Double Learner Motivation with Revolutionary Strengths-Based Leadership

Free webcast: Double Learner Motivation with Revolutionary Strengths-Based Leadership
On March 4, HR.com is hosting my complimentary webinar on Double Learner Motivation with Revolutionary Strengths-Based Leadership. In this fast-paced session I’ll discuss why a huge part of the leadership development gap is caused by traditional needs assessments and gap analysis. This weakness-based approach is ineffective and undermines participant motivation for change. I’ll show pre and post studies examining the impact of leaders choosing to fix weaknesses versus building on existing strengths. 12 to 18 months later, the leaders who magnified their existing strengths showed two – three times more improvement in leadership effectiveness than leaders who worked on fixing their weaknesses.

The webinar is open for everyone to join once you register on the HR.com web site (no charge for either). Following the webinar, participants who are working on their IHR designation will be asked to complete the following quiz based on what I’ve covered.

If you’ve been a regular blog reader since last fall you should have no trouble answering this online quiz. Complete the quiz online or send us your answers by email and you could win one of two copies of How to Be Exceptional: Drive Leadership Success by Magnifying Your Strengths. We’ll draw the two most correct responses from American and Canadian participants and mail you a complimentary copy of the new book.

1) Peter Drucker says:

a. Leadership is action, not a position
b. Weak leaders have many weaknesses
c. Focusing on weaknesses is foolish and irresponsible
d. Gap analysis is the root of good strategic planning

2) Zenger Folkman’s leadership competency research:

a. Was an extensive literature review
b. Identified the competencies differentiating the highest and lowest performing leaders
c. Showed balanced leaders were the most effective
d. Proved leaders need to improve across all leadership competencies

3) The center pole of The Leadership Tent is:

a. Leading Change
b. Personal Capability
c. Interpersonal Skills
d. Character

4) The best predictor of employee engagement is:

a. The immediate supervisor
b. Organizational culture
c. Work-life balance
d. Onsite daycare, health club, refreshments, and such.

5) Extraordinary leaders:

a. Are naturally gifted
b. Can be Prima Donnas and hard to work with
c. Produce measureable results many times higher than average or poor leaders
d. Are charismatic

6) Building on leadership strengths:

a. Is the only way to become an extraordinary leader
b. Broadens the spectrum of development methods
c. Contributes to a more positive organizational culture
d. All of the above

7) Gap analysis and needs assessment are:

a. The clearest way to see what’s really going on
b. Weakness-based approaches that diminish motivation to change
c. The first step in effective training and development programs
d. Fun and highly energizing

8) To increase his or her effectiveness from average to extraordinary a leader must:

a. Become highly effective at most competencies
b. Eliminate weaker areas
c. Increase 3 – 5 strengths to the 90th percentile
d. Work hard on personal growth and development

9) Most 360 multi-rater surveys:

a. Are built on predictive evidence that what they’re measuring correlates to performance outcomes
b. Provide insights on how to build strengths
c. Leave most participants feeling positive and energized to improve
d. None of the above

10) Leadership cross training is:

a. Based on the companion competencies that build strengths from good to great
b. Designed to cross-connect and improve weaker areas
c. Impossible because there’s no map
d. Mostly just for athletes and elite executives

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Join in my complimentary webinar on February 12 on “Building Extraordinary Coaching Skills: Six Steps to a Coaching Culture with Exceptional Leaders.”  Click here for details and to register (connections are limited).

I’ll also cover these points as well as overview our very powerful Strengths-Based Leadership Development System at a complimentary executive briefing on March 19 at The Holiday Inn Toronto Airport East, Dixon Road in Toronto. Click on Developing Exceptional Leaders and Coaches: Strengths-Based Leadership and Coaching Skills Development for more information and to register. Seats are limited.

 


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For over three decades, Jim Clemmer’s keynote presentations, workshops, management team retreats, seven bestselling books, articles, and blog have helped hundreds of thousands of people worldwide. The Clemmer Group is the Canadian strategic partner of Zenger Folkman, an award-winning firm best known for its unique evidence-driven, strengths-based system for developing extraordinary leaders and demonstrating the performance impact they have on organizations. Check out www.clemmergroup.com for upcoming webinars and workshops.

Website: http://www.clemmergroup.com

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