Personality at Work The Drivers and Derailers of Leadership (Audible Audio Edition) Ron Warren Dave Clark McGrawHill Education Books
Download As PDF : Personality at Work The Drivers and Derailers of Leadership (Audible Audio Edition) Ron Warren Dave Clark McGrawHill Education Books
An evidence-based approach to personality and leadership.
A leader's bullying and constant dismissal of his team's concerns nearly take down an entire company - and the global financial system. The US government has to provide a $182 billion bailout. A new CEO transforms a near-bankrupt auto company, and its infamously competitive culture becomes more collaborative and thrives - making it the only auto manufacturer to not take bailout funds.
These stories share a truth Each leader's personality set the course of their company's future. We all know that IQ, education, knowledge, and technical skills are essential for professionals, but they alone are insufficient for effective leadership. Who you are as a person - your personality and character - drives leadership performance and determines who thrives and who fails.
In Personality at Work, psychologist Ron Warren lays out the key personality traits that drive high performance - and the common traits that derail it. Warren clusters closely related traits into four dimensions of behavior
- Teamwork/social intelligence
- Deference
- Dominance
- Grit/task mastery
Each cluster is broken down into personality traits - 13 in all.
Personality at Work draws from research using the renowned LMAP 360 with 20,000 leaders and 250,000 360-feedback raters. An assessment used at organizations around the world, LMAP 360 is used at Harvard Business School, Yale School of Management, Underwriter Laboratories, BearingPoint, Deloitte, Teach for America, Clayton Homes, and more than 35 hospital systems throughout the United States.
Personality at Work integrates research on personality and performance, teamwork, communications, judgment, and decision making. You will learn how to
- Recognize your own personality patterns and those of colleagues
- Understand the links between personality, leadership, and organizational effectiveness
- Turn insights into action, leading with grit and EQ to drive individual and team performance
Personality at Work The Drivers and Derailers of Leadership (Audible Audio Edition) Ron Warren Dave Clark McGrawHill Education Books
This is an outstanding book. Ron Warren is my "go to" expert on personality and how it affects leadership effectiveness at work.This book cuts through all the b.s. advice you hear on leadership development. We have an abundance of self-appointed experts who collectively produce thousands of new articles and books every year telling you how to become a better leader, or how you can develop more effective leaders. There are many firms who want to sell their consulting packages, trainings or leadership assessments. But when you look at their credentials, you find many of these experts, writers, and consultants don't have the strong evidence-based approach or scientific training in this field. Or you will find they have a narrow lens into leadership -- one that doesn't focus on the whole picture of both drivers and derailers of leadership performance. What you get with Ron's book is what I would call a holistic model because it looks broadly at personality and not just on the "feel good" stuff. And you get a view into leadership that is based on research evidence rather than something purely anecdotal. Ron has a PhD in psychology. He is all about scientific rigor.
Many people in recent years have asked me about the strengths-based approaches to leadership development. Overall it's a good thing that we have more strengths-based dialogue in psychology and in the workplace right now. Strengths-based people say you should focus most of your professional improvement on your strengths, on leveraging them more, and finding assignments or roles that use your strengths. What about your deficiencies? The reasoning is, you gain more by investing time in projects and challenges that play to your strengths. Strengths based people say, turn those strengths into super strengths rather that focusing on roles or projects that bring one of your deficiencies up to average. Careful, my friends! That's risky. This book helps you understand why it's risky to focus so heavily on a person's strengths if you want them to thrive as a leader. Leadership roles demand a lot of a person. Encourage professionals to know their strengths and leverage strengths when they can — at the same time, encourage people to be aware of their deficiencies and to bring deficiencies up. Is this hard? Yes. Is it worth it? Yes. What you get in this book is a holistic and broad view of personality that looks both at the drivers and the derailers of leadership performance.
Another chapter of this book covers team performance. You learn about effective teams, how they behave differently from average and below average teams. You also learn about decision making and biases, how to reduce bias in decision making, and improve performance. There is so much good science packed into this book. It is the type of book you will pick up again and again for reference.
For me, reading this book also helped me on a personal level at work. For example, Ron points out that the research reveals a trait — “approval seeking” -- that derails effectiveness in leadership roles. Upon reading this, I realized I had this trait in me because I like to please people too much at work. That's me operating in my comfort zone. But reading this book make me realize that seeking approval from others (to gain consensus on everything, and to always be liked) is not an effective way to lead or influence others at work. It might make you feel good. Approval seeking behaviors might feel rewarding because you seem non-threatening to everyone. You put everyone at ease. But the research suggests that approval seeking does not drive leadership effectiveness. It's a derailer. If you read this book, you will be able to review your own behaviors at work to see which ones really do support you to be excellent in your role (whether you're a formally appointed leader or not). And you'll get guidance from this book on how you can develop into a much more effective leader. Even small behavioral changes, done with consistency, yield noticeable results, in my experience.
If you want to become a more effective leader, or if you support professionals to become more effective leaders, then I would strongly recommend this book.
