What's Your Leadership Tool Stack?

Unsplash @chuklanov

Leading teams is like trying to build blindfolded – you can feel the pieces moving, but without clear insight, you're working in the dark. Understanding ourselves and our people is often the most challenging yet crucial aspect of leadership. While we can master technical skills through practice and study, the human element – with all its complexities, emotions, and unique perspectives requires different tools altogether.

Twenty-five years ago, my journey into these human dynamics began when my Vistage coach introduced me to the DISC assessment, followed closely by exploring Myers-Briggs with a mentor. What struck me most was the consistency – my MBTI type has remained ENTP through multiple assessments across a quarter century, and my StrengthsFinder results have shown similar stability. This reliability isn't just coincidence; it's what psyshometricians call high test-retest reliability, a crucial marker of assessment quality. (Russell’s 14 page paper - HPI, FIRO-B, and TKI are reliable and valid assessments)

Let's explore some key leadership assessment tools and their specific applications:

Myers-Briggs Type Indicator (MBTI) Purpose: Identifies personality preferences across four dimensions, helping people understand their natural tendencies in processing information, making decisions, and interacting with others. Pros: Widely recognized, easy to understand, extensive research base Cons: Can lead to "boxing" people into types, sometimes oversimplified Best for: Individual development, team communication improvement. Sample MBTI

Hogan Personality Inventory (HPI) Purpose: Measures normal personality traits and predicts job performance Pros: Strong predictive validity for workplace performance, comprehensive reporting, robust scientific foundation Cons: Requires significant training to administer, more expensive than some alternatives Best for: Talent acquisition, Executive coaching, leadership development, succession planning. Sample: HPI Overview , HPI Insights

Workplace Big 5 Purpose: Measures five fundamental personality dimensions in work contexts Pros: Research-based, stable measurements, strong validity Cons: Can be complex to interpret, requires skilled facilitation Best for: Talent acquisition, Leadership development, team composition, career planning. Sample: Big 5 Individual Trait , Group Insights, Leadership Competency

Thomas-Kilmann Conflict Mode Instrument (TKI) Purpose: Assesses how people typically handle conflict through five modes Pros: Practical application, easy to understand, non-judgmental framework Cons: Limited scope, focuses solely on conflict handling Best for: Team development, conflict management training. Sample: TKI Individual, TKI Team

FIRO-B (Fundamental Interpersonal Relations Orientation-Behavior) Purpose: Measures interpersonal needs and behaviors in three areas: inclusion, control, and affection Pros: Reveals underlying motivations, helpful for relationship building Cons: Can be manipulated, requires careful interpretation Best for: Emerging leaders, management development, team dynamics. Sample: FIRO-B for Organizations

Birkman Method Purpose: Assesses personality, social perception, and occupational interests Pros: Comprehensive view of behavior and needs, excellent for team dynamics Cons: Complex interpretation, requires certified consultant Best for: Team workshops, career development, organizational planning. Sample: Russell Verhey’s Birkman (Bonus), Individual Basic, Basic Group Report

360-Degree Feedback Purpose: Gathers multi-source feedback on leadership behaviors Pros: Provides comprehensive feedback, identifies blind spots Cons: Can be time-consuming, requires careful administration Best for: Leadership development, coaching intensives, performance improvement. Sample: CCL Benchmark 360, Korn Ferry 360, Birkman 360, Hogan 360, Advance Custom

Team Primary

StrengthsFinder (Gallup CliftonStrengths) Purpose: Identifies an individual's top 5 talents from 34 themes, emphasizing natural strengths rather than fixing weaknesses Pros: Research-backed, positive approach, practical for team composition Cons: May overlook development needs, requires coaching for best results. Best for: Career development, team role alignment, leveraging natural talents Sample: Clifton’s 34 Strengths

Choosing Your Tools

Like any craftsperson, leaders need to select the right tool for the job. Consider these questions when selecting an assessment:

1. What specific insight are you seeking?

2. What's the context – individual development, team building, or organizational change?

3. Who will interpret the results? (Some tools require certified facilitators)

4. What's your budget and timeline?

5. How will you apply the insights gained?

Remember that these tools are only as effective as the facilitator interpreting them. A skilled practitioner can help you derive meaningful insights and create actionable development plans.

