Are There Two Types of Leaders?
Yesterday, I heard an excellent talk by professor, Susanne J. Peterson Ph.D. from ASU’s Carey School of Business of management. Her topic was the High Impact leader. Suzanne bases her definition on combining two styles of current leadership; task/results driven and people oriented.
It’s easy to determine whether or not existing or prospective employees from the C-Suite down as well as those being considered for promotion have the technical skills to do a job. It’s much harder to determine whether their behaviors and attitudes/motivators are in line with the job requirements and company culture. Today it is imperative that existing leaders within organizations recognize the emotional and monetary cost of not understanding these criteria at the time of hiring and in teambuilding.
Suzanne emphasized that a credible High Impact leader has certain behaviors that contribute to their success and they cannot be overlooked. As a user and believer in the various assessments that measure behaviors, motivators and competencies, I am in total agreement with this philosophy. The reports from these assessments help managers with promotion, growth/coaching, benchmarking and hiring. Many times they answer the reason an existing member of the team is having an issue with their job even though they have the technical skills.
If you are interested in learning more about how to determine the behaviors and competencies needed for jobs in your companies or for success in your present job, then please contact me at: ar@arlenerosenberg.com so we can discuss how to help you. Over the next few weeks, I will be giving you more information on the general behaviors of a High Impact Leader.
Have a great week!
