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".

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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

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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.

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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.

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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)

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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

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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