Next Steps

Whether you're looking to enhance your leadership capabilities, improve team dynamics, or develop your organization, consider starting with one of these proven tools. For those new to leadership assessments, MBTI or Strength Finders provide accessible entry points. For deeper insights, especially in executive coaching contexts, the Hogan or Birkman assessments offer comprehensive perspectives.

The key is to match the tool to your specific needs and ensure you have qualified support in interpreting and applying the results. Consider consulting with experienced facilitators who can guide you in selecting and utilizing the right assessment for your situation.

Remember, these tools aren't about putting people in boxes – they're about opening doors to greater self-awareness, improved communication, and enhanced leadership effectiveness. The right tool, in the right hands, can unlock new potentials in your leadership journey.

Stats: Assessments, 1-1 and Team Debrief, as of 2024

• MBTI - 250+

• Hogan - 25+

• Big 5 - 300+

• FIRO - 200+

• TKI - 100+

• Birkman - 500+ 1-1, Teams, & Workshops

• 360 - 500+ 1-1s

• Strengths - 100+ 1-1, Teams, & Workshops

3 Lessons Learned Creating Psychological Safety

Unsplash @mullyadii

As an Organizational Development consultant, I have a front seat in the facilitation of building healthy, cohesive teams. Every team represents a case study of leadership and social dynamics lessons to observe and learn. Shared leadership and psychological safety influence levels of cognitive and social motivations (Sun et al., 2023). High-functioning cohesive teams compared to low dysfunctional teams reflect trust among team members. The higher the trust, the higher the effectiveness. For the last six months, one group I have been working with has unique collaborative, courageous, and fun dynamics. It is a joy to be at the table.

What makes teamwork well?

A level of trust reflects a high degree of psychological safety between team members and the leader. Psychological safety increases work performance, collaborative knowledge-sharing behavior, organizational citizenship, and lower turnover when done well. The ability to communicate openly and freely determines team members' positive work outcomes. (Liu & Keller, 2021). 

“A surviving versus thriving team is marked by belonging, not bullying. ”

Consultants are typically called in when there is a problem. When there was no trust, little communication and productivity suffered. One case study of two teams I recently worked with included a group that experienced a 200% turnover over two years. Meanwhile, the second team was engaging, energetic, and innovative. The first team felt exhaustive and unengaging. The root issue of the first team was a leadership challenge after months of consultation, 360s, personality assessment, culture surveys, and team intervention. The leader style is a micromanager with inconsistent communication, favoritism, and hyper-control of the details. It is simple to see when written in plain text. However, the leaders needed to see it and be made aware of their style and its impact. Compared to the second team leader, who empowered and encouraged team members in their work. Leaders who shape and value psychological safety unleash talent and create value (Edmondson, 2019).

People are naturally motivated and thrive in inclusive environments. However, there are also significant benefits to moments of solitude, isolation, and privacy. These periods can foster creativity, provide clarity and perspective, and offer a much-needed respite from social demands. It's a delicate balance, one that each individual must navigate to find a healthy tension between belonging and being. When this equilibrium is achieved, it can significantly enhance cognitive and social motivation. 

Here are three practical lessons learned and their direct applications for your next team meeting:

Lesson 1: High trust and psychological safety levels lead to more effective, cohesive teams.

   Practical application: Foster an environment where team members feel comfortable sharing ideas, opinions, and concerns without fear of negative consequences. Encourage open communication and lead by example.

Lesson 2: The leadership style you adopt significantly shapes team dynamics and performance.

   Practical application: Reflect on your leadership style and its effects on the team. Identify areas where you can empower team members, communicate consistently, and avoid micromanagement. Consider seeking feedback from your team to gain insights into their perceptions and needs.

Lesson 3: Striking a balance between belonging and solitude is a critical factor for individual motivation and well-being.

