REPORT PREPARED FOR: Charyl Leister
REPORT DATE: June 19, 2009
This personalized report has been prepared for you based on your responses to the “What’s My Leadership Style?”
assessment. Inside this report you will discover your preference for using one of four leadership styles: Direct,
Spirited, Considerate and Systematic. You will also gain insight into the unique characteristics of each style, and
learn ways to adapt or “flex” your style to improve your ability to lead and influence others.
PARTICIPANT REPORT
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Contents
Understanding Leadership...................................................................................................................................................................2
Understanding Leadership Style........................................................................................................................................................3
Assertiveness.......................................................................................................................................................................................3
Expressiveness.....................................................................................................................................................................................3
Your Leadership Style Profile...............................................................................................................................................................4
Your Leadership Style Strengths.........................................................................................................................................................5
Your Leadership Style Trouble Spots.................................................................................................................................................6
Flexing Your Leadership Style..............................................................................................................................................................7
Recognizing Others’ Dominant Style.................................................................................................................................................8
Applying What You’ve Learned...........................................................................................................................................................9
Appendix: Comparative Data..............................................................................................................................................................10
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Copyright © HRDQ 2009
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Understanding Leadership
You may be in charge of an entire organization, oversee the work of one or two other people, or work with others on
a cross-functional team. No matter what role you fulfill, one thing is true: If you influence others to work toward
organizational goals then you are a leader.
The concept of leadership seems familiar enough; you’ll likely hear the term many times throughout a typical work
week. Yet defining the term precisely can prove challenging, since there is no universally agreed upon definition of
leadership.
One way to construct a definition is to first think about what a leader does. A leader generally develops and
maintains sufficient cohesiveness and motivation to keep one or more people working together as a functioning
unit. The leader, then, positively influences the behavior of others in order to achieve a predetermined
accomplishment or goal.
Different people have different ways of influencing others. One leader may appeal to team members’ competitive
drive. Another may rally the troops around a cause. Yet another may guide team members according to carefully laid
plans. Your responses to the “What’s My Leadership Style? Online” assessment reveal your own preferred way of
influencing others.
The purpose of this report is to help you:
·
·
·
Understand your leadership style,
Discover the unique benefits and potential pitfalls of your style, and,
Learn how to adapt your leadership style to increase your effectiveness as a leader.
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Copyright © HRDQ 2009
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Understanding Leadership Style
Leadership Style can best be understood by measuring the extent to which a leader’s preferred behavior
demonstrates assertiveness and expressiveness. We call these broad categories of behavior dimensions. The
combination of high/low on the assertiveness dimension and high/low on the expressiveness dimension results in
four possible leadership styles: Direct, Spirited, Systematic, and Considerate (Table 1).
Style
Assertiveness
Expressiveness
Direct
High
Low
Spirited
High
High
Considerate
Low
High
Systematic
Low
Low
Table 1: Leadership Style-Assertiveness and Expressiveness Dimensions
Assertiveness
The assertiveness dimension measures the degree to which a person’s behavior is forceful or directive. Highly
assertive people like to take control of situations while people with low assertiveness may be more comfortable in
less visible roles.
Expressiveness
The expressiveness dimension measures the degree to which a person’s behavior is emotionally responsive or
demonstrative. Highly expressive people like to show their emotions and form interpersonal relationships while less
expressive people tend to keep to themselves.
The HRDQ Style Model
The Assertiveness and Expressiveness
dimensions are represented by
perpendicular lines on the HRDQ Style
Model, (Figure 1). This results in four
quadrants representing the four distinct
leadership styles: Direct, Spirited,
Considerate and Systematic.
Figure 1: The HRDQ Style Model
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Copyright © HRDQ 2009
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Your Leadership Style Profile
DIRECT
22
22
23
SPIRITED
23
CONSIDERATE
25
30
25
SYSTEMATIC
30
Figure 2: Your Leadership Style Profile
Individuals can demonstrate a variety of leadership styles. Some people may even combine leadership styles that
appear contradictory. Conceivably, one person might be a results-driven “people person” combining the Direct and
Considerate styles, while another person might be a charismatic number-cruncher, combining the Spirited and
Systematic styles. Yet, when they are able to choose, most people consistently use one style.
Based on your responses to this assessment you have the highest preference for the SYSTEMATIC style. This is the
style you are most comfortable using, and so we call this your DOMINANT style (Figure 2).
Analytical and data driven, the SYSTEMATIC leader provides structure, and works to ensure projects and tasks stay
on track.
