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2014 Secret Science of Brilliant Leadership
2014 Secret Science of Brilliant Leadership
ie/hrs
PwC
olatile.
ncertain.
omplex.
mbigious.
Horizontal
development
Vertical Development
Increasing sophistication of thinking &
ability to handle complexity
Horizontal Learning
Acquisition of skills, knowledge &
experience
Assessing Leaders
It is possible to assess people in hundreds of different ways. One way is to describe distinct types of individuals. An
example of a simple typology would be whether someone is male or female. In business one of the most widely used
typologies is Myers Briggs. Although typologies can provide useful information their primary limitation is that they rarely
have developmental implications. Thus it is difficult to change your type. You cant develop from an INTJ into an ENFP.
Other assessment instruments cherry pick a handful of individual
qualities and then try to make the case for these qualities being more
important than the qualities chosen by another assessment
instrument. We take a slightly more structured approach. Firstly all of
our assessments are all based on extensive research. Secondly they
must produce information that can be used to help the individual
actually develop. Thirdly we have designed a suite of instruments that
look at the five main lines of human development and assess each
one separately. This avoids mixing up different developmental lines.
The Leadership Values Profile (LVP) specifically focuses on the
values line of development (see next slide).
Assessment of different lines of development uncover different leadership assets & capabilities:
1. Physical: this quantifies a leaders physical energy, vitality, health risk, immunity, flexibility, coherence and a number
of other specific physiological patterns.
2. Cognitive: this assesses a number of aspects of a leaders thinking capability such as reasoning skills, problem
solving ability and perspective taking.
3. Emotion: this quantifies a leaders emotional and social intelligence including their self awareness, ability to change
emotional states and their empathic skills.
4. Values: this explores a leaders commercial and personal value systems. It also identifies the type of people a leader
tends to engage with and who they move away from.
5. Maturity: This assess a leaders ego maturity, which underpins their ability to drive organisational transformation and
handle complexity.
5
0
Org matur
BU devt
external
Mgt Capabil
Team Dev't
impact
internal
connectivity
behaviour
values
maturity
EQ
cognitive
physical
levels of development
10
Culture &
Values
Schalom H Scwartz
Geert Hofstede
Team
Dynamics
Cultural
Transformation
Alignment &
Engagement
M&A Diligence
& Integration
Levels of
Spiral Dynamics
beige
get through
stay alive
whats in it for me
I have what I need
survive
survival
no progress
Survival
Individual Focus
Common Thoughts
Commercial Drives
What drives people with this value system are their immediate basic
needs. They are highly attuned to their physical senses which are
often heightened. Satisfaction of basic biological needs tends to stop
action and provoke rest until these needs must be addressed again.
As such people at this level tend not to plan at all. They live from
day to day.
Development
The best way to help Beige individuals is to bring them together
with others Beige individuals so they can start to bond and realize
they are not alone.
Communication
To reach them you often have to directly encounter them. They may
not engage with modern communication channels or if they do this
is in a haphazard way. You must address their short-term needs
first.
Get Through
Stay Alive
Whats In It For Me
purple
dont risk it
stay vigilant
work together
look after the family
stay together
safety and
belonging
no direction
Belonging
Collective Focus
Common Thoughts
Commercial Drives
They are driven by having a safe place to work where no-one rocks
the boat too much or creates too much change. They are very quick
to sense a personal or commercial threat and they can react
strongly to protect their own position and the security of their tribe.
Development
The best way to help Purple individuals move forward is to identify
the natural red leaders who are trusted by the tribe, promote them
and allow them to lead the rest of their colleagues.
Communication
They must be reassured that change will not threaten the tribe. In
fact change must be sold as a way of protecting the tribe. They will
engage as a group and can be inspired by a charismatic
presentation. It is vital to allow time for the tribe to debate the
suggested change and reach a collective agreement.
Dont Risk It
Stay Vigilant
Work Together
Look After the Family
Stay Together
red
go for it
keep moving
work hard, play hard
have fun
take charge
make it happen
ego mania
Power
Individual Focus
Common Thoughts
Commercial Drives
They always want to be number 1 in their markets. They are restless,
relentless and resilient with a strong sense of urgency. They move fast
to get control and dominate by dint of their status or power. They are
good in a fight, an emergency or in a turnaround where they can be
the hero in the hunt for glory.
Development
The best way to help Red individuals is to show them how, with a little
more structure, they can celebrate an even greater victory. The knack is
to help them work smarter not harder, a little more skill and a little less
speed is often whats required.
Communication
It must be made very clear to red individuals how they can personally
contribute. The battle must remain exciting or fun if their interest is to
be maintained. They prefer short to the point communications keep
it simple stupid is a mantra of theirs.
