Understanding Leadership Styles in the Workplace
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Transcript of Understanding Leadership Styles in the Workplace
Understanding Leadership Styles in the Workplace
Teamworks
Bill Gallagher
4 Leadership styles
Driver/Red: Production is everything in the workplace
Organizer/Blue: Planning is everything in the workplace
Stabilizer/Green: Peaceful environment is everything in the workplace
Promoter/Yellow: People are everything in the workplace
5 Common Leadership Strengths
DriverDriver
VisionaryVisionary
DecisiveDecisive
HardworkingHardworking
NegotiatorNegotiator
HonestHonest
OrganizerOrganizer
StructuredStructured
IntegrityIntegrity
Quality WorkQuality Work
LoyalLoyal
FocusedFocused
StabilizerStabilizer
TolerantTolerant
KindKind
CooperativeCooperative
RelaxedRelaxed
FairFair
PromoterPromoter
FriendlyFriendly
EncouragingEncouraging
CommunicatoCommunicatorr
Team builderTeam builder
MotivatorMotivator
5 Common Leadership Weaknesses
DriverDriver
ImpatientImpatient
TactlessTactless
Poor listenerPoor listener
InsensitiveInsensitive
IntimidatingIntimidating
OrganizerOrganizer
ControllingControlling
UnforgivingUnforgiving
SuspiciousSuspicious
UnrealisticUnrealistic
NegativeNegative
StabilizerStabilizer
IndecisiveIndecisive
LazyLazy
Too easygoingToo easygoing
PassivePassive
Fears conflictFears conflict
PromoterPromoter
IrresponsibleIrresponsible
ImpulsiveImpulsive
Self-centeredSelf-centered
UnorganizedUnorganized
PermissivePermissive
Recognizing the Drivers
Clothing: Practical, comfortable, seasonal.
Office: Simple, professional desk, achievements, plaques, degrees, awards. Few pictures.
Telephone: No time for small talk, may ask quickly, “What can I do for you?” seem in a hurry or on a mission, business only!
Recognizing the Organizer
Clothing : sharp, meticulous, conservative colors in style, ironed and creased well.
Office: Everything in place, a lot of family pictures, highly organized.
Telephone: Professional greeting always, they sound and “feel” busy, prefer not to chit-chat, and will delegate or pass on information to the right source.
Recognizing the Stabilizer
Clothing: Casual, relaxing for them, not flashy and plain colors.
Office: Simple, art or scenes of nature, hi-tech, very few family pictures, personal photography.
Telephone: Very pleasant, monotone in voice inflection, low volume, not wordy (generally one word answers), would prefer to text or email.
Recognizing the Promoter
Clothing: Colorful, flashy, current, a lot of accessories.
Office: Piles, organized chaos, family pictures, usually music.
Telephone: Sound delighted to hear from you, loud voice, cheerful sounding, very talkative, can ask personal questions and be too transparent about their personal life!
Getting the Most out of the Drivers
What to go to them for1. Big picture and ideas
2. Project management
3. Setting and accomplishing goals
How to work with them1. Give bottom line quickly
2. Don’t make excuses or procrastinate
3. Determined success by action and results
Getting the Most out of the Organizers
What to go to them for
1. Developing a detailed plan
2. Research, analysis and management of data
3. Accuracy and completing tasks with precision
4. Editing: They are the first to spot an error
How to work with them
1. Be specific with what you want and leave them alone
2. Be prompt with what you say you are going to do
3. Don’t spring sudden changes on them
Getting the Most out of the Stabilizers
What to go to them for1. Encouraging teamwork and cooperation
2. Process improvement and excellent ideas
3. Clarity and solutions with difficult issues
How to work with them1. Slow down with instructions and be clear with
deadlines and expectations
2. Reduce conflict by approaching them in a calm way
3. Support them in working alone
Getting the Most out of the Promoter
What to go to them for1. Motivating others through change
2. Team development
3. Scheduling out of office events
How to work with them1. Give them deadlines and help them focus
2. Don’t micromanage, give them independence
3. Occasionally acknowledge their worth in the organization
What Drivers Want
Respect: Loyalty from team, sense of being in control, credit for accomplishments and a strong work ethic from others.
