Drivers Leadership 3810

1. Driver Cam Leadership 3810

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I recently interviewed Warren for the LEADx Podcast, where he discussed his approach to personality assessment and what traits help or hinder leadership. (The interview below has been lightly edited for space and clarity.)

Kevin Kruse: In your book you talk about grit and emotional intelligence as performance drivers. How are you defining these terms?

Ron Warren: We've been doing this kind of work for 15 years or so, and until I started writing the book we always used the words ‘task-mastery’ and ‘teamwork skills’. And they're each composed of three different personality traits.

So for ‘task-mastery’ it was conscientiousness, plus achievement drive, plus innovations skills. And those three we call ‘task-mastery traits’. But it's a real mouthful, and ‘grit’ is such a great word, and it was used a hundred years ago to describe the Wright brothers.

And on the other side, ‘teamwork traits’ is composed of openness to feedback, helpfulness and sociability. But we started to call them ‘EQ’ because this is what people were writing in their feedback forms. So I thought, 'Hey, these are how people are describing it.' So I began to use that describe this section.

Kruse: When it comes to performance ‘derailers’ you look at deference and dominance. Tell me more.

Warren: Derailers really fall into two main camps. There's a ‘need for approval’, wanting others to acknowledge you, a sort of neediness and dependence to be more of a follower than a leader. And those all sort of fall into a sector we call 'deference,' in it there is a lack of assertiveness, a low risk profile, and avoiding confrontation.

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And then the other big sector of Derailers are associated with dominance, and those are things like rigidity, hostility, a need to control, competitiveness, these kind of narcissistic, ego-centric stuff. And we see some of these traits in 75% of professionals, they're normal. These are how normal people behave, and they influence performance. So it's the combination of performance Drivers and performance Derailers, and the ratio that leads to someone's effectiveness or lack of effectiveness. And it's the same patterns of performance Drivers and Derailers that play out in aviation safety, in industrial accidents, in medical accidents, and in leadership. It's the same patterns that are assets or liabilities.

Kruse: Mario e sonic ai giochi olimpici invernali wii iso 10. If 75% of the people have some of these dominance and deference traits exhibited, at what point does it become a problem?

Warren: One way to think about it, is that grit and EQ are signal, and dominance and deference are noise. And when the noise gets a little too loud, it's more than the signal, it becomes pretty counter-productive.

Kruse: What does the acronym LMAP stand for?

Warren: LMAP stands for Leadership Multi-rater Assessment of Personality. And it's a pretty unique assessment, in that most 360s measure competencies—these distinct areas of performance, like how good is Kevin at providing performance feedback? Or staff development? Or getting along with others? We measure integrated personality traits, so what kind of person is Kevin? Who is that individual we are all interacting with, and who mediates all the intelligence they bring to the team. It's all mediated by your behavior. We're not into self-assessment, because self-assessment is how you view yourself, where most performance outcomes are based on other people's perceptions of you. Because it's all they're interacting with, they don't know your intentions.

Kruse: The Meyers-Briggs Type Indicator (MBTI) summarizes personality by 16 types. How many types does LMAP use?

Warren:Our system, you have 250 types built in it, and these are different configurations of the traits, and each one has its own interpretative report. So people get a report and they're really quite shocked at how personalized it is, and how really it can relate to how they think about things and such.

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Self-awareness is the first step to authentic, effective leadership. Consider an LMAP process to see how others perceive your personality.