Be serious when we are talking about important things We like a plan, rationale, clear direction and path, and guidelines/framework Clear direction/expectations Individual tasks/goals Strong, competent leaderaccessible Constructive feedback Feeling the impact your task has What We Dislike Cold and impersonal Being told what to do Disorganization/reactiveness (last minute) Public reprimand Forceful, close minded opinions Lack of respect Indirect, not to the point, unknowledgeable/incompetent leader Being micromanaged Erratic decisions Being told to do things I perceive as unfair or impractical Disorganization Excessive group think Micromanager Unclear direction with no explanation No clear goal Leader disconnected from team Weak leader, no control over How to Influence Us Why? - show me value to all stakeholders Show me how I make a difference Personal appeal Reference prior successes Appreciate me Prove your knowledge/competency Don t B.S. Red: Assertive-Directing Motivated by results and competition Motivated by justice and seeing things through fairly Hub: Flexible-Cohering Motivated by teamwork and being flexible What We Like Clear direction Be Fair Respect for what we think Positive feedback/reinforcement Appreciation, value our opinion Good listener/willing to take suggestions Direct, to the point Sure footed Knowledgeable/competent leader Fairness/equity Independence/autonomy Enough resources to get job done Sufficient information. Strength Deployment Inventory (SDI) Exercises Leadership Perspectives Blue: Altruistic- Motivated by people and caring for others. Here are examples of how different leadership styles can be seen through using the SDI presented in the form of output generated by some of our client groups. 1 OKA frequently uses Relationship Awareness theory - and the associated Strength Deployment Inventory (SDI) - to explore leadership dynamics and conflict management with our consulting client teams.
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