The 8 Dimensions of Leadership: DiSC Strategies for Becoming a Better Leader (Bk Business)
A book by Jeffrey Sugerman.
“Presents convincing evidence that the best leaders are not ‘single celled’ or ‘one-trick ponies.’ Leaders will discover new behaviors that enable them to go beyond their autopilot approaches and the ultimate ruts that … see full wiki
The 8 Dimensions of Leadership DiSC Strategies for Becoming a Better Leader
By: Jeffrey Sugerman, Mark Scullard and Emma Wilhelm Berrett BK Koehler Publishers
The work cites 8 Dimensions of Leadership vital to success. All 8 dimensions need to be incorporated into a successful leader's approach toward problem solving. The dimensions are pioneering, energizing, affirming, inclusiveness, humility, deliberation, resolute and being in command. There are pitfalls to each dimension and the book cites them exhaustively.
For example, an energizing leader will take the chance on new ideas to promote greater growth or exploit untapped potential. An inclusive leader will be diplomatic, accepting and patient.The downside of too much inclusiveness is analysis paralysis.
Deliberate leadership tends to be systematic in the approach. Caution and analysis are the order of the day. The downside is that deliberate leaders tend to be risk averse. Resolute leaders tend to question authority, take an independent stance and challenge the status quo. The important aspect is to be resolute in the right course of action.
Pioneers like to maneuver in uncharted territory. Proponents of the Space Program were pioneers. Without their risk taking, many theories in science could never have been tested outside the earth's atmosphere. Without pioneering in the heavens, we would know very little about deep space and extensive natural gas sources on the periphery of Saturn.
Energizing leaders place a premium on a pleasant atmosphere and have low tolerance for negative emotions. Without some organizational conflict, the best decision options cannot be thrashed out, discussed and decided for the benefit of everyone. An affirmative leadership places importance on building morale. Proponents of this style tend to be averse to organizational conflict. Once again, some organizational conflict is necessary to arrive at the best decisions.
The authors make us aware of the strengths, weaknesses , opportunities and downsides of various leadership elements and styles . In fact, this is a primary strength of the book. A weakness of the presentation is that the authors do not devote enough attention to the organizational design, vertical / horizontal conflict and performance assessment by management.
These aspects may over-ride some of the meritable theories set forth in this presentation. In addition, the book doesn't relate merit pay to the accomplishment of the difficult goals set forth. Without merit pay and a definitive system of rewards devoid of non-performance bias, the accomplishment of anything major in an organization is less likely.
In addition, there is an organic organizational design which is non-bureaucratic and ideally suited for complex analytical tasks which are multi-disciplinary in nature and span the organization horizontally. Since this environment tends to be very fluid and prone to changed conditions, the approach to problem solving must be open to all 8 leadership dimensions in addition to a systems analysis regimen applied toward problem identification and resolution .
The book has an excellent set of references. The concepts are explained in simple language. There is a minimum of technical jargon. The price is reasonable for the value of the information contained.
Credits: First Published on Blogcritics
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