Resolute Leadership

Leaders who primarily use this style are attracted to challenges, determined, and rational. They enjoy the opportunity to solve complex problems and focus on tasks, that is, on the how. They tend to set high standards for the group and for themselves, and may have little patience for people or practices that may seem inefficient.

They tend to be straightforward in their speech and are not afraid to question people when they see problems with the plans or methods they propose, even if it means overriding someone. They not only seek to be efficient in achieving results but also want them to be of the highest quality.

Best qualities: they ask questions, independent leaders who are not afraid to challenge the status quo to achieve better results.

Barriers: overly energetic leaders who are not very concerned about people, push instead of guiding.

Main Characteristics of Resolute Leaders:

• Goals: independence, personal achievement, efficient results.
• Under stress: become very critical, ignore others’ feelings.
• Fears: failing to meet their standards, losing control.
• Need: recognition.
• Judges others: use of logic, common sense, competence.
• Pace: moderate.
• Communication: predominantly direct.
• Response to rules: they value those that bring them closer to the objective.

Disadvantages:

• Difficulty in detecting and developing talent.
• Sometimes show a condescending attitude.
• Lack of tact.
• Over time, this style can undermine the atmosphere.

Where they may also need reinforcement:

• Closer communication.
• Involving others.
• Paying attention to the needs of others.
• Getting to know their team better.

Strengths:

• They tend to be great problem solvers.
• They are able to overcome obstacles thanks to their tenacity.
• They hold people accountable.
• They have a lot of ability to identify weaknesses in a process, plan, or structure.
• They are not afraid to speak their minds in order to be efficient in solving a problem.
• They are good at separating emotions in all kinds of situations.
• They have a competitive drive that helps them achieve goals.
• They have high standards for themselves and for others.

Well, with this profile, we complete the 8 Dimensions of leadership proposed by Scullard, Sugerman, and Wilhelm.

As you may have observed, adjacent styles are related to each other, which is logical. In fact, there is a tendency for them to transition closely to one another or be adjacent in the gradient of colors that I have proposed in my octagon.

But this model is not entirely complete. In our Behavioral Analyst Certification course, we show combinations of factors that have not been taken into account here and that also exist in people who lead. These “crossed” profiles have very particular characteristics and, like the rest we have seen, strengths, and weaknesses.

If after reviewing these styles you have doubts about your profile and want to check what your style is, get to know yourself better as a leader, and develop a measurable action plan to become the leader that everyone admiresdo not hesitate to let me know. DISC Premium, where you can see those leadership styles that do not appear here.

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In the next post, I will tell you about those missing combinations. If you have made it this far and want to delve deeper, send me an email at info@discfactory.es and write the keyword “winner” in the subject line, and you will receive a pleasant surprise…