The Center For Leadership Studies
MAY 24, 2021
S: STEADINESS — This style is both cautious and accepting. They excel at cooperation and are routinely described as “calm” or “patient.” They are driven by logic and objective analysis. They have a tendency to “overanalyze” but when they reach a level of comfort, they can serve as a calming source of objective support.
Tanveer Naseer
SEPTEMBER 10, 2013
They are non-negotiable yet harmonious attributes that ensure a top-down, command and control leadership style isn’t utilized as the default way in which to lead. Simply put, this final stage ensures a leader is seeing the big picture in his or her team, goals and objectives both for today and the future.
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N2Growth Blog
AUGUST 11, 2010
Unresolved conflict often results in a loss of productivity, stifles creativity, and creates barriers to cooperation. The way to avoid conflict is to help those around you achieve their objectives. Your principles and language so resonates with my leadership style. Thanks again.
N2Growth Blog
AUGUST 12, 2010
They are simply meant to foster a spirit of cooperation. All the best, Dan [link] Dan Rockwell Mike, When I read this part of the conversation it made me think about the importance of someone who holds out the grand objective with tenacity and won't let others quit until they figured out a way to make it happen. But I will listen.
Harvard Business Review
APRIL 12, 2017
times more likely to receive critical subjective feedback (as opposed to either positive feedback or critical objective feedback). The objective of constructive feedback is to allow an employee to focus on the positives while identifying areas where there is room for growth.
Harvard Business Review
MAY 6, 2016
If overused, this strength can lead to a “kiss up/kick down” leadership style, characterized by excessive deference or sudden attention to detail when reporting up, and issuing fiery directives or refusing to compromise when commanding subordinates. Passive-aggressive leaders tend to be critical and resentful.
Harvard Business Review
JULY 2, 2014
They have adopted a silo mentality of departmental self-interest, maintaining rigid, top-down hierarchies that act as a barrier to cooperative participation and promote a dependency on managers. By contrast, there is little openness and cooperation in the corporate world. Set collective objectives.
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