What's Your Leadership Tool Stack?

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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

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. 

Designing Your Leadership Team Retreat - 3 Planning Questions

I'm just returning from a time in the mountains. 

Breathing in the Colorado mountain air this week, I sat with an executive at a four-day leadership retreat. He exhaled after a full week he shared, "I know this will make me a stronger leader. " Then in an emotional moment he reflected, " I believe this will change my life as a human. It's making a difference from the inside out and who I want to become a better husband, father, and at work."

Coaching alongside this man I learned that ultimately he felt guilty about taking time away. I asked him a question I believe was at the heart of the issue. Where do you find joy in life? Once again with tears in his eyes, he told me about his three and seven-year-old sons. He's missing some of the memorable moments in their life. His love for hunting and fishing was evident as he talked about stories of getting outdoors. "When's the last time you did some of those things?" I asked. It has been over a year for fishing and three years for hunting. I want to get my boys out with me. Every year in January the HR director asked me about my vacation plans and I laugh because I feel guilty for taking time away from the duties of work. 

It turns out that he's not alone 54% of millions of Americans have unused vacation time because they feel that by leaving that reduce their value to the company and could be replaced even though their bosses encourage them to go. This executive specifically had some issues with the long-term impacts of chronic stress and how it was affecting his attitude expressed in anger among his team members. After my meeting with him, I could he see he was a good-natured and kind-hearted man. However, his 360 reviews showed some of the internal challenges that were beginning to wear him thin. I asked him how can you possibly deal with conflict and manage your stress if you're not getting time away to enjoy life. Then I discovered he has trouble sleeping and deals explicitly with issues of sleep apnea. The issues were catching up to him. 

17 years on the job he indeed has shown his commitment to the company and the work before him now the effects of not having healthy rest and recreation room crippling his effectiveness. Even though team members are encouraged to take a break and do the things they love for one reason or another it just doesn't happen. Sometimes a team leadership retreat gives the space in the conversations to focus on what truly matters most. Often, personal vacations are working weeks away from that we feel like we need a vacation from our vacation by the time we're back at work.

As a facilitator of team retreats, I've consistently observed that when you create space to talk about the issues of business as well as your health as an individual, it begins to form a mindset for change.

When you're team needs a breakthrough maybe what they need is a break.

It's these breakthrough moments that often come by getting out of the office on the mountainside or lakeside that is a joy to witness.

Whether it's summertime or your fall season, this is a great time to begin designing a time that meets the needs of your team.

I would encourage you today to examine...

1. What does your team need to thrive? 
2. What are barriers holding them back? 
3. What would be the impact of a healthy, unified, trusted team?

For most leaders and executive teams, this is new territory. When they take time to work on their business it's offsite including an agenda it leaves little room for discovery and development.

After years and hundreds of team engagements, I've observed the principle that Investing in your WHO (team) will make an exponential impact on the effectiveness of WHAT they do. 

Your first step might be a fun activity to celebrate some of the wins of your business. It could be a lunch to say thank you after working through a difficult season. It may be a half-day planning session somewhere outside of the office. Still, you may sense there is untapped potential, and you're not sure how to unlock your team members. It may be a four-day leadership retreat that will be the catalyst for new growth and connection for your organization. 

Wherever you find yourself today entering this summer a few minutes of creativity, planning, and scheduling a date will be well worth the investment building your team.

If you need help designing or executing your leadership team retreat we're here to serve you.