According to Hogan Assessments, those promoted into leadership positions fail nearly 50 percent of the time. Although many reasons might exist for this predicament, one thing is certain: good leaders are aware of how they impact those around them and are responsible for their behavior.
A recent podcast from Hogan illustrated this point quite well: behavior that detracts from leadership (Hogan calls them derailers) may be defined as things that undermine or inhibit a leader’s performance, detract from his or her effectiveness, hold implications for team, organizational and reputational matters, and finally generally appear only under stress or when an individual is not self-monitoring.
Self-monitoring? What is that?
To self-monitor one must know one’s weaknesses, and there is nothing better to identify these than the Hogan Developmental Survey (HDS). Once a leader recognizes blind spots or behavioral pitfalls, he or she can do something about them.
It is critical to understand the difference between Identity and Reputation. Identity is the you that you know. Reputation is you that others know.
Reputation is what matters, according to Hogan, and we agree. A bad reputation can sink a career.
Leaders can counter derailers through coaching regarding strategic self-awareness and self-monitoring, but in the meantime, it might be a good idea for every leader to at least attempt to identify triggers than impact bad (derailing) behavior.
Most are aware a trigger (think stress) prompts a response resulting in a behavior.
Hogan suggests leaders can take responsiblity for behavior (and protect reputation in the process) by identifying triggers and their responses, then inserting new steps of awareness and choice prior to exhibiting bad behavior.
Getting feedback to help you become more aware of how your behavior impacts others will help identify behaviors that could derail your career.
Once you become aware, plan a list of things you can do to have a positive rather than a negative impact when triggers arise. Then follow that process.
For more information, see http://www.hoganassessments.com.
~ By Darrell L. Browning