It's Not All About You!

Understanding Your Leadership Impact

Published by PI Worldwide

Leaders are born, not made! Leaders are made, not born!

... ... To which theory do you subscribe?

As you know from your PI experience, we are each predisposed to behave and drive actions in our own unique ways. Further, those we lead are each unique in the ways they are motivated to action. Therefore, we would say that leadership is a function of both our fundamental makeup and learned behaviors that influence others and cause them to act in particular ways toward specific ends.

Your PI lends significant insights into how you affect others. We each have influence by virtue of how we behave toward others. However, since not all 'others' are motivated by the same conditions, effective leadership requires flexibility and skill to adapt our actions to achieve the greatest influence and motivate others to action.

Therefore, the key to effective leadership is understanding others' points of view. What messages will resonate with them? What will motivate them? What conditions make it safe, or exciting, for them to take action? How easy or difficult will it be for you to act or communicate in the ways necessary to motivate them? How clearly can you communicate the end goals toward which we must aim? How similarly or differently might each individual interpret those goals? How can your message reach, with maximum impact, each person we need to achieve the goals?

The key to understanding and leading others lies in first understanding their motivating needs. Below is a brief summary as a reminder. Remember to consult the individuals' PIs before approaching them at key points of contact, like the start of a new job or project or before coaching.

Low A needs:

  • Harmony with other people, rather than friction.
  • A supportive, team-oriented environment.
  • Recognition of his or her selfless team approach to work.

High A needs:

  • Independence and control of his or her own work activities.
  • Opportunities to prove himself or herself in competition.
  • Recognition for his or her individual contribution to the business.

Low B needs:

  • Opportunities for introspection.
  • Freedom from office politics.
  • Recognition for his or her technical or intellectual achievements.

High B needs:

  • Social acceptance.
  • Opportunities to interact with other people.
  • Recognition for the relationships he or she has built.

Low C needs:

  • Variety and change of pace in work activities.
  • Opportunities to change his or her priorities
  • Recognition for his or her ability to multi-task, to keep multiple projects going at once.

High C needs:

  • A stable work environment.
  • Familiar surroundings, work, and people.
  • Recognition for seniority and loyalty.

Low D needs:

  • Freedom from rigid structure or tight controls.
  • Opportunities to delegate details.
  • Recognition for the outcome (vs. the process of how he or she got there).

High D needs:

  • Structure and certainty, understanding exactly what the rules are.
  • Specific knowledge of his or her job responsibilities.
  • Recognition for error-free work.

Your local PI consultant is available to ensure that you and your company get the most out of PI. His or her contact information is below. If you have any questions about the content of this email, please contact your PI consultant: