Leadership today is not for those who seek simplicity.
We expect a leader to motivate, develop, and engage their employees. They should build strong teams, handle differences, create security, and drive results at the same time. They should be available, responsive, and coaching, while also delivering on ambitious goals in an ever-changing world.
The question is if we really give them the right circumstances to succeed?
It is no longer enough to say that a leader should be good with people. It sounds nice, but without the right tools we often end up leading in a way that only works for those similar to us. Others, with completely different needs and drives, risk not receiving the leadership that enables them to thrive and perform.
How understanding employees creates successful teams
At Predictio, we see how the difference between guessing and knowing can change everything.
When a leader gains access to objective data about their employees' drives and behavioral patterns, a whole new dimension of leadership opens.
All of a sudden, it becomes possible to:
• Communicate in a way that really resonates with every individual.
• Give feedback that feels both motivating and relevant.
• Distribute tasks based on strengths, not just on availability.
• Prevent conflicts and misunderstandings before they grow.
• Create the right conditions for each employee to thrive and perform.
Five ways to use knowledge about drives in the leadership
If you as a leader really know your employees' drives and work styles, you can:
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Adapt the communication to reach everybody
Some want clear instructions and structure, others want freedom to explore. Through adapting how you give information, the chance of it getting both understood and accepted increases. - Give feedback that strengthens motivation
For some, public appreciation is the most motivating, for others a private conversation makes a bigger difference. When you know what works for each person, a feedback session becomes more accurate and valuable. -
Create teams that complement each other
Through seeing how different strengths and work styles balance each other, you can build dynamic teams where differences become an asset instead of a source for friction. -
Prevent and resolve conflicts in time
Many conflicts are based on misunderstandings about work styles and prioritizations. When you understand how different people prefer to work, you can handle the differences before they grow. -
Strengthen employee's ability to leadership
When people feel understood and receive the right circumstances for their way of working, both their motivation and responsibility increase.
How leaders can motivate and develop all employees
It is not about changing who you are as a leader, but rather about consciously adapting your leadership in order to give every person the best possible chance at succeeding.
The Predictive Index® makes this possible. It gives leaders the insights and security needed to motivate and develop every individual in the team.
In a time where the requirements of leadership increase, we need to ask the following question. Should we keep talking about increasing requirements or is it time to give our leaders the tools they need to actually lead?
