17 Nov, 2016

70% of executives believe they are in the top 25% of their profession in terms of performance

70% of executives believe they are in the top 25% of their profession in terms of performance

At the office, many top executives, especially as they move up the organisational ladder, are surrounded by people who tell them what they want to hear. Often, subordinates do not have the courage to speak critically, and few leaders genuinely seek out honest feedback themselves. When they do receive feedback, they may accept feedback consistent with the way they see themselves, and reject feedback that is inconsistent with their self-perceptions. So it is not surprising that there is often a serious gap between what many leaders say they do, and what they really do.

Take a look at the dark side

As an extreme example, one of the biggest challenges for leadership development professionals is how to get leaders to confront their “dark” side. Difficult leaders, many of whom are pathologically narcissistic, are often the most difficult individuals to coach and develop, because they are not aware of the detrimental effect of their behaviour. Driven by grandiose fantasies about themselves, pathological narcissists are selfish and inconsiderate, demand excessive attention, feel entitled, and pursue power and prestige at all costs. Many are truly unaware of their blind spots and the way in which their behaviour impedes functioning – their own, and others’ – and creates misery throughout their organisation.

So how can we open these leaders' eyes to the fact they may not be as great as they are?  Acquiring the skills and tools to get highly narcissistic leaders - and all leaders, for that matter - to take an honest look in the mirror is an essential step in creating a tipping point for them to change. We have found that properly designed 360° feedback questionnaires and assessment tools can be very useful. They can be the beginning of an introspective journey, create tipping points, and set into motion changes in behaviour. 

At KDVI we believe that allowing leaders to compare their self-perceptions with the observations of those that know them well (be that within a work or home environment) can provide a springboard for them to create a positive, significant change. Our suite of 360 degree tools are designed to give Human and Talent Resources Leaders, L&D Professionals and Executive Coaches the means and the confidence to work with different types of leader, in order to get them to take an honest look at the impact of their behaviour. The tools serve as the perfect starting point for observation, reflection and a constructive, transformative conversation. 

Join KDVI and a cohort of experienced leadership development practitioners at our Diagnosing and Initiating Change programme, for an experiential workshop exploring in detail our suite of 5 innovative, psychometrically-validated, diagnostic feedback tools. This hands-on 2.5 day workshop includes, working on a case study built from our years of understanding of real cases, and full complimentary access to your tool of choice worth up to £1,250, allowing you to experience what it means to take a systemic approach to organisational diagnosis and intervention.

To learn more about our Diagnosing and Initiating Change programme and reserve your place, click here.

Deadline for registration is 15th January 2017.

Interested in how narcissistic leaders impact organisations, click here.

To read more on 360° Feedback in Executive Leadership Development, click here.

Add Comment