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development
Great Leaders
Based on their research with more than 1 million employees and 80,000
managers, researchers with the Gallup Polling organization reached the
following conclusions:
The greatest managers in the world do not have much in common. They are
of different sexes, races, and ages. They employ vastly different styles
and focus on different goals. But despite their differences, these great
managers do share one thing.
What is the revolutionary insight shared by all great managers?
 People
don’t change that much.
Don’t
waste time trying to put in what was left out.
Try
to draw out what was left in.
This insight is revolutionary. It explains why great managers do not
believe that everyone has unlimited potential; why they do not help people
fix their weaknesses; why they insist on breaking the “Golden Rule”
with every single employee; and why they play favorites.
Whether we agree with Buckingham and Coffman’s conclusions, it
is clear that leaders and managers today face the imperative to recognize,
appreciate, and make effective use of differences in the people they lead.
This recognition calls for using a tool such as the Myers-Briggs Type
Indicator® instrument, with its logical structure for understanding and
accommodating normal differences. Isabel Myers’s ethic for use of
the MBTIŽ instrument was, “the constructive use of differences.”
This approach provides an essential base for leading or managing effectively
in the present.
Training
The Leadership and Management training we offer incorporates the MBTIŽ
instrument and this perspective as the core of self-understanding and
leadership. Our programs range from formal leadership training to individual
coaching sessions. It is always customized to the client’s needs
and resources, and our work in this area can range from 1 day focusing
on individual leadership and management styles to 3 days including assessment
and development plans, with follow-up coaching.
Typical components of our leadership and management development
training:
 Myers-Briggs
Type Indicator (MBTIŽ Instrument)
Maximizing
individual strengths
Identifying
areas for development
Using MBTIŽ knowledge
to lead more effectively
Enhancing
communication
Improving
decision-making
Dealing
with different time-management styles
Using MBTIŽ knowledge
to manage more effectively
Managing
meetings
Providing
feedback
Developing goals
and action plans
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