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Photo by Andrew Robles on Unsplash

The 6 Behavioral Bridges according to Zenger Folkman analysis of 7800 leaders

1. Communicates clear strategy and direction

Drives for results. Peak results hinge on everyone having clarity about the direction and understanding the strategy to achieve it.
People skills. When people are lost or confused, they quickly become dissatisfied. Leaders who communicate well and provide clear direction have a much more engaged team.
2. Inspires and motivates

More than three-quarters of leaders (78%) were rated higher on their ability to drive for results than on their ability to inspire and motivate others. People skills. Inspiring behavior unleashes the energy within people to do their best work. Most of us want to make a positive difference in our work and the world. Leaders who can inspire and generate loyalty, commitment, passion, and enthusiasm in their team members excel at creating a positive work environment.

3. Establishes stretch goals

Drives for results. Setting stretch goals that team members accept has the ability to get others to work harder and raise the bar.
People skills. When stretch goals are collaboratively set with a team, amazing things happen. Work becomes fun. Everyone is all in. People feel valued and competent.

4. Has high integrity and inspires trust

Drives for results. If a leader who is not trusted sets stretch goals, team members will often assume they are being manipulated and taken advantage of by their manager. A trusted leader’s motives are beyond reproach.

People skills. A key component of building positive relationships with others is being trusted. To be trusted, leaders need to “walk their talk.” They never ask their team members to do something that they are not willing to do themselves.

5. Develops others

Drives for results. Leaders who care about the development of subordinates and who also take the time to develop these people reap the benefits in the results produced. Well-trained people are far more productive.
People skills. Most people want the opportunity to develop new skills and competencies. Leaders who are focused on helping team members develop are always viewed in a very positive light. Developing others has the twofold impact of elevating performance and creating a culture that is fun and engaging. It also attracts more people who want to work in it.

6. Is coachable

Drives for results. Leaders who resist feedback are much like the emperor with no clothes. Since they do not seek or want feedback, people see do not speak up. Problems slip through the cracks. Deadlines are missed. However, if a leader seeks feedback and is receptive to advice, colleagues will not stand by if they see that leader is about to make a mistake.
People skills. Leaders who ask for feedback from others and work to make improvements are highly respected. Their coach-ability is an example to everyone.

“Having the ability to simultaneously drive for results and practice excellent people skills is a powerful combination that has a dramatic impact on a leader’s effectiveness.” is designed to amplify supervisors and mid level managers abilities. In we believe in working smarter, we work hard to enable this “magic combination” of human management capabilities and relentless machine operation.