Critical Leadership Traits

What can I say about Leadership Traits? I've worked for leaders, been a leader and coached leaders for over 40 years. In that time, I've recognized certain leadership traits are common to the majority of great leaders. That's my subjective observation. In my coaching practice, I use personality assessment tools to help me, coach, understand my clients, and to help them understand themselves and their teams. I compiled a list of all company leaders/ CEOs with whom I've administered a personality assessment in order to objectively determine which leadership traits are most common. The leaders in this survey all run companies ranging from $1 million in revenue to $40 million. Most Personality Assesment tools measure Dominance, Extraversion, Patience, and Formality. Good tools, like Predictive Index, and Ngenio's MPO realize that these traits fall on a spectrum. For instance, in the case of formality, which measures things like precision, attention to detail and rules following. Some people are extremely rigid and precise while others are extremely flexible, and others still may just be slightly precise. For instance, in the case of the Predictive Index the spectrum looks like this: Low -3 -2 -1 Trait +1 +2 +3 High Agreeable Agreeable Humble Unselfish A Independent Resolute Forceful Assertive Amenable Accepting Peaceable Dominance Competitive Autonomous Aggressive Acquiescent Collaborative Caring Self—starting Venturesome Controlling Compliant Pleasing Attentive Resourceful Innovative Self-reliant Accommodating Modest Supportive Inventive Directing Confrontational Obliging Willing Cooperative Determined Challenging Unyielding Reserved Private Imaginative Quiet B Sociable Simulating Expressive Outgoing Standoffish Reserved Sincere Extraversion Persuasive Enthusiastic Gregarious Separate Unpretentious Introspective Talkative Socially poised Enticing Reticent Ruminant Contemplative Open Compelling Outspoken Isolated Insightful Candid Encouraging Eloquent Influential Reclusive Pensive Reflective Eager Animated Convincing Impatient Zealous High-strung Tense C Relaxed Deliberate Extremely steady Steady Volatile Hurried Quick Patience Stable Measured Placid Edgy Intense Hasty Calm Unhurried Habitual Impulsive Fast-paced Prompt Cool Peaceful Easygoing Urgent Abrupt Ready Composed Serene Even-tempered Rushed Rapid Restless Collected Unruffled Mellow Flexibility Spontaneous Familiar Casual D Conservative Precise Dutiful Conforming Unstructured Unworried Uninhibited Formality Thorough Careful Inflexible Extemporaneous Undaunted Easy Respectful Cautious Structured Instinctive Unconcerned Facile Loyal Exacting Strict Impulsive Carefree Flexible Diligent Proper Vigilant Improvising Unfussy Pliable Serious Rigorous Correct What patterns emerge from evaluating my database. Most of the leaders I work with are...

Hiring Right

The point of hiring is not to get people on board the bus. Hiring right is getting the right people on board the bus. In fact, it's to get the right people in the right seats on the bus.  That's the key. Running a business is like chess and not checkers. In business, you don't need people who all walk alike, talk alike and share the exact same strengths and weaknesses. In business, different roles require different types of people. Some roles require the ability to move diagonally, other roles require you move like a knight. What's the key to hiring right? Four factors in hiring right are: Cognitive Ability - Does the candidate have the mental capacity to think, learn, solve problems and perform the mental tasks required to fulfill their duties? Personality Traits - Are the candidate's hard-wired personality traits compatible with the tasks they will be required to perform? Knowlege - Do they have the training and experience to perform the task? Cultural Fit - Do they fit in with the company's belief system? Which of these factors is most important? It depends on your situation. Hiring Right For Cognitive Ability - Smart people figure stuff out! I figured that out myself which is...

Skills Versus Traits - Clint Burt

Skills Versus Traits: You Can’t Teach Tall

What do I mean by Skills versus Traits? Nineteen Seventies Matinee Stars Clint Eastwood and Burt Reynolds (for you kids out there they were the George Cloney (too old?), Brand Pitt (still too old?), Ryan Gosling (Still too old?), Sunny Pawar (what? 8 years old too young?)) early in their careers were sitting in a Hollywood Studio waiting room to find out if they got the part. In walks the casting director and he says to Burt Reynolds, "You didn't get the part because you can't act. " He then turned to Clint and said, "You didn't get the part either because your Adam's Apple is too big." As the casting director left the room, Reynolds laughed hysterically to which Eastwood said, "What's so funny?" Burt Reynolds replied, "I can learn to act!" Acting is a Skill. Adam's apples are a Trait. Skills Versus Traits. You can learn a skill. You can't learn or unlearn a trait. You can teach someone to make a free throw in basketball. You can't teach a 5'1" basketball player to be 6 feet tall. Those are physical traits. Very visible and easily identified. Personality traits are just as difficult to change and yet not quite as visible. All of us...