Character, Soft Skills & PDD

One of the biggest drawbacks in leadership development is the attempt to compartmentalize the soft skills needed for success. Many organizations invest a tremendous amount of resources for trainings like communications, mentoring, listening, teamwork, emotional intelligence, and motivation without taking into consideration the influence of Purpose Deficit Disorders? (PDD) on the leader’s growth potential.

Leaders often engage in personality assessments to determine their fit within the performance management cycle. Unfortunately, they discover temperaments without skills to help them grow beyond their personality. Although helpful to some degree, personality assessments are ineffective in helping leaders to minimize the influence of PDD from undermining bottom-line attitudes and behaviors.

Instead of leading from a position of strength, many leaders rely on their position and personality to find the strength they need to lead others. Effective to some degree, but without resources for reversing the effects of PDD, position and personality will come short in creating sustainable attitudes for continuous improvement.

Year-after-year, most organizations reinvest in the same training resources with the hopes of helping leaders to engage in continuous improvement. However, continuous improvement starts with helping leaders to understand the interplay between character and soft skills.?

Hacking Purpose? Leadership

Under the Hacking Purpose? Leadership model, the performance management cycle is expanded beyond the soft skills needed for leadership effectiveness. It activates the leader's ability to lead from a position of strength by improving the leadership effectiveness mechanics that influence the character of the leader.

If leaders fail to improve the mechanics for effective leadership, the effects of PDD will remain an unseen influence on their character, which can negatively affect the way soft skills are used to interact with people.

When the mechanics effective leadership are a blind spot in leadership development, the risk is high for soft skills trainings to become a check the box experience. Improving the mechanics for effective leadership is a matter of the heart and it produces sustainable attitudes and behaviors to help leaders rewrite the codes for leadership development.

Future of Leadership Development

The future of leadership development must factor Intuitive Growth? into the performance management cycle. The growth potential of leaders are not confined to what they do at work, but it also includes the day-to-day decisions that leaders make to interact with their surroundings outside of work. These decisions are critical to how leaders build character to improve how soft skills are used to interact with their team.

Intuitive Growth? helps leaders understand that who they are is not determined by their position or personality, but the work they put in to reverse the effects of PDD. If they fail to practice reversing the effects of PDD beyond their job duties, they will bring to work attitudes and behaviors that could cause internal damage to the corporate brand.?

However, when leaders are able to score the decisions that measures Intuitive Growth?, they benchmark the leadership effectiveness mechanics that are needed to improve soft skills. This is a superior performance measure over personality profiles because it measures the leader's ability to leverage the strength that comes from purpose to create continuous improvement in character, soft skills, and reversing the effects of PDD.

Becoming a Hacking Purpose? Certified Leader sets the tone for continuous performance improvement. It will help you master skills for using the interplay between character and soft skills to lead from a position of strength. Under the Hacking Purpose? Leadership model, improving soft skills will no longer be a check the box experience because it checks the heart in building character, improving soft skills, and reversing the effects of PDD.