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Copyright © HRDQ 2009
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Your Leadership Style Strengths
Each of the four styles has unique strengths (Table 2). DIRECT leaders provide a clear sense of purpose; SPIRITED
leaders increase their group’s energy levels; SYSTEMATIC leaders will ensure that others maintain their own exacting
standards; and CONSIDERATE leaders maintain group harmony.
STYLE
STRENGTHS
·
The Direct
Leader
DIRECT
When crisis strikes, DIRECT leaders’
take-charge style can pull others through.
·
The Spirited
Leader
SPIRITED
When a group’s energy begins to flag,
SPIRITED leaders’ spontaneity can provide a
vital spark.
·
·
·
·
The Considerate
Leader
CONSIDERATE
·
·
·
·
When team harmony is needed,
CONSIDERATE leaders’ desire to
accommodate everyone is a plus.
·
·
·
The Systematic
Leader
SYSTEMATIC
·
When accuracy and objectivity matter most,
SYSTEMATIC leaders’ analytical style can be a
real asset.
·
·
Table 2: Leadership Style Strengths
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Copyright © HRDQ 2009
Likes to compete, which may give the
organization and edge over others.
Produces quick results.
Energetic, and gets people moving.
Takes charge no matter how challenging the
situation.
A big picture, vision-oriented thinker, who is
good at generating enthusiasm.
Motivates others to develop fresh, new
approaches.
Spontaneous. Creates a fun atmosphere.
Rallies support.
Provides others with a sense of reassurance in
difficult or chaging times.
Builds a loyal following by demonstrating
their support for others.
Recognizes the importance of taking others’
views and feelings into account.
Good at maintaining team harmony.
Provides structure for activities, which usually
helps tasks or projects stay on track.
Makes sure that no one overlooks the
important details.
Analytical and Data driven. Makes decisions
based on facts.
Strong orientation toward objectivity and
accuracy.
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Your Leadership Style Trouble Spots
Can you have too much of a good thing? Each style has definite strengths. Yet, placed in the wrong situation or
context, leaders may find the strengths associated with their Dominant style counterproductive. Indeed, some
strengths, when taken to their extreme, can become trouble spots, (Table 3).
STYLE
TROUBLE SPOTS
·
The Direct
Leader
DIRECT
DIRECT leaders’ sense of urgency and
reluctance to delegate may result in them
having difficulty in loosening their grip.
·
Emphasis on thinking of new ways to do
things sometimes comes at the expense of
making sure that things are carried through to
completion.
A strong orientation toward harmony may
cause the CONSIDERATE leader to avoid
constructive conflict.
·
·
·
·
The Systematic
Leader
SYSTEMATIC
·
·
The Considerate
Leader
CONSIDERATE
·
·
The Spirited
Leader
SPIRITED
·
·
When SYSTEMATIC leaders impose too much
structure, their followers may rebel under so
much control.
Table 3: Leadership Style Trouble Spots
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Copyright © HRDQ 2009
·
When stressed, they may cross the line from
taking charge to being overbearing.
Their competitive spirit may intimidate and
demotivate those they lead.
Works hard, but when they expect the same
high-octane performance from those they
lead, they may cause their followers to burn
out.
Persuasive abilities may become
manipulative.
Over eagerness may sometimes lead to
glossing over of important details.
Too much focus on idea generation can lead
to indecisiveness.
Can lose sight of long term goals.
A desire to keep things comfortable by
maintaining the status quo can cause them
to resist change.
Support may become overly permissive,
allowing difficult situations to get out of
control.
Their willingness to accommodate others’
views may cause them to give in on
important issues.
Potential to make the people they lead feel
overly criticized and bogged down.
When urgent situations call for quick action,
systematic leaders’ thoroughness may be
counterproductive.
A preference for objectivity and accuracy
above all else may cause others to view them
as impersonal or lacking creativity.
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Flexing Your Leadership Style
The most effective leaders make situational choices when leading, regardless of their Dominant style. They may
deliberately choose to follow their natural inclinations, leading others in their characteristic way, or, they may choose
to modify or adapt their Dominant style to suit the situation.
Making use of styles other than your Dominant style is called “flexing” and is central to achieving success as a leader.
Effective leaders understand where their natural leadership style is likely to be effective, and where it might work
against them, (Figure 3). You can learn to flex your style by consciously stepping outside of your comfort zone. For
example: Spirited and Systematic people can have unproductive interactions because of the different speeds at which
they make decisions. The Spirited person (who is more comfortable talking about concepts or ideas) can improve
interactions with a Systematic person (who prefers concrete facts) if he or she provides data and supportive evidence
in their discussions.
THE SPIRITED LEADER
THE DIRECT LEADER
Most Effective in situations in which
people need to be motivated to develop
fresh, innovative ideas.