Energy Level: Highest of all, needs little rest, thrives on working with people they can direct.
What Organizers Want
Understanding : Desires hard, accurate work and integrity from others, support when down, quiet space to work alone and personal self improvement.
Energy Level: Moderate energy,
overwhelmed, drained by people.
What Stabilizers Want
Fairness : Everyone to get along, occasional solitude, concise and clear direction and appreciation for their quiet insights.
Energy Level: Lowest of all, need a lot of rest, drained by people (especially if there is conflict).
What Promoters Want
Acknowledgement: Desires attention, approval, acceptance and variety with projects.
Energy Level: Very fast paced with sudden exhaustion spells. They thrive on people/crowds.
Presentation by Barry Whetstine / ScorpionGFX
How to Interact With a Leader
OrganizerOrganizerOrganizerOrganizer
StabilizerStabilizerStabilizerStabilizer
MotivatorMotivatorMotivatorMotivator
DriverDriverDriverDriver
Heart Thinkers
(Emotional)
Head Thinkers
(Logical)
Heart Thinkers
(Emotional)
Head Thinkers
(Logical)Con
trollin
g
Dislike
bei
ng
cont
rolle
d
Approaching Each Leader
DriverThey desire to take charge, or being given something to do. Don’t repeat
yourself, give them options. Be solution oriented and value their insight.
OrganizerVerbal appreciation, informing them in advance if a project is going to
change or be delayed, keeping your word, taking their concerns seriously.
StabilizerListen carefully without interruption, stay calm with presentation, give them
time to process request. Try not to verbally cut them off.
PromoterAppreciate their creativity and new ideas, be patient with and learn to work
with their procrastination, acknowledge their value as a team member. Put a positive spin on criticism.
Communication that Drivers listen to“Brevity is Everything”
Drivers have a goal in every conversation, rambling doesn’t work! They want to know the main point upfront. They want the answer. They need solutions.
Words that work: “I need to quickly ask, what’s more efficient, what’s your opinion or viewpoint on this, my purpose in coming to you is, when can we discuss?”
Communication that Organizers listen to“Timing is Everything” Every “spur of the moment” conversation is an interruption. Schedule a time for lengthy or critical topics. Try to remove all distractions. Make sure their current project is completed.
Words that work: “Would you think about this, when can we discuss, I need you to think about something”
Communication that Stabilizers listen to“Verbal Respect is Everything”
Conversations shouldn’t frequently lead to conflict Look for the good in them Don’t give too much information at one time Wait patiently for their responses
Words that work: Does this make sense or what do you think? I’m looking for your objective insight, take time to process this and get back to me.
Communication that Promoters listen to“Positive Feedback is Everything”
They desire your interest Eye contact is important Ask questions about their subject matter
Words that work: I appreciate you, what matters to you matters to me, I have confidence in you, can I share something that could be helpful to you?
