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This article applies to users of Business DNA insights that addresses common leadership challenges.
Common Questions:
What are common leadership performance challenges?
How can Business DNA insights help address those challenges?
Solution Overview:
This article discusses common leadership challenges and how to use Business DNA insights to address those challenges.
Video Walkthrough:
Note: This video was created using our legacy system. You may see reports or screens that have changed in the new system. If you have questions, please contact support.
Details
Common Leadership Challenges:
- Holding the team accountable for its performance.
- Providing appropriate levels of transparency.
- Taking responsibility for team performance.
- Clear communication of the message.
- Responding to events and problems with emotional balance.
- Being personally authentic and trustworthy.
- Knowing how to identify and manage the right talents for the team.
- Managing succession planning
- Defining their leadership legacy.
With the results of your natural behavior discovery, you can see if you tend toward more of a results focus or relationship focus. In leading people, you will need a balance of approaches, which may require some flexing of your natural style. When you start with an understanding of your natural approach, it is easier to identify where and how you may need to flex. Each of the challenges above can be addressed by recognizing your own leadership strengths and where to flex to meet the needs of your team.
Based on your strengths, do you tend to focus more on relationships or results?
If you are more results-focused – are you being relational enough with team members – or is it all about the bottom line? Review how you are communicating results and expectations.
If you are more relationship-focused – do you need to toughen up a bit and focus on results, even if it may be uncomfortable at the moment? Review how you are communicating expectations and gaining agreements.
As a leader, you need to be able to share critical information, but not overshare. More results-oriented leaders may tend toward under-sharing whereas relational leaders may tend toward over-sharing. Know your starting point so you can know where to provide more context/detail and where to provide a bit less.
Enhanced Behavioral Awareness for Leadership:
In addition, you should review your Factor and Subfactor Report to understand your stronger behavioral factors and how they may be influencing your leadership style.
We suggest you read the Leadership Behavior DNA Book for further leadership insights
Knowing Your Team:
It is also important to know your team’s strengths and struggles in order to meet them where they are and encourage the best from them. If your team has not taken the discovery you can work with our team to help facilitate. In addition, you can use your own report to talk with your team about where you have strengths and where you may need additional support.
Additional Support Materials:
Leadership Emotional Intelligence
Leadership Financial Behavior
Leadership Development Materials:
Leadership Performance Coaching Process
DNA Leadership Performance Plan
Leadership Performance Self-Rating Exercise
Leadership Performance Agenda with Boards
Related articles
Work Talent Report
Factor and Subfactor Report
Business DNA Unlocking Guide
DNA Behavior Unique Styles
Factors Strengths and Struggles Review
The LBDNA book is available on Amazon
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