WHY DO LEADERS STRUGGLE?

Most leaders struggles not because of a lack of competence ("what" they know how to do), but rather because of "how" they bring that competence to bear in the organizations they serve.  Simply stated, how they lead is not consistent with how the organization get things done...its culture.  Without that alignment frustration and friction ensue....


WHAT'S THE ANSWER?

Bringing the following three elements to a conscious level:

  1. Define the attributes (behaviors, norms, underlying assumptions) of the organization's culture.
  2. Define the leader's preferred way of operating (his/her "diverse" personality type, strengths, etc.).
  3. Perform a gap analysis: 1) Identify which aspects of the leader's "diverse" style align to the organization's culture and determine how he/she can further leverage them; then 2) Identify which components of the leader's style are misaligned and determine how he/she can align them so they work in service to the organization's culture.


HOW I CAN HELP...

  1. I use a simple,  intuitive model (Culturetek) to help leaders identify the cultural attributes of their organization.  
  2. I then assess the leader's personality (Meyer-Briggs Type Indicator) and strengths (Strengthsfinder 2.0) and map them to the model to identify areas of cultural alignment and misalignment.  
  3. My coaching focuses on helping the leader further leverage traits and strengths that align to the organization's culture and manage misaligned traits so they work in service to the organization' culture.

  

             


Leader 

Alignment & Development