According to authors James M. Kouzes and Barry Z. Posner, a leader’s ability to envision exciting possibilities and to enlist others in a shared view of the future is the attribute that most distinguishes leaders from non-leaders. In their research, Kouzes and Posner found that 88% of employees want their senior leaders to be envisioning (second only to honesty). Yet, most leaders spend only 3% of their time on envisioning activities.![]()
One collaborative process that we have used with very positive results involves the Everything DiSC Work of Leaders (WOL). This relatively new assessment offers a framework consisting of three pillars - Vision, Alignment and Execution. WOL encourages leaders to understand their own leadership behaviors (measured on nine dimensions) and how they impact their effectiveness.
In two sessions conducted recently for our clients, we saw how well the WOL can provide a strong platform for the accomplishment of team and organizational goals as well as fostering greater team cohesion. In this blog and the next one, we’ll share case studies from our work with two teams in different organizational settings. We asked the session facilitators what they learned from the process and we’ll share that too.
Case Study 1: A Client Leadership Team Focuses on the Future, Including Engaging Employees
Our client brought its entire top leadership team together consisting of its Presidents, Vice Presidents, and their direct reports. The high-level goal was to create strategic alignment across the organization, while coalescing the leadership team. As the leaders developed a shared understanding of individual and group strengths and weaknesses, the group’s next level outcomes were to:
- Ensure each division had a clearly defined vision of the future
- Align each division so everyone was moving in the same direction
- Execute, manage performance, and provide continual, constructive feedback
Specific outcomes from the session were to create S.M.A.R.T. goals for each division and function of the organization, aligned with the company vision/values. Divisions and functions would then cascade the SMART goals throughout their organizations, creating alignment with each position.
Using the DiSC Work of Leaders framework (shown in the graphic above), the leadership team:
- Explored Relationships - explored individual behavioral styles and group aggregate information, allowing the team to "get to know each other” through the lens of style differences and preferences.
- WOL Vision - examined the vision to ensure it was clear, compelling, and leaders understood what was necessary to make it visible and shared throughout the organization.
- WOL Alignment - ensured leaders understood their role in creating alignment using the SMART goals as a structure.
- WOL Execution - understood the leader's role in creating action and giving feedback. Shared and practiced a feedback model for giving negative feedback as well as appreciation. They also explored the WOL’s link to employee engagement by creating alignment and giving feedback; two key mechanisms for driving employee engagement.
Leaders were fully engaged in the process and were able to successfully complete initial drafts of their SMART goals. They also practiced giving feedback and planned for execution (i.e., real results).
What We Learned:
Rachel Evans, AJO’s facilitator, shared her thoughts and reactions after the session. The DiSC Work of Leaders:
- Is an excellent framework for both strategic thinking/planning/goal-setting, as well as developing team alignment.
- Is highly effective when used with "real work" e.g., drafting SMART goals, project execution, performance management, etc.
- Offers aggregate reports that serve as an effective tool for the leadership team to evaluate overall strengths and weaknesses.
- Provides an abundance of materials for ongoing development of both individuals and their teams.
The DiSC WOL offers a powerful framework for improving the way your leaders lead. A.J. O’Connor Associates recommends using this process to assist teams to tackle real live problems to see the potential for immediate and impressive results.
One key learning for leaders and their teams is offered by AJO Consultant and Executive Coach, Bill Accordino. Bill has used the WOL process extensively and he points out that,“One of the challenges I often face is that leaders tend to view strategy and strategic execution as an event rather than a process. The strategic initiative then slowly suffocates as described so clearly in The 4 Disciplines of Execution. McChesney et al'sbook addresses the need for a leadership paradigm shift.“
We’ll share the second case study next time along with our recommended reading. Meanwhile, ask us how this process might help your leadership team enhance its performance.