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Ph.D. PI Worldwide
Admiral Todd Fisher & Lori Wieters, Ph.D. TriWest Healthcare Alliance
Todays Roadmap
Here is where we will be going over the next 90 minutes:
The evolving leadership context.
The world of work has changed more rapidly in the past 15 years than in the prior 100.
Fundamental Forces
How does the workplace of today and tomorrow differ from that of yesterday? Eight fundamental forces:
Technology. Diversity. Teams. Personality Fit. Work/Non-Work Balance. Change. Learning. Leadership.
Applies to leaders at all levels. Is tightly connected to business strategy. Blends results and behavior.
The Personality-Leadership Connection Personality predicts leadership performance. VP of Organizational Effectiveness: How you will lead is determined by who you are. Use personality data to:
Select future leaders at all levels. Help leaders transition to new levels/roles. Improve the performance of current leaders.
Research Findings
At least 25% of a leaders overall effectiveness can be directly traced to personality.
1. Team, Unit, and Organizational $$ Performance 2. Individual and Team Satisfaction and Functioning 3. Supervisor Ratings
This relationship holds across levels of leadership. Correlations may even be stronger for specific leadership competencies and tasks such as customer focus, motivating others, setting priorities, etc.
Good leadership and bad leadership may be qualitatively different things. Personality predicts and influences what a leader SHOULD do: Act modestly and humbly. Foster team spirit, etc. And what a leader SHOULDNT do: Betray trust. Act arrogantly or insensitively, etc. Countless empirical studies have indicated that the baseline of managerial incompetence is at least 50%.
The vast majority of these studies highlight the role of personality as THE key issue.
Leader Selection:
10-year study of progression of 312 high-potential leaders Those who fulfilled potential were differentiated by:
PI Profile: Conscientious, Precise, Self-Disciplined Higher General Cognitive and Analytical Reasoning Abilities Came from two of the companys six primary business units
Crash and Burns had distinctive PIs as well. Targeted behavioral feedback for current top-talent to create enhanced self-awareness. Extra attention paid to those switching roles (e.g. tactical vs. strategic). 91% of participants have felt the program to be valuable.
Leader Development:
Leaders Matter
Thank you!
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