And, see this bonus article …
by Bob Whitesel D.Min., Ph.D., 1/11/15.
Research by the McKinsey Organization on 189,000 leaders in 81 diverse organizations4 around the world discovered there are four (4) reoccurring behaviors in effective leaders. These “four kinds of behavior account for 89 percent of leadership effectiveness.”
Over the years I’ve been blessed with the opportunity to mentor and counsel some of the best leaders in America. And I can confirm the McKinsey Organization’s conclusions about these being the four recurring behaviors of effective leaders.
Below is a McKenzie research summary of each behavior, with a short application by myself regarding how each behavior may apply to ministry leaders.
Use these behaviors as a guide in hiring and leadership development.
(McKinsey Organization) Solving problems effectively. The process that precedes decision making is problem solving, when information is gathered, analyzed, and considered. This is deceptively difficult to get right, yet it is a key input into decision making for major issues (such as M&A) as well as daily ones (such as how to handle a team dispute).
Commentary by Dr. Whitesel: Problems solvers do not run away from problems or ignore them, but tackle them head-on in a unifying and teambuilding way. They are known in the organization as problem-solvers.
(McKinsey Organization) Operating with a strong results orientation. Leadership is about not only developing and communicating a vision and setting objectives but also following through to achieve results. Leaders with a strong results orientation tend to emphasize the importance of efficiency and productivity and to prioritize the highest-value work.
Commentary by Dr. Whitesel: “Skilled leaders care about results more than micromanaging the process. As Mike Breen says they ‘have high accountability, but low control.’ High accountability is the key – which means having specific results to which everyone agrees and that are realistic, attainable and celebrated when they are met.”
(McKinsey Organization) Seeking different perspectives. This trait is conspicuous in managers who monitor trends affecting organizations, grasp changes in the environment, encourage employees to contribute ideas that could improve performance, accurately differentiate between important and unimportant issues, and give the appropriate weight to stakeholder concerns. Leaders who do well on this dimension typically base their decisions on sound analysis and avoid the many biases to which decisions are prone.
Commentary by Dr. Whitesel: “Today’s skilled leader stays abreast of innovations and changes in ministry culture. They don’t go by gut instincts or what’s worked in the past but do their research before a change is made. They then know how to explain these changes in ways that motivate and unite the workers.”
(McKinsey Organization) Supporting others. Leaders who are supportive understand and sense how other people feel. By showing authenticity and a sincere interest in those around them, they build trust and inspire and help colleagues to overcome challenges. They intervene in group work to promote organizational efficiency, allaying unwarranted fears about external threats and preventing the energy of employees from dissipating into.
Commentary by Dr. Whitesel: “Skilled leaders work hard to find out what motivates each employee. They do this not for their own success, but for the team’s success. Like a counselor they are sensitive to the hopes, aspirations and needs of those they lead. They create trust and confidence in their leadership because it is rooted in understanding those they lead.”
New research suggests that the secret to developing effective leaders is to encourage four types of behavior.
by Claudio Feser, Fernanda Mayol, and Ramesh Srinivasan, McKinsey Research, 1/7/15.
Our most recent research, however, suggests that a small subset of leadership skills closely correlates with leadership success, particularly among frontline leaders. Using our own practical experience and searching the relevant academic literature, we came up with a comprehensive list of 20 distinct leadership traits. Next, we surveyed 189,000 people in 81 diverse organizations4 around the world to assess how frequently certain kinds of leadership behavior are applied within their organizations. Finally, we divided the sample into organizations whose leadership performance was strong (the top quartile of leadership effectiveness as measured by McKinsey’s Organizational Health Index) and those that were weak (bottom quartile).
What we found was that leaders in organizations with high-quality leadership teams typically displayed 4 of the 20 possible types of behavior; these 4, indeed, explained 89 percent of the variance between strong and weak organizations in terms of leadership effectiveness (exhibit).
Four kinds of behavior account for 89 percent of leadership effectiveness.
Commentary by Dr Whitesel: “Consensus is different than getting input. This article points out that you always need to get input, but you shouldn’t think you have to get everyone in agreement before you move ahead with a new idea. Read the article below for more.”
“Female leaders around the world bested their male counterparts in five out of seven metrics of effective leadership.
The research focused on seven key traits of effective leadership, with women in leadership pulling ahead in five of those areas.
In the top four—“leading by example,” “communicating in an open and transparent way,” “admitting mistakes,” and “bringing out the best in others,”—more than half of respondents felt that women leaders performed better than men.
A fifth metric—“handling controversial issues or crises calmly and confidently”—placed males and females at a similar 48% to 52%.”
Read more of The End Of ‘Macho’? Survey Identifies ‘Feminine’ Leadership Communication As The Way Of The Future from Forbes Magazine at … http://www.forbes.com/sites/kathryndill/2014/05/20/the-end-of-macho-survey-identifies-feminine-leadership-communication-as-the-way-of-the-future/?utm_content=buffer28574&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer