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Strengths-Based Leadership Executive SummaryBy Ivo Kolev

Strengths-Based Leadership defnes leadership in a way no one has everdone beore. This is not just another book about leadership based on some C!"sopinion. #ith data rom over one million work teams and $%&%%% in-depth

interviews& this 'omprehensive study ba'ks up everything it 'laims with stronga'ts( )n addition& the 'ompany behind this leadership book is the world-renownedresear'h based and management 'onsulting 'ompany *allup. #ith over +% years oresear'h to gather this large set o data& you better e,pe't they know how to givethe world the defnition o leadership or one and fnal time.

or start& *allup ound that the most ee'tive leaders are investing instrengths. There is only a /0 engagement o an employee"s job that does not workin their strengths area versus 120 o an employee whom does. Se'ond& the mostee'tive leaders optimi3e their team to its ull potential by 'ombining members othe team with similar or even polar opposite strengths. )n order or a leader to'ategori3e their team"s strengths& *allup"s resear'h developed our domains oleadership strengths4

5. Execution- people with these strengths really know how to laser o'us ona goal and get things done. The sub-domains o this strength are the Achiever,

Arranger, Belief, Consistency, Deliberative, Discipline, Focus, and Responsibility.$. Infuence- these people inspire others to ollow their ideas by using

natural persuasive ta'ti's. The sub-domains o this strength are the Activator,Command, Communication, Competition, a!imi"er, #elf Assurance, #igni$cance,and %oo.

6. Relationship Building-people with this strength know how to 'reategroups su'h that the whole is mu'h greater than its parts. )n addition& they maintainthese relationships in order to o'us on the results frst. The sub-domains o thisstrength areAdaptability, Developer, Connectedness, &mpathy, Includer,Individuali"ation, 'ositivity, and Relator.

2. Strategic Thinkers- people with this strength always review the data andapply what they learn in order to move the organi3ation orward. The sub-domainso this strength are Conte!t, Futuristic, Ideation, Input, Analytic, Intellection,(earner, and #trategic.7s stated earlier& *allup e,plains that a leader must re'ruit team members who all'an bring a dierent strength to the table in order to make the most optimi3ed andbalan'ed team. urthermore& a team must not only o'us on their strengths toa'hieve a goal8 rather& they must also listen to their ollower"s needs.

#hen asked 5%&%%% ollowers to write down what needs they wanted romtheir leader in order to be most engaged at the workpla'e. The data set returned 2simple yet powerul needs4

5. Trust- employees were most likely to stay with the 'ompany i they

trusted their leader. Common words to des'ribe a leader were Respect,Integrity, and )onesty.

$. Compassion- in order or employee"s to be more engaged and sti'karound they must have these needs Caring, Friendship, )appiness, and(ove met by their leader.

6. Staility-in order or employee"s to be 'almed during times o a threat&'risis& or a re'ession& employees seek a leader who will be able to provide#ecurity, #trength, #upport, and 'eace.

2. !ope- leaders who were able to oresee the uture and initiatingsomething new 'an oer hope and make employees more engaged.

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mployees looked or a leader whom 'an meet their needs o Direction,Faith, and *uidance.

)n order or a su''essul team to lead& everyone must be able to provide all 2 othese basi' needs to their ollowers.

#ith +% years o resear'h and analysis o over a million-work team& *alluphas really 'reated a milestone in our so'iety& whi'h would be looked upon by

everyone. This book is a must read i you are a leader(