Strengths-based Leadership Development The Extraordinary Leader Competency Model 360 Assessment How Extraordinary Leaders increase employee engagement, customer satisfaction and bottom-line profitability. Leaders at all levels.

1. Developing
Extraordinary
Leaders
Strengths-based Approach

2. A Proven Approach
1. Know what success
looks like
2. Measure
3. Develop Strengths
4. Sustain momentum to
become exceptional

3. ZF Research Redefined Leadership Development
Jack Zenger and Joe Folkman
© Zenger Folkman 2014
2
10%highest
& lowest
years
key insights
researching and
analyzing impact
of leadership
compared to
determine biggest
differentiators
• 16 competencies
• strength-based approach
• companion behaviors
• fatal flaws
20,000
leaders analyzed
200,000
ratings used for
statistical tests

4. ZF Leadership Research Today
Jack Zenger and Joe Folkman
© Zenger Folkman 2014
11
Global Norms
years
researching and
analyzing impact
of leadership
75th and 90th percentile
norms of global
leaders
65,000
Leaders analyzed
850,000
ratings used for
statistical tests

5. The Proven Approach
1. Know What Success Looks Like

6. Better leaders have more satisfied customers
Bottom 10
Percentile
11th–35th 36th–65th 66th–90th Top 10
Percentile
Customer
Satisfaction
Overall Leadership Effectiveness
Source: Technology Service Provider
36
46
49
57
60

7. Great leaders generate much higher income
Bottom 10%
Poor Leaders
Middle 80%
Good Leaders
Top 10%
Great Leaders
Net income
in millions
Source: Mortgage Bank Branches
-1.2
2.4
4.5

8. Effective leaders have more engaged employees
1-9 10-19 20-29 30-39 40-49 50-59 50-69 70-79 80-89 90-100
Employee
Commitment/
Satisfaction
Percentile
Leadership Effectiveness Percentile
Source: Leaders Across Multiple Industries
24
32
37
43
48
52
58
63
70
80

9. What would these business
outcomes mean for your
organization?

10. © Zenger Folkman 2014- EL51.3.910
16 Competencies That Differentiate
Extraordinary Leaders
Character
• Displays high
integrity and
honesty
Personal
capability
Interpersonal
skills
Leading
change
Focus on
results
• Technical/
professional
expertise
• Solves problems
and analyzes
issues
• Innovates
• Practices self-
development
• Communicates
powerfully and
prolifically
• Inspires and
motivates others
to high
performance
• Builds
relationships
• Develops others
• Collaboration
and teamwork
• Develops
strategic
perspective
• Champions
change
• Connects the
group to the
outside world
• Drive for results
• Establishes
stretch goals
• Takes initiative

11. The Proven Approach
1. Know What Success Looks Like
2. Measure

12. 360-degree Feedback Correlated with Business
Results Provides Clear Measures

13. Re-assess Every 12 – 24 Months

14. The Proven Approach
1. Know What Success Looks Like
2. Measure
3. Develop Strengths

15. With more strengths, effectiveness increases
0 1 2 3 4 5
Average
Percentile
Score on
360 Results
Number of Profound Strengths
(Competencies at the 90th percentile)
34
64
72
81
89 91

16. Building a Strength

17. Each competency has many companion
competencies
?
?
?
?
?
?
?
?
Displays
High Integrity
and Honesty

18. ?
?
?
?
?
?
?
“Cross-training” behaviors may be surprising
Assertiveness
Displays
High Integrity
and Honesty

19. Competency Companions:
“cross-training” ideas for leaders
Solves
Problems
and Analyzes
Issues Relationship
Building and
Networking
Communicates
Powerfully
Desires to
Pursue
Excellence
Takes
Initiative
Develops
Others
Honesty and
Integrity
Can Be
Trusted to
Act in the
Team’s Best
Interest
Technical/
Professional
Expertise

20. The Proven Approach
1. Know What Success Looks Like
2. Measure
3. Develop Strengths
4. Sustain Momentum To Become Exceptional

21. The Path to Becoming Exceptional
• Pinpoint best leadership traits and choose
right developmental focus
• Use feedback and action-learning on
the job to elevate strengths
• Increase leadership strengths from
good to great
• Sustain—build follow-through into your
development plan

22. Summary
1. Know what success looks like
– Leverage research and data to define success at all levels
2. Measure
– 360-degree assessment
– Determine areas to build
3. Develop strengths
– Incorporate development into daily job responsibilities
– Intentional, repeatable behavior changes
4. Sustain momentum to become exceptional
– Development plan
– Supporting tools and programs
– Reassess on a regular basis

23. Thank you
Zenger Folkman helps organizations flourish by increasing the effectiveness of leaders at all levels.
Our unique, strengths-based development methodology enables leaders to move faster and higher.
Each offering is solidly grounded in research, utilizing our extensive empirical database. The end
results are statistically significant improvements in how leaders lead, how their employees engage and
how their companies profit; allowing both leaders and organizations to soar to new heights.
Jennifer Lambert
801.228.1495
jlambert@zfco.com
Schedule a Call or Meeting