Strengths-Based Leadership Executive Summary

By Ivo Kolev
Strengths-Based Leadership defines leadership in a way no one has ever
done before. This is not just another book about leadership based on some CEOs
opinion. With data from over one million work teams and 20,000 in-depth
interviews, this comprehensive study backs up everything it claims with strong
facts! In addition, the company behind this leadership book is the world-renowned
research based and management consulting company Gallup. With over 50 years of
research to gather this large set of data, you better expect they know how to give
the world the definition of leadership for one and final time.
For start, Gallup found that the most effective leaders are investing in
strengths. There is only a 9% engagement of an employees job that does not work
in their strengths area versus 74% of an employee whom does. Second, the most
effective leaders optimize their team to its full potential by combining members of
the team with similar or even polar opposite strengths. In order for a leader to
categorize their teams strengths, Gallups research developed four domains of
leadership strengths:
1. Execution- people with these strengths really know how to laser focus on
a goal and get things done. The sub-domains of this strength are the Achiever,
Arranger, Belief, Consistency, Deliberative, Discipline, Focus, and Responsibility.
2. Influence- these people inspire others to follow their ideas by using
natural persuasive tactics. The sub-domains of this strength are the Activator,
Command, Communication, Competition, Maximizer, Self Assurance, Significance,
and Woo.
3. Relationship Building- people with this strength know how to create
groups such that the whole is much greater than its parts. In addition, they maintain
these relationships in order to focus on the results first. The sub-domains of this
strength are Adaptability, Developer, Connectedness, Empathy, Includer,
Individualization, Positivity, and Relator.
4. Strategic Thinkers- people with this strength always review the data and
apply what they learn in order to move the organization forward. The sub-domains
of this strength are Context, Futuristic, Ideation, Input, Analytic, Intellection,
Learner, and Strategic.
As stated earlier, Gallup explains that a leader must recruit team members who all
can bring a different strength to the table in order to make the most optimized and
balanced team. Furthermore, a team must not only focus on their strengths to
achieve a goal; rather, they must also listen to their followers needs.
When asked 10,000 followers to write down what needs they wanted from
their leader in order to be most engaged at the workplace. The data set returned 4
simple yet powerful needs:
1. Trust- employees were most likely to stay with the company if they
trusted their leader. Common words to describe a leader were Respect,
Integrity, and Honesty.
2. Compassion- in order for employees to be more engaged and stick
around they must have these needs Caring, Friendship, Happiness, and
Love met by their leader.
3. Stability- in order for employees to be calmed during times of a threat,
crisis, or a recession, employees seek a leader who will be able to provide
Security, Strength, Support, and Peace.
4. Hope- leaders who were able to foresee the future and initiating
something new can offer hope and make employees more engaged.

Employees looked for a leader whom can meet their needs of Direction,
Faith, and Guidance.
In order for a successful team to lead, everyone must be able to provide all 4 of
these basic needs to their followers.
With 50 years of research and analysis of over a million-work team, Gallup
has really created a milestone in our society, which would be looked upon by
everyone. This book is a must read if you are a leader!