by Robert E. Kaplan and Robert B. Kaiser
The conventional wisdom in lead development circles is that you should discover and capitalize on your strengths, assuming that they ar aligned with some organizational need. No matter how severe you work on certain weaknesses, the logic goes, chances are youll pay only marginal progress. Dont waste in addition much time overcoming flaws; better to focus on what you do best and surround yourself with people who have complementary strengths.
Its a reasonable approach that emerged as a retort to an arguably unhealthy fixation on weaknesses when it came to performance reviews. cardinal years ago, in fact, one of us (Kaplan) cited in a short HBR article the value of understanding your strengthsâ€"and not besides because its hard to overcome weaknesses. But it turns out you can take strengths too far. The article referenced a hopeful media executive who considered himself unexceptional. Although he grasped complex concepts more quickly than approximately people, he didnt realize itâ€"so he was earnest with colleagues who, in his view, couldnt keep up. Only with some gradeed feedback did he see that he was running roughshod over his colleagues. In other words, he had unknowingly corrupted his quick-wittedness by taking it to excess.
This is a common problem. Most managers can point to an off-kilter leaderâ€"the supportive boss who cuts people a slender too much slack, for instance, or the gifted operational director whose relentless focus on results leads to hypercontrol. But its exceedingly difficult to see such overkill in yourself.
And thats where leadership development tools are failing us. Dividing qualities into strengths and weaknesses implicitly ignores strengths overdone. Given this partial mental model, it is no surprise that most leadership 360s affiance five-point rating scales in which high scores are the best. much(prenominal) tools overlook a key lesson from decades of research on derailment: More...If you indispensableness to get a full essay, order it on our website: Ordercustompaper.com
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