When Strengths Become Weaknesses(When your Driving is too fast)Natural Strengths1. Born leader
2. Decisive and in charge
3. Quick and active
4. Loves to work
Strengths too extreme1. Angry when
questioned
2. Decides for everyone
3. Impulsive choices
4. Works beyond what’s healthy
When Strengths Become Weaknesses(When your Organizing is too inflexible)
Natural Strengths1. Schedule oriented
2. Functions well alone
3. Precise with projects
4. Very thorough with work
Strengths too extreme1. Struggles without one
2. Isolates; reclusive
3. Demands accuracy
4. Expects everyone else to be thorough
When Strengths Become Weaknesses(When your Stabilizing is too weak)Natural Strengths1. Low-keyed emotions
2. Easy going /Adaptable
3. Cooperative
4. Mellow
Strengths too extreme1. Hides Emotions
2. Lets others decide
3. Too Easy- “yes man”
4. Lazy and too laid back
When Strengths Become Weaknesses(When your Promoting is too flippant)
Natural strengths1. Magnetic personality
2. Good communicator
3. Sense of humor
4. Socially magnetic
Strengths too extreme1. Depends on charm
2. Talking=Security
3. Not serious enough
4. Too loud and wild
Being the best Driver you can be
Drivers Do…….. Encourage others
verbally or in writing Make time for other’s
concerns Consider other’s ideas Issue a request instead
of an order
Drivers Don’t……. Expect everyone to do it
your way Assume everyone
wants your advice Expect everyone to
produce like you Write others off if they
are emotional
Being the best Organizer you can be
Organizers Do…. Grow thicker skin Think before you say
“no” Give room for other’s
imperfections Graciously allow for
interruptions and delays
Organizers Don’t…. Expect everyone to
have lists and schedules
Assume others know your needs
Assume the worst Refuse to delegate
Being the best Stabilizer you can be
Stabilizers Do… Say what you mean Learn to say “No” Write problems and
solutions down Face conflict quicker
Stabilizers Don’t…. Let resentment build Always say “I don’t
care, make a choice” Procrastinate Keep running from
conflict-stonewalling
Being the Promoter you can be
Promoters Do… Listen better Remember your
obligations Use a calendar Acknowledge rank and
hierarchy
Promoters Don’t…. Expect others to protect
you forever Over commit yourselves
with projects Laugh everything off Dominate conversations
The Driver/Red“Let’s Lead My Way” Desire: Have control of decisions and future successes. Could improve if: They became more patient, didn’t expect
everyone to produce as he/she does, slow down and focused on the need at hand.
As a leader he/she: Has a natural feel for being in charge, a quick sense of what will work and a sincere belief in his/her ability to achieve, but may overwhelm less aggressive people.
Reactions to stress: Tighten control, work harder, run faster, and very little compassion for those who are “incompetent”.
Recognized by: Fast moving approach, quick grab for control, self-confidence, and overpowering attitude.
Feels respected when: There is compliance, everybody is a team player, and loyalty to the organization.
The Organizer“Let’s Lead the Right Way” Desire: Have it right and follow protocol. Could improve if: He/she didn’t take life quite so seriously and
didn’t expect staff to be perfectionists. As a leader: Organizes well, is sensitive to people’s feelings,
has deep creativity, wants quality performance, and has compassion for the hurting.
Reactions to stress: Withdraws, becomes moody, feels like giving up, and recounts the problems.
Recognized by: Serious, sensitive nature, well-mannered approach, self-critical comments, meticulous and well-groomed looks and full calendar.
Feels respected when: They are appreciated, listened to, and not expected to adjust the standards of their work .
The Stabilizer“Let’s Lead the Easy Way” Desire: “For everyone to get along”, and keep peace. Is valuable in work: Because he/she cooperates and has a
calming, stabilizing influence; mediates between contentious people, and objectively solves problems.
Could improve if: Sets goals and becomes self-motivated, be willing to move faster than expected and become more decisive in handling problems, “nipping issues in the bud.”
Reactions to stress: Live in denial and hope issues go away on their own, stuff problems, avoid confrontation.
Recognized by: very casual and calm approach, relaxed and likeable, easy going presence.
Feels respected when: you remain calm and solution oriented with problems and don’t force them to be or act different.
The Promoter“Let’s Lead the Enjoyable Way” Desire: Enjoy work. Is valuable in work: For promoting ideas, optimism, encouraging
others, and good with P.R. Reactions to stress: Change the scenery, minimize serious
problems, and blame others for negativity. Recognized by: Accepting of all staff members, enthusiastic,
ability to mix easily, an abundance of fresh ideas and are either greatly loved by co-workers or highly irritating to the structured thinkers of the organization (so my “blue/red” nurse wife says).
Feels respected when: They feel valued, ideas are acknowledged, and they are given freedom to be creative.
QUESTIONS?