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By Kristeen Bullwinkle & The Talent Gear Team | February 08, 2016
They can be overly risk-averse and perfectionistic. They can be demanding of their followers, paying less attention to their needs than more inclusive and affirming leaders.
You might find this type of leader working independently, deep in analysis and planning, solving complex problems. They can seem detached and unemotional in their pursuit of high-quality outcomes.
Being social and friendly isn't the same as being a great communicator. Deliberate leaders make it clear where they stand and share the logic behind their arguments. They are willing to take the time to form and deliver a clear message. They aren't so excited by their ideas that they forget to tell others or only give a brief overview or example of what they've been thinking.
When there's confusion over a major change or a need for alignment around a new initiative, deliberate leadership helps people feel they are all headed in the same direction. They are less likely to feel left behind because the details that matter to them were glossed over or neglected.
Communicating a Corporate Vision to Your Team, Harvard Business Review
Communicating Change: What People Want To Hear And What They Need To See, Forbes
Deliberate leaders might have been the first to recognize and capitalize upon the power of analytics. Unlike the faster-paced leaders who sometimes skip past disciplined analysis, this type of leader digs in. Showing that they've made careful and informed choices builds their credibility.
Enthusiasm can be used to sell some people on an idea or to drum up interest, but it won't be enough for many. Some people have been burnt by leaders who repeatedly made false starts and some are naturally skeptical. Taking the time to focus your energy, to gather information and then explain it will show you've done your due diligence and inspire confidence in your decisions.
Defining the Art of Big Data Leadership, Forbes
'Big Data Doesn’t Make Decisions, Leaders Do', Kellogg School of Mangement
Connect the Dots for Your Team, Engaging Leader
Great Leaders Connect The Dots, the Upwards Leaders
Unlike leaders whose styles fall on the northern (D/Di/iD) edge of the DiSC circle, Deliberate leaders seldom overlook their responsibility for the inner workings of their organization in a pursuit of action and rushing ahead towards something new. They consciously create an environment and culture through structure and processes. They tend not to neglect issues like success planning, regulatory reporting, or data security. They might delegate many related tasks, but they don't abandon their responsiblity for them.
People don't like to feel like their time has been wasted because of unclear expectations or procedures. Many need to understand what they will be held accountable for and see others being held accountable for their own responsibilities and commitments. Deliberate leaders are willing to put in the time to study current processes to learn what is and what isn't working. They will dig to discover the source of downtimes, low morale, high turnover, damaged brand reputation or whatever issue they are facing. Great leaders are able to be both nearsighted and farsighted, and Deliberate leaders tend to be better with the closer picture.
The leadership process, The Center for Organizational Design
Change Management Requires Leadership Clarity and Alignment, Forbes
Only 8% of Leaders Are Good at Both Strategy and Execution, Harvard Business Review
Sometimes others describe Deliberate leaders as detached, aloof, or private. Their desire for freedom and privacy can cause them to shy away from the emotional aspects of leadership. They can fail to take advantage of social situations for networking and influencing others. Their silence can be mistaken for disapproval. Both offering praise and applying pressure can be uncomfortable and taxing.
The desire for objectivity and the satisfaction in working through a complex problem can cause the Deliberate leader to retreat from the distraction of social spaces. Interpersonal connections can require energy they'd rather use elsewhere. This can mean that these leaders fail to notice or meet the emotional needs of their employees. It can mean that they fail to ask others for help or additional ways of addressing a problem.
Deliberate leaders are innately skeptical and questioning. Being wrong is very distasteful. They worry about the quality of anything associated with their name, so will question new ideas and demand logical arguments to support any suggestion. They hesitate to move ahead until all their concerns are addressed. This can cause them to miss opportunities and fail to take even reasonable risks.
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?