Least Effective in urgent situations in
which deadlines must be met or when
long-term planning is vital.
Most Effective in a crisis, or rapidly
changing situations in which bold action
and quick decisions are needed.
Least Effective in situations requiring
careful planning and in situations
requiring tact and sensitivity to others’
feelings.
THE CONSIDERATE LEADER
THE SYSTEMATIC LEADER
Most Effective in sensitive situations
requiring patience, tact, and diplomacy.
Least Effective in situations requiring
quick adjustments because of
unforeseen changes and situations in
which the need to take charge of others
is crucial.
Most Effective in situations calling for
careful, long-term planning, accuracy, and
objective analysis.
Least Effective in situations requiring
quick decision-making or flexibility.
Figure 3: Flexing Your Leadership Style
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Copyright © HRDQ 2009
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Research shows that people representing all four styles can and do function effectively as leaders. But rather than
asking yourself, “Do I have what it takes to be a leader?” it is more productive to ask, “What does this situation
require from me?” Then you will be able to decide whether you need to flex your leadership style, and, if so, how.
Recognizing Others' Dominant Style
Just as you have your own, unique style, others have their own style, too. In fact, misunderstandings or even
interpersonal conflict can often be traced to a difference in style. In the workplace you will encounter a variety of
styles. You can increase your effectiveness as a leader by learning how to recognize the styles of others and adjust
your approach accordingly.
Review some of the common characteristics of each of the four leadership styles in respect to their communication
behaviors and work style (Table 4). These characteristics will give you clues that can help you quickly recognize or
“read” the Dominant style of others.
DIRECT
SPIRITED
COMMUNICATION
Candid; freely shares
opinions; asks tough
questions; likes
competition.
WORK STYLE
Comfortable setting
Excels at the creative
objectives; independent; process; multi-tasks; can
moves quickly from one miss deadlines.
task to the next; can be
impatient.
Outgoing; generates
excitement; likes to tell
stories; prefers group
discussion; is persuasive.
Table 4: Reading Other's Styles
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Copyright © HRDQ 2009
CONSIDERATE
SYSTEMATIC
Active listener; builds
trust; works cohesively
with others; is patient;
values personal
relationships.
Analytical; calm and
rational; is more
comfortable discussing
facts than feelings.
Collaborative; flexible;
happy to take on less
high-profile tasks; can be
resistant to change.
Meets deadlines; prefers
to focus on one thing at
a time; well-organized;
avoids taking risks.
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Applying What You've Learned
Now that you have identified your own leadership style, how can you put this knowledge to work? We suggest you
spend some time reflecting on the feedback in this report. The following questions will help guide your thinking:
1. Based on the information you obtained from this report, what are your personal strengths as a leader?
2. What are your potential trouble spots?
3. Think of a specific situation in which you will need to influence others to accomplish a goal. Identify
below a) the strengths you can use to your advantage; b) the potential trouble spots that might hinder
your progress; and, c) the specific changes you can make to adapt or flex your leadership style to meet
the requirements of the situation.
a) Strengths:
b) Potential trouble spots:
c) Activities I can do or changes I can make to help adapt or flex my style:
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Copyright © HRDQ 2009
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Appendix: Comparitive Data
The following data are included here for the purposes of comparison only and do not infer that one style is better or
more appropriate than another. Scores from more than 800 assessments were used in this analysis.
Chart 1 compares your style to the average score for each style (all respondents). There is relatively little variance in
the average scores for each style, which is consistent with other assessments in the HRDQ style series.
Leadership Styles: Actual vs. Average Scores
40
35
30
Score
25
20
15
10
5
0
Your Score
Average Score
DIRECT
SPIRITED
CONSIDERATE
SYSTEMATIC
22
23
25
30
22.51
24.27
27.36
25.77
Chart 1: Leadership Styles - Average Scores
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Copyright © HRDQ 2009
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Chart 2 shows the frequency with which each Leadership Style appears as the Dominant style. This chart answers the
question: Which is the most common leadership style? The results seem to support the research into effective
leadership, which suggests that contemporary leaders place a strong emphasis on the relationship behaviors
characteristic of the CONSIDERATE style.
Chart 2: Frequency of Dominant Style, All Respondents
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Copyright © HRDQ 2009
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
Chart 3 shows the frequency with which each Leadership Style appears as the Dominant style for male and female
respondents. Male respondents show an increased preference for the Direct and Systematic styles compared to
female respondents. However, the Considerate style remains the most prevalent for both genders.
Chart 3: Frequency of Dominant Style, Male vs. Female
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Copyright © HRDQ 2009
Charyl Leister, June 19, 2009
WHAT’S MY LEADERSHIP STYLE? ONLINE
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