The results leader is someone who has high scores on Ambition (HPI) and Power (MVPI). These individuals are described as someone who pushes hard for results, is motivated to succeed, and sets the bar high for themselves and others. While having a strong drive to get ahead, sometimes this may come off as intense, competitive and intimidating. In addition, they may expect too much from others, such that their direct reports have a hard time living up to their expectations.
Given the above, one coaching area should be around setting realistic expectations and communicating them effectively. With this style, one of the challenges will be to help them understand what is realistic and what is not. One thing they could Start doing is creating a log that clearly states their short and long term goals, as well as an action date for what needs to happen and by when. As the coach, work with them to determine what they want to achieve for the next year and what they are being held accountable for in terms of results. After reviewing the log, discuss their findings. Is there alignment with what they have as short and long term goals? Are their action items and associated dates realistic or just ambitions? Help them walk through each of the items to determine this. Once they have a clear idea of what’s ahead, have them do this same exercise with their direct reports. This will help all parties to be in alignment with short and long term goals with actions that are realistic. This will also help form better communication between the leader and direct reports through open conversation regarding how to be more successful.
The second coaching area revolves around helping the Results Leader see where and where not to place their need to compete. This competitiveness, when pushed to the limits, can come off as intense, often leading others to feel intimated by them. One thing they should Stop doing is assuming everything is a competition. Internally they have the desire to get ahead (Power), and we also see this coming through in their day-to-day behavior (Ambition). As a coach, try to get a better understanding of where the Results Leader places their efforts from a competitive standpoint (i.e. where do they feel strongly that they want to achieve?). If they struggle, ask them questions around when do they feel that they “tell people what to do”. Also, do they reach out to others for feedback around where they might be challenging others too strongly? When reaching out for feedback, have the Results Leader monitor their non-verbals. Do their non-verbals suggest they want to compete with the other party? Another area to probe around might be whether or not they are open to others’ suggestions; do they tend to want to do everything themselves?
One thing the Results Leader should Continue doing is pushing and driving for success. Their desire and need to succeed can be quite motivating to others. This value and behavior provides others with guidance on what it looks like to be focused on achieving success. As long as the Results Leader implements the coaching tips provided above, we likely will see them setting achievable goals and expectations that they and their direct reports can accomplish.
Lastly, please note that “Results” is just a label to describe a leadership style. It doesn’t mean however that the other leadership styles don’t deliver results, they deliver results in a different manner.
