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By Kristeen Bullwinkle & The Talent Gear Team | February 04, 2016
This style of leadership is ready to hold people accountable, setting high expectations for quality, efficiency and the bottom line. Many new leaders struggle with holding others accountable because they are more relationship-oriented and aren't comfortable asking people to make sacrificies or with speaking in an authoritative way.
Resolute leaders look ahead toward second- and third-order consequences of decisions. They look for what might derail their forward movement.
It's important to them to set challenging yet reasonable goals and to inquire regularly about progress towards results. If individuals or teams are hitting roadblocks or aren't on track, the Resolute leader is ready to analyze why.
Leaders Who Focus on Execution Achieve Better Outcomes, Dianne Gaudet
Why Leaders Need to Learn to Speak in Outcomes, Not Activities, Vistage UK Blog
Resolute leaders tend not to shy away from the tough problems. Leaders who want to learn from them need to become comfortable with conflict, even seeking out problems to fix. Avoiding issues erodes the trust of those who follow you. They expect the leader to call attention to problems and create a culture where it's safe for them to do so. Identifying roadblocks, concerns and inefficiencies--asking questions, in other words--isn't likely to be punished by this leader.
Seeing a problem doesn't necessarily mean that it will immediately be addressed. Some problems might be allowed to exist in order to stimulate creativity or to give an emerging leader a chance to address it. But the Resolute leader won't assume that things will get better. They will work to separate the problems from the people, pose incisive questions and keep everyone focused on the organization's mission and goals.
4 Ways to Determine If You Are Supporting an Accountable Leader, Entrepreneur
BP’s Tony Hayward and the Failure of Leadership Accountability, Harvard Business Review
You can't always make decisions based on what someone else wants or on what will make others like you. Resolute leaders are tough-minded and able to make decisions objectively. This can take a level of courage and resolve. They can care about their people and still address entrenched or politically-charged problems. In fact they tend to be good about anticipating reactions from all their constituents before they announce their decisions.
All leaders can learn to take a proactive stance when announcing their decisions, not letting information leak out and confuse or worry their followers. They can learn to connect the dots for people, tying their decisions to the organizations goals and mission. They can learn to acknowledge objections while helping people move towards a goal. Developing this dimension can help leaders look for long-term solutions rather than quick fixes that will need to be fixed again.
You Can’t Be a Wimp—Make the Tough Calls, Harvard Business Review
Leadership And The Art Of Making Tough Decisions, Inc.
It should come as no surprise that the Resolute leader can come across as disinterested or guarded because they are so serious and skeptical. Their insistence on high standards rather than on relationships can make them seem aggressive and cold. They might not show explosive anger, but show disdain or disgust instead when confronted with poor quality work or poorly constructed arguments.
Their own drive for personal mastery can cause them to try to control what isn't possible to control. They have little patience for anyone they see as incompetent and may not give someone the mentoring or opportunities that would allow him or her to shine. They expect things to go well and tend to let good work pass without comment. When things go wrong, however, their disapproval might be too evident.
Resolute leaders can have a hard time rallying their troops because they ignore the emotional side of the workplace. They can be detached from their teams and distrust displays of enthusiasm or excitement. These leaders have a strong sense of what "should" be and can struggle with those who see things or work differently.
The 8 Dimensions of Leadership Map is a quick assessment to give you an idea of your own style.
Different business situations often require different styles of leadership. Mentors, coaches and self-reflection can help any type of leader stretch into each of the leadership behaviors needed by every effective leader.
Here's an overview of lessons you can learn from each of the eight dimensions of leadership. These lessons and insights are drawn from The 8 Dimensions of Leaders: DiSC® Strategies for Becoming a Better Leader.
Lessons from Each of the 8 Dimensions of Leadership from TalentGear.com
A great leader must know how and when to use all of the eight dimensions of leadership. Here is a quick overview of all eight.
If leaders are made, not born, then what role do assessments play in leadership development? If they can’t identify who will be successful in a leadership role, then what use are they?