   Practical application: Recognize that team members have different social interactions and needs for solitude. Encourage a culture that respects both collaborative work and individual-focused time. Consider implementing flexible work arrangements or designated quiet spaces to support this balance.

By applying these lessons, you can create a more psychologically safe and motivating environment for your team, ultimately improving performance and job satisfaction.

Today, I'm working with a team of local community leaders. After ten years as a consultant facilitating better teams, I'm still learning. I get to practice these three lessons for the good of the community. How about you? What can you do today to facilitate psychologically safe, high-trust teams? 

Reference

Edmondson, A. C. (2019). The Fearless Organization: Creating Psychological Safety in the workplace for learning, innovation, and growth (1st ed.). Wiley.

Liu, Y., & Keller, R. T. (2021). How psychological safety impacts R&D project teams' performance: In a psychologically safe workplace, R&D project teams perform better, more readily share knowledge and engage in organizational citizenship behavior, and are less likely to leave. Research Technology Management, 64(2), 39-45. https://10.1080/08956308.2021.1863111

Sun, M., He, K., & Ting, W. (2023). The impact of shared leadership on team creativity in innovation Teams—A chain mediating effect model. Sustainability, 15(2), 1212. https://10.3390/su15021212

The Powerful Pull of Partnership! 1 + 1 = 3 Lessons From The Colorado State Fair!

The Power of Partnership!

Let’s retitle it today as the pull of partnership. This weekend, my family and I were down at the Colorado State Fair. It was funnel cakes, amusement rides, 4-H competitions, and the draft horse pull. Having our horse for almost 13 years, he was always around 900 to 1,000 pounds. Well, these draft horses were almost 2,500 pounds. They were massive beasts, and it was just a sight to behold. My daughter coming back from being a wrangler all summer long and working with horses, it was just a lot of fun to see her in her element, walking alongside of some of these horses.

We got to see the draft horse pull, and that was just really fascinating to think of in terms of from a leadership principle. The competition was simply a sled that was designed with a series of weights that were on them, and the team would pull that for 20 feet, basically twice the length of the sled. So there was all of these horses lined up and harnessed in pairs, and they would go and pull respective weights throughout the course of the competition. We got to see SpongeBob and Ted, who are the defending champions for the state fair last year, compete. And, wow, what a sight to behold.

The math here is fascinating, and this is really the principle that I wanted to capture through the pull of partnership. It’s just simply this: 1 + 1 = 3. Where do I get that math from? It turns out that this defending champion last year was able to pull—these two horses, basically 5,000 pounds, a team, were able to harness behind them the capacity and the strength to pull 18,000 pounds. That’s amazing to me. When I did a little research around this, the records for draft horses in this class is actually 24,000 pounds.

Well, what’s fascinating is, in the harness of two, that the capacity or ability to pull 24,000 pounds is amazing, but if just single-harnessed, those same horses can only pull 8,000 pounds. Now, think about the math here. You’re talking about horses that are 2,500 pounds, and they’re pulling 8,000 pounds of weight, almost three times or more of their ability. But then, all of a sudden, that number goes up even more. So 8,000 and 8,000 is the ability to pull 24,000. 1 + 1 = 3. This is really fascinating to me as I think about who am I partnered with that potentially allows me to triple the impact of my ability to carry my own weight? I would invite you to consider the same.

1. Who are your partners? Just thinking about the people in your work life and even personal life as well, who are those that you’re partnered with? As you can imagine, you have to have somewhat equal weight class. If you put my horse, 1,000 pounds, with a 2,500-pound animal, you’re going to probably get quite a bit of this. So just even understanding the idea of being equally yoked in the harness is something to consider. But who are you partnered up with? I just encourage you to just even think about those partners in your life.

