‘Good to Great’ and the Everything DiSC Model

I’m on a bit of a de-clutter mission. I’m throwing things out like there’s no tomorrow. When it comes to books though…well I haven’t really started yet.

As I take a book off the shelf…I just have to have a closer look … and then of course….I start reading…

**So when I came across Jim Collin’s brilliant book ‘Good to Great’, it got me wondering…**

“*Good to Great: Why Some Companies Make the Leap… and Others Don’t*” by Jim C. Collins

How does what he has to say about leadership relate to the two Wiley models of leadership: the Everything DiSC ‘Work of Leaders’ model and the ‘8 Dimensions of Leadership’ model?

By the way, two ‘must read’ books that explain these models are:

‘The 8 Dimensions of Leadership’ by Jeffrey Sugarman, Mark Scullard and Emma Wilhelm
‘The Work of Leaders’ by Julie Straw, Mark Scullard, Susie Kukkonen and Barry Davis

You can buy both of these books on Amazon.uk.

Often, when we’re walking a group through the Everything DiSC model as part of a training session, someone will say, ‘So the ‘D’ or ‘i’ style would the best for a leader…..right?’. It’s a common conclusion, compounded by TV images of the Alan Sugar hard-nosed school of leadership and the well-known adventures that have been spearheaded by Richard Branson.

The truth is, when you look at the ‘Everything DiSC 8 dimensions of leadership’ wheel in the picture below, it’s definitely the northern side (related to ‘D’ and ‘I’) that tends to get associated with the most easily observable strong Leadership.

Looking at the definitions of the three leadership approaches at the top of the leadership ‘wheel’ you can see what I mean…

Commanding – a commanding leader takes charge of situations with confidence and urges others to get results

Pioneering – a pioneering leader encourages the group to think creatively about the options and take chances on new opportunities

Energising – An energising leader builds enthusiasm for the group’s goals and develops a wide network of professional connection.

Many organisations have high numbers of leaders who tend to show up in these ways. In fact, only this week I’ve been talking to one of our Certified DiSC trainers about the strong emphasis on ‘D’ and ‘Di’ styles of leadership in one of the organisations she’s supporting. The ‘D’ and ‘Di’ styles seemed to the only kind of leadership behaviours getting rewarded there.

And yet….in his book ‘Good to Great. Why some companies make the leap…and others don’t’, Jim Collins reveals one of the most surprising findings in his research study:

HUMILITY + WILL = LEVEL 5 LEADERSHIP

(Level 5 refers to a five-level hierarchy of executive capabilities, with Level 5 at the top)

His research findings show that ‘Level 5 leaders embody a paradoxical mix of personal humility and professional will. They are ambitious to be sure, but first and foremost for the company, not themselves’

The core message within Everything DiSC 8 Dimensions of Leadership is perfectly aligned with these findings.

In fact, the research upon which the 8 dimensions of leadership is based concludes that highly effective leadership is about demonstrating flexibility and a multi-dimensional approach to leading.

Let’s look at the other five approaches around the wheel that make the 8 dimensions of leadership:

Affirming – an affirming leader is approachable and helps people feel good about their environment and their contributions.

Inclusive – an inclusive leader gets a variety of people involved in the decision-making process and shows concern for their contributions.

Humble – a humble leader maintains a modest, composed demeanor and can be relied upon to make decisions fairly.

Deliberate – a deliberate leader provides a sense of stability for the group by communicating clearly and ensuring that decisions are made carefully.

Resolute – A resolute leader creates high standards for the group and insists on using methods that maximize efficiency.

So what this means is that great leadership is about being able to shine more throughout the whole process of leadership – from crafting a vision to getting buy-in, to the vision to make things happen. Essentially, this is ‘the Work of Leaders’. Different aspects of the process will require different leadership behaviours, which is why flexibility is so important.

This is about celebrating your strengths as a leader and developing strategies to become more flexible in those areas that feel less easy.

What do YOU think?

Looking at the five leadership approaches above, if you’re currently working in an organsation, what value do you feel is currently placed on them in your organisation?

If you’re a leadership coach or trainer, what have you found to be the case?

I’d love to hear your views and experiences!

Warmest wishes