Go For It
Keep Moving
Work Hard Play Hard
Have Fun
Take Charge
blue
plan it carefully
stick to the plan
be loyal and respectful
stick to your principles
do the right thing
stability and
order
rigidity and rules
Order
Collective Focus
Common Thoughts
Commercial Drives
Blue individuals want to do the right thing in the right way. They are
comfortable following the rules of a higher authority, whether that be
the company, their boss or God. They are accurate, crisp and want to
deliver to a high quality standard. They consider the meaning of their
work and have a desire to bring stability.
Development
The best way to help Blue individuals out of their tendency to get
stuck in the rules is to encourage them to experiment and show
individuals how this could benefit them personally. This is an appeal
to self-interest, which will succeed if it appears to be the right thing to
do and does not contravene the individuals sense of right and wrong.
Communication
All communication must be neat, tidy and be well presented. Meetings
must be well structured, stick to time and follow a disciplined process.
Blue people tend to be diplomatic, avoid conflict, and are efficient
completer finishers who like to take the moral high ground.
Plan It Carefully
Stick to the Plan
Be Loyal & Respectful
Stick to Your Principles
Do the Right Thing
orange
make it work
adapt based on feedback
achieve the targets
figure it out
succeed
Wealth
Individual Focus
Common Thoughts
Make It Work
Commercial Drives
Adapt Based on Feedback
Orange individuals want to make money and win. They are very
competitive on many fronts. They have a slightly more mature
Achieve the Targets
ambition compared to red individuals and are more able to take
advantage of other peoples abilities to achieve their own goals. They
Figure it Out
are very rational and like to understand how things work so they can
Succeed
make the machinery of business deliver its profits.
Development
To help Orange individuals out of their tendency to be too rational, too
materialistic or too self interested it may benefit them to cultivate an
ability for reflection. They may also find it useful to work on their
emotional intelligence and ability to take people with them.
Communication
All communication must be outcome focused and make it clear how the
plan will work to deliver the desired result. There also has to be an
opportunity for the individuals to work the issue and make changes. They
will also need to know how it works financially.
green
include others
take people with you
listen and be sensitive
take care
do it together
Social
Collective Focus
Common Thoughts
Commercial Drives
Green leaders focus on taking people with them and will slow down to
make sure no-one is left behind. They try to achieve win:win
relationships and will often go the extra mile to make sure people
are able to contribute. They are motivated by human contact and
achieving results through the team. Being liked is often more important
than competitive advantage.
Development
Paradoxically individuals who operate with this perspective can polarize
people. They can slip into negative judgmentalism if their attempts to
help or care are thwarted. They may need help to see more than their
own perspective. They may also benefit from being more flexible and
decisive if they truly want to create benefits for the many.
Include Others
Take People With You
Listen & Be Sensitive
Take Care
Do It Together
Communication
All communication must be customer focused and sensitive to minorities. They respond well to
sincerity and heartfelt expressed emotion moves them. They want to feel involved and will welcome
the opportunity to participate and say their piece. They can react badly to assertive leaders with
simple answers.
yellow
innovate the future
solve the issues
be flexible and spontaneous
first look to yourself
learn and take responsibility
Innovation
Individual Focus
Common Thoughts
Innovate the Future
Solve the Issues Live
Be Flexible & Spontaneous
First Look to Yourself
Development
Learn and Take Responsibility
To help Yellow individuals achieve their impact it is often
necessary to help them with the way that they language their
ideas. They can over complicate things or wrongly assume that people
follow the sophistication of their thought processes. They can appear
dispassionate and aloof and this may impair their ability to connect and
land their views.
Communication
To engage effectively with yellow individuals it is vital to lay out the
conceptual frame for the conversation first. Then there has to be sufficient
substance to the message otherwise yellow individuals will perceive it as
light weight, not serious and not worthy of consideration.
turquoise
consider everything
balance everything
take the long term view
take nothing personally
be of service for greater good
system balance
cool and baffling
System Balance
Collective Focus
Common Thoughts
Consider Everything
Balance Everything
Take the Long Term View
PWC Event
Table Data
24
Table 2
40
35
30
25
20
15
10
5
0
20
14
10
13
10
24
10
10
Table 3
40
35
30
25
20
15
10
5
0
Table 4
29
24
11
10
18
17
15
10
9
40
35
30
25
20
15
10
5
0
24
16
10
14
15
12
8
28
Table 5
40
35
30
25
20
15
10
5
0
20
10
12
Table 6
22
14
13
9
40
35
30
25
20
15
10
5
0
23
17
14
Table 7
40
35
30
25
20
15
10
5
0
15
10
Table 8
24
15
27
17
12
40
35
30
25
20
15
10
5
0
12
16
18
13
15
15
12
29
Additional Resources
www.complete-coherence.com
Coherence:
Desktop App
CardioSense Trainer
I-phone App
CST Mobile
e-Development Academy
Online leadership development
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