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Personality at Work The Drivers and Derailers of Leadership (Audible Audio Edition) Ron Warren Dave Clark McGrawHill Education Books Reviews
Hiring and promoting the wrong people are timeless issues at work. Ron Warren ingeniously crafted a book that encapsulates the importance of knowing yourself and others. It challenges the golden rule, “Treat everybody like you want to be treated” and promotes the platinum rule, “Treat everybody like they want to be treated”. This book does not tell you the fluffy stuff that makes you comfortable, but the hard stuff that you need to advance personally and professionally. This book is not a magic wand that promises a quick fix, but a mind and heart opener that ignites self-awareness and change. It does not intend to remake your personality, but to help discover yourself and develop a better version of you needed to successfully fulfill your duties at work. It also teaches you to effectively analyze others, and make optimal hiring/promoting decisions. This is not a book to borrow and return; it is not a book to read and misplace or forget. This is a hands-on book to read and re-read until you fully master it, reflect on it, and apply it every single day. The storytelling, the 2 Steve analysis, the 4 domains of personality, the 13 personality traits and 250 types built in, the LMAP 360 multi-rater empirical model with robust validity and reliability drawn from a sample of 20,000 leaders and over 300,000 raters got assembled by one dedicated psychologist into a page-turner that earned its place on workplace desks without any marketing other than the word of mouth.
Final thought As long as you delay applying this book, you prolong achieving greatness.
PERSONALITY AS BEHAVIOR—LEADERSHIP—TEAMS—GRIT—STRENGTHS—ENGAGEMENT—ORGANIZATIONAL DEVELOPMENT—NEUROSCIENCE—INQUIRY—CONVERSATION (ADAPTIVE CHANGES)—JDM (JUDGEMENT & DECISION-MAKING)—DESIGN THINKING.
Yes, find all of this and more in a coherent, lucid, highly readably, and succinct 250 page book. The insights are grounded in a decade of 360 degree assessments collected for thousands of leaders plus a survey of current research and respected, related literature. I found a coherent framework for understanding personalities and a context that brought fresh and deeper understanding of the topics listed above. That I found so much value in this book surprised me. That I enjoyed it as much as I did was even more surprising. For example, the author includes examples of leadership disasters and disasters avoided by thoughtful leadership. And for all I’ve read about Apple and Steve Jobs, new stories and fresh interpretation were page-turners.
As a Brand Experience and Engagement consultant, I work with organizations and their leaders. I need to quickly understand leaders’ and employees' personalities and strengths to adapt how I communicate and to interpret the data I get from observations, interviews and meetings. The more accurate my understanding, the better I’m able to collaborate. I find the LMAP model with its circumplex of 4 dimensions and 13 traits practical and a complement to the Clifton’s Strengthfinder I’ve used for years.
This is a must-read book on par with other favorites of mine including Mindset, Strengthfinder 2.0, Drive, Triggers, MAGIC, Nudge. If you have any interest in developing the performance and well-being of LEADERS and TEAMS, read this book. In fact, if you’re interested in furthering your own professional and personal development, read this book!
This is an outstanding book. Ron Warren is my "go to" expert on personality and how it affects leadership effectiveness at work.
This book cuts through all the b.s. advice you hear on leadership development. We have an abundance of self-appointed experts who collectively produce thousands of new articles and books every year telling you how to become a better leader, or how you can develop more effective leaders. There are many firms who want to sell their consulting packages, trainings or leadership assessments. But when you look at their credentials, you find many of these experts, writers, and consultants don't have the strong evidence-based approach or scientific training in this field. Or you will find they have a narrow lens into leadership -- one that doesn't focus on the whole picture of both drivers and derailers of leadership performance. What you get with Ron's book is what I would call a holistic model because it looks broadly at personality and not just on the "feel good" stuff. And you get a view into leadership that is based on research evidence rather than something purely anecdotal. Ron has a PhD in psychology. He is all about scientific rigor.
Many people in recent years have asked me about the strengths-based approaches to leadership development. Overall it's a good thing that we have more strengths-based dialogue in psychology and in the workplace right now. Strengths-based people say you should focus most of your professional improvement on your strengths, on leveraging them more, and finding assignments or roles that use your strengths. What about your deficiencies? The reasoning is, you gain more by investing time in projects and challenges that play to your strengths. Strengths based people say, turn those strengths into super strengths rather that focusing on roles or projects that bring one of your deficiencies up to average. Careful, my friends! That's risky. This book helps you understand why it's risky to focus so heavily on a person's strengths if you want them to thrive as a leader. Leadership roles demand a lot of a person. Encourage professionals to know their strengths and leverage strengths when they can — at the same time, encourage people to be aware of their deficiencies and to bring deficiencies up. Is this hard? Yes. Is it worth it? Yes. What you get in this book is a holistic and broad view of personality that looks both at the drivers and the derailers of leadership performance.
Another chapter of this book covers team performance. You learn about effective teams, how they behave differently from average and below average teams. You also learn about decision making and biases, how to reduce bias in decision making, and improve performance. There is so much good science packed into this book. It is the type of book you will pick up again and again for reference.
For me, reading this book also helped me on a personal level at work. For example, Ron points out that the research reveals a trait — “approval seeking” -- that derails effectiveness in leadership roles. Upon reading this, I realized I had this trait in me because I like to please people too much at work. That's me operating in my comfort zone. But reading this book make me realize that seeking approval from others (to gain consensus on everything, and to always be liked) is not an effective way to lead or influence others at work. It might make you feel good. Approval seeking behaviors might feel rewarding because you seem non-threatening to everyone. You put everyone at ease. But the research suggests that approval seeking does not drive leadership effectiveness. It's a derailer. If you read this book, you will be able to review your own behaviors at work to see which ones really do support you to be excellent in your role (whether you're a formally appointed leader or not). And you'll get guidance from this book on how you can develop into a much more effective leader. Even small behavioral changes, done with consistency, yield noticeable results, in my experience.
If you want to become a more effective leader, or if you support professionals to become more effective leaders, then I would strongly recommend this book.
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