patience with people or situations that stand in their way.
The Commanding Dimension
This dimension includes leaders who are competitive, driven and assertive. They are natural take-charge people who others look to for leadership. They want to reach their goals as quickly as possible and create a real sense of urgency in themselves and others. Often challenging and demanding, they aren’t concerned with social niceties. Extremely motivated to get results, they hurry to reach their goals and have little time for other people’s needs or feelings.
Do any of these sound familiar? Did you recognize your own primary leadership dimension? The most important lesson to be learned is that all leaders must develop the flexibility to modify their primary dimension as circumstances change.
Would you like to have your own detailed DiSC personality profile?
Go to www. 8DimensionsofLeadership.com and complete the questionnaire. It’s absolutely FREE and only you can see the completed profile.
Quote of the week.
” There ain’t no rules around here. We’re trying to accomplish something.”
( Thomas A. Edison )
This week’s question
Do highly successful leaders really need exceptional people skills or just extraordinary drive to achieve results?
I’m always interested in your comments and questions. Let me know what you’re thinking.
Contact me at b.lowe@positivemindsets.ca