2. What’s tying you up? It comes from something that I saw that was actually really dangerous. It was just one of these moments where—just when the team got hooked up to the sled, and then there was a misfire. And then, suddenly, the team took off and the sled wasn’t there. Next thing you know, that harness, the chains and everything were all tied up in the horses’ legs. I was actually a little bit scared because it’s a very dangerous situation. So the question is what’s tying you up? Is there something that just—almost in a dangerous sense that’s just—you are just all wrapped up in chains and harnesses and potentially—literally, I saw these horses turned in the opposite direction. Imagine 5,000 pounds going in the wrong direction with chains. I mean, subject to injury is just—it’s a real thing. So how, perhaps, are you even tied up?

3. What’s keeping you locked up? Now, I’d like to come out of the arena for the third question, and this is just something we saw earlier in the day, just really fascinating to me. And it’s these horses in the stalls. It’s just amazing that here you have these massive horses. Imagine their head coming out of the stall. They’re in there, and it’s just this little metal lock. I mean, it’s just a little flip pin and the door is shut. Those horses could blow through that with just leaning into it, and the thing would pop off. But every one of these horses just knew where they belonged and not to push up against that gate. That’s still fascinating to me that, certainly, just a little bit of leaning and that thing would pop off, but yet every one of those horses were contained. 

Certainly, there’s a statement to be made that it’s a place of rest, a place of, certainly, getting your oats and hay, a place to just relax before the competition, certainly. But from a leadership—as I’ve spent time coaching leaders, this is one of these areas that I just wonder, perhaps the question is, what’s keeping you locked up? What is the thing that’s just even the simplest of things that we are programmed that we just can’t open that gate on our own because we’re just locked up in habits and patterns? 

So, again, I want to capture three big ideas and forms of questions.

1. Who are your partners?

2. What’s tying you up?

3. What’s keeping you locked up?

As I think about the course of my week, I’m leaving and I’ll be facilitating a team meeting in Kansas City this week. I’ll be partnered up with some other facilitators, and the fact is, given that training, I am going to be more effective partnered up with some co-facilitators that are going to be able to see things from different angles. It’s going to be a lot more dynamic being linked with those facilitators. On Thursday, I’ll be in a training here back in Colorado, and I’ll be with some other coaches. The fact is the dynamic of having other coaches together working with leaders just brings a powerful perspective as we co-coach together. And that is something that just allows a leader just to have a fuller experience as they consider ways they want to grow. 

Friday, I’ll have the opportunity to sit with some men that I do every Friday morning, and it’s just a spiritual enrichment as I spend time with these friends that just, somehow, I am strengthened having the power of friendship spending time with these men over coffee and talking about the important issues of life. And then, finally, as I think about going back to the state fair last weekend, wow. When I think about the power of partnership, just even in my family context, I am just a better man, I’m a better leader, and I’m a better coach because I have family in my life. 

This is a big idea and a longer entry today, but I just wanted to capture this as something significant. If you’re going it alone or you’re perhaps tied up with the wrong partners, there’s an opportunity here for you to consider what would happen if you linked up with the right partners. All of a sudden, 1 + 1 = 3 where you have the potential to have a greater impact as you unite in the harness with those people that are going in the same direction, and your ability to pull the weight of what needs to get done is really staggering.

So I hope this is helpful for you.

One Day with the Big 5 Can Influence Thousands

Raising Self-Awareness and Team Effectiveness using the Big 5

It’s Back to School season! 

It’s been said, the greatest student is the teacher.

Well last Friday, I felt like I went to school. I facilitated a 1-day leadership training for a Colorado college’s team of deans and associates. What a privilege to teach the teachers who will influence 1000’s of students this year! These professors became the student for a day to gain greater levels of self-awareness and team unity. For this team, they had several new team members and it had been a while since they had invested in their administrative staff. With a new season approaching, it was the perfect time to engage and value their team.

There can be many reasons why it would be wise and prudent to allocate such a day. When teams are working hard and not getting the results they expect it’s time to consider a change or making an investment into stimulating their growth. The prolonged effects of low performance or decreasing effectiveness can result in 

• Fatigue that steals energy and creativity

• Lower quality results

• Less innovative ideas

• Missed deadlines

• Lower morale

If this describes your team experience at work perhaps … 

You need to make a change or direct investment in your team! Maybe you’re doing the right things in the wrong ways. A few adjustments in the way you function as a team will create a more energetic flow raising the performance of your team. Friday, I got to experience a new level of enthusiasm, motivation, and excitement with some amazing leaders who want to give their best to their students. 

