Leading Blog


Are You a Hundred Percent Leader?

Research done by Leadership IQ indicates that 77% of leaders believe their employees are not giving 100%. Employees don’t seem to argue the point. 72% of employees admit that they in fact aren’t giving 100%.

If you want your employees to give 100%, you need to be the kind of leader that creates Hundred Percenters—a 100% Leader. In Hundred Percenters, Mark Murphy, CEO of Leadership IQ, says that the “two most important differentiating factors in separating exceptional from average leaders are Challenge and Connection.” Challenge is the extent to which a leader pushes his or her people. Connection is the strength of the emotional connection they build with their people. You need to decide how much you want to challenge your people and how tight an emotional bond you want to build with them.
The age-old question plaguing leaders is whether it’s better to be loved or feared. What our research seems to suggest is that while fear doesn’t lead to superior results, it’s also true that if being loved means you don’t push people, that’s not so great either. The balance seems to be that leaders should be loved, but they should be loved for pushing people to give 100%, not for coddling or appeasing them.
The degree to which you challenge and connect with your people will determine the results you get. Based on their research, Murphy has divided leaders into four basic types: Appeaser, Avoider, Intimidator and 100% Leader. With the challenges leaders face, appeasing, avoiding or intimidating can seem like necessary approaches; the path of least resistance. But they don’t produce fully engaged and accountable people. In practice, the four types are described this way:

100 percenters

Working for the Appeaser. You’re given enjoyable assignments, you’re allowed to spend most of your time on work that plays to your strengths, your boss gives you lots of positive feedback, and your boss seems to care most about making sure you’re really happy.

Working for the Intimidator. You’re given seemingly impossible assignments; you don’t feel like you’ve got all the skills you need to complete those assignments; when your boss gives you feedback, it’s usually pretty harsh and critical; and your boss seems to care most about achieving his goals no matter who’s with him at the end.

Working for the Avoider. Your boss doesn’t really force too many assignments on you, you’re not really required to learn new skills, your boss lets you figure out for yourself how you’re doing, and your boss seems to care most about not getting in your way.

Working for the 100% Leader. You’re given really challenging assignments, you’re required to learn new skills even in areas you might not consider to be your natural strengths, your boss gives you lots of constructive and positive feedback, and your boss seems to care most about pushing you to maximize every ounce of your potential.

What kind of leader are you?

Posted by Michael McKinney at 11:34 PM
| Comments (0) | This post is about Human Resources , Leadership Development



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