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Strengths-based Leadership Development
The document discusses a strengths-based approach to leadership development, emphasizing the importance of identifying and nurturing key competencies to become extraordinary leaders. It outlines a proven process consisting of defining success, measuring effectiveness through 360-degree feedback, developing leadership strengths, and sustaining momentum for continuous improvement. Zenger Folkman aims to enhance organizational effectiveness by leveraging research and data to improve leadership impact and employee engagement.
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Strengths-based Leadership Development
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- 2. A Proven Approach 1.Know what success looks like 2. Measure 3. Develop Strengths 4. Sustain momentum to become exceptional
- 3. ZF Research RedefinedLeadership Development Jack Zenger and Joe Folkman © Zenger Folkman 2014 2 10%highest & lowest years key insights researching and analyzing impact of leadership compared to determine biggest differentiators • 16 competencies • strength-based approach • companion behaviors • fatal flaws 20,000 leaders analyzed 200,000 ratings used for statistical tests
- 4. ZF Leadership ResearchToday Jack Zenger and Joe Folkman © Zenger Folkman 2014 11 Global Norms years researching and analyzing impact of leadership 75th and 90th percentile norms of global leaders 65,000 Leaders analyzed 850,000 ratings used for statistical tests
- 5. The Proven Approach 1.Know What Success Looks Like
- 6. Better leaders havemore satisfied customers Bottom 10 Percentile 11th–35th 36th–65th 66th–90th Top 10 Percentile Customer Satisfaction Overall Leadership Effectiveness Source: Technology Service Provider 36 46 49 57 60
- 7. Great leaders generatemuch higher income Bottom 10% Poor Leaders Middle 80% Good Leaders Top 10% Great Leaders Net income in millions Source: Mortgage Bank Branches -1.2 2.4 4.5
- 8. Effective leaders havemore engaged employees 1-9 10-19 20-29 30-39 40-49 50-59 50-69 70-79 80-89 90-100 Employee Commitment/ Satisfaction Percentile Leadership Effectiveness Percentile Source: Leaders Across Multiple Industries 24 32 37 43 48 52 58 63 70 80
- 9. What would thesebusiness outcomes mean for your organization?
- 10. © Zenger Folkman2014- EL51.3.910 16 Competencies That Differentiate Extraordinary Leaders Character • Displays high integrity and honesty Personal capability Interpersonal skills Leading change Focus on results • Technical/ professional expertise • Solves problems and analyzes issues • Innovates • Practices self- development • 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 • Drive for results • Establishes stretch goals • Takes initiative
- 11. The Proven Approach 1.Know What Success Looks Like 2. Measure
- 12. 360-degree Feedback Correlatedwith Business Results Provides Clear Measures
- 13. Re-assess Every 12– 24 Months
- 14. The Proven Approach 1.Know What Success Looks Like 2. Measure 3. Develop Strengths
- 15. With more strengths,effectiveness increases 0 1 2 3 4 5 Average Percentile Score on 360 Results Number of Profound Strengths (Competencies at the 90th percentile) 34 64 72 81 89 91
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- 17. Each competency hasmany companion competencies ? ? ? ? ? ? ? ? Displays High Integrity and Honesty
- 18. ? ? ? ? ? ? ? “Cross-training” behaviors maybe surprising Assertiveness Displays High Integrity and Honesty
- 19. Competency Companions: “cross-training” ideasfor leaders Solves Problems and Analyzes Issues Relationship Building and Networking Communicates Powerfully Desires to Pursue Excellence Takes Initiative Develops Others Honesty and Integrity Can Be Trusted to Act in the Team’s Best Interest Technical/ Professional Expertise
- 20. The Proven Approach 1.Know What Success Looks Like 2. Measure 3. Develop Strengths 4. Sustain Momentum To Become Exceptional
- 21. The Path toBecoming Exceptional • Pinpoint best leadership traits and choose right developmental focus • Use feedback and action-learning on the job to elevate strengths • Increase leadership strengths from good to great • Sustain—build follow-through into your development plan
- 22. Summary 1. Know whatsuccess looks like – Leverage research and data to define success at all levels 2. Measure – 360-degree assessment – Determine areas to build 3. Develop strengths – Incorporate development into daily job responsibilities – Intentional, repeatable behavior changes 4. Sustain momentum to become exceptional – Development plan – Supporting tools and programs – Reassess on a regular basis
- 23. Thank you Zenger Folkmanhelps organizations flourish by increasing the effectiveness of leaders at all levels. Our unique, strengths-based development methodology enables leaders to move faster and higher. Each offering is solidly grounded in research, utilizing our extensive empirical database. The end results are statistically significant improvements in how leaders lead, how their employees engage and how their companies profit; allowing both leaders and organizations to soar to new heights. Jennifer Lambert 801.228.1495 jlambert@zfco.com Schedule a Call or Meeting