A Day of Appreciation for the College

The goal of the day was to show value and appreciation to a group of people who give out a lot and don’t always get a lot in return. Through a fun, creative day discussing the results found in their Big 5 assessments, this team gained a greater level of self-awareness and value for their team members.  Awareness leads to new levels of appreciation and insight into building team effectiveness. The training stimulates conversations and raises the energy level of the team members valuing each member individually and collectively.

The design of a Big 5 day focuses on 3 themes… 

Penrose House - elpomar.org

1. Awareness - Big 5 Personality Report Discussion & Debrief

2. Alignment - Working with Energy, Less Stress, & More Collaboration

3. Action - What needs to Change -  Making a Commitment

We find it beneficial to meet at a beautiful offsite venue to create the ideal environment for fresh, higher-level conversations. The Big 5 Workplace Assessment gives a language to identify hidden strengths, minimize stress points, and blindspots. In team discussion, we move beyond a private reading for an intellectual exercise. The shared insights from Big 5 shine a light on the sweet spots of leaders. 

Appreciation raises the performance levels of teams. 

Personality & team assessments provide critical insight for a fresh perspective of how we are wired at the genetic level. Personalities are linked to our unique genetics. It’s why some of us do better with a cup of coffee in the morning and some don’t. You're more energized either when you talk more or sit quietly in reflection. You write better with your left or your right hand. Take a moment to look at your index finger. You have a fingerprint. It’s unique to you! Now, consider all those dynamics at work in your team and organizations. Appreciation of the unique energizing activities of your team raises the level of productivity, performance, and personal satisfaction at work. We are often so busy working IN our teams that we don’t take time to work ON our team. It starts with awareness that leads to appreciation! It’s an investment that can be measured to the speed and satisfaction of work that lead to bottom-line results. 

Would you benefit from a one day experience with your team? 

These days are high energy and engaging experiences! Each team member receives a Workplace Big 5 Narrative report plus an insight journal for the day and will leave with an action plan for the next steps. By the end, team members will be thanking you for investment into their leadership. 

If you have a team or organization that would benefit from the one day experience described above, we are extending one free complimentary Big 5 Leadership Trait and Narrative Report. If interested in hosting a one day in your city for your team, department, or organization we can design the day that fits your needs.  The typical cost for the experience and resources start at $5000 including 15 Big 5 reports. Each additional participant completing the assessment will be $250 /. 

Schools back in session! It’s a new season! Schedule your Day of Appreciation. 

Create a leadership learning environment for your team. Start by taking advantage of our offer. It's only good till Friday, August 16th at 11:59 pm. To get your complimentary Big 5 report, complete the form below; then we will send you the link to take the Big 5 questionnaire. 

Fortune 500 Company Engaging With New Conversations

From HR to Coaching, a major insurance company launches a brand new team for connection and engagement. 

Earlier this week I had the opportunity to present my new book The Conversationalist to group of 28 Birkman consultants in training for their certification. The book is about engaging in meaningful conversations and will be published in September. Sharon Birkman Fink, the CEO, was very kind in her endorsements.  Her comments opened the doors for further discussion after my talk at their reception.  Birkman has an amazing team of 5000+ consultants. I’m amazed at the diversity and depth with this community of associates. I had the opportunity to get to know a few of the consultants attending the training from around the country. 

One team of four colleagues was from a Fortune 500 insurance company. They collectively averaged almost 20 years of serving in Human Resources. They have obviously seen significant changes within the organization and among their people of that period of time. Their leader, a veteran of 29 years with the company, has a renewed sense of excitement as they are launching a new effort for HR. She has taken the lead in launching a new coaching initiative within organization that is gaining momentum. 

The team represented the best of HR. All had been personally selected for this new initiative. Yet, all were uniquely gifted to serve from their strengths and experience. They moved to a quiet corner during the reception and invited me to join them as they shared their excitement and talked about the challenges of the coaching launch. There were many questions that came to them as they thought through implementation. Some of the key questions were:

• Do we match Birkman styles with those we are coaching or do we need to view people from a different perspective?
• How do we solve the constant internal conflict of managers who are in roles for which they are not prepared or simply don’t have the personality for it?
• How would you integrate the Birkman within our coaching team? 

After listening to questions, the discussion, and challenges they were to hoping to address I heard 3 themes. 

1. Gaining Trust - Skepticism is a challenge to overcome in a high stress organization. People in HR often are viewed as more restrictive than empowering.  Introducing another new program and tool may not gain support or be carried out. What keeps this initiative from being the latest programme du jour?
2. Realigning Team Members - Call Center Challenges. The nature of the work has its ongoing stress, let alone putting people in management positions for which they're not ready, creating additional tension. Determining when team members are not ready or not a fit needs to be high priority. The resulting attrition, low morale, and a disengaged culture only brings low performance.
3. Going Deeper for Real Change - Solving a problem with a program and policy is one approach. The coaching team wants to get personally connected to key managers to be in a position to impact their attitudes and actions. Whether they are reassigned or resourced they want to develop their people and help improve the overall culture, performance, and engagement within the company. 

The following is a potential 12 Step Weekly Engagement Strategy for a 90 Day Organizational Coaching Pilot using the Birkman 

1. Review the "How to Talk with Them" worksheet to learn their style. Determine their preferred style of Direct, Indirect, Task, or People (Unless you “read” people very well, we must be students of our colleagues by learning how to approach them. Our style may be very different than theirs.) 
2. Start with Strengths and Interests
3. Clarify Career Alignment for Roles and Responsibilities 
4. Discover High Need and Stress Responses 
5. Identify Conflict with Team Members and Constructive Pathway Toward Respect 
6. Create of Growth Plan for Leveraging Strength on the Team, Greater Self Care, and Mitigating Stress Points 
7. Create a Communication Strategy for weekly Actionable Reminders Personalize to the Managers 
8. Train the Managers Towards a Coaching Mindset within their Team 
9. Transition the Disengaged to Positions Better Designed for Profile 
10. Begin with the Birkman for all new Team Members and Communicate the Culture and Coaching Mindsets within the Onboarding
11. Measure and Celebrate the Growth and Engagement within your Organization and Culture 
12. Reevaluate and Adjust for the Next 90 Days Using Real Stories of Change from the Pilot 

These 12 steps represent an approach and a investment that will yield a return of engagement. The new coaching team will have to contextualize these 12 steps for their organization.

What If?

• What would happen if every leader made a commitment to be this intentional about developing their people and teams?
• What would be the impact?
• What’s the impact if you don’t?

If you'd like to discuss creating an engagement strategy for your team let's start a conversation today. Contact russell@leadersadvance.net

Stimulating Curiosity

Colorado is my home. It's the land of many colors.

Sunrises and big vistas inspire us with brilliant color. Color brings light, scope, and perspective to life. Color opens the eyes, the senses, even stirs the heart. Like the color in a breathtaking landscape so can it be with a colorful conversation in relationships...certainly among family and good friends but also in your work life as well.

If we're honest, many of our daily interactions have faded to grey. It's business as usual, predictable, and bottom line. Even in our meetings or worse team retreats they can feel almost black and white.

Curiosity stirs creativity, creativity stimulates interests, interests spark inspiration, inspiration ignites ideas, ideas fire conversation, and conversation spurs relationships. Then teams mature, culture grows, organizations move, customers join, products distribute, services deliver, profits yield, and curiosity impacts a market and society.

What's the cost of color? Maybe it's time to stimulate some curiosity. Bring some creative color to your work life. Let us know if we can help stimulate the conversation.

Join the Advance! Moving Missional Leaders Forward!