What is STYLNER®?
Leadership traits and personality profiling is a topic of vigorous deliberation, and has witnessed 360 degree application in business. Business literature is replete with leadership and personality models that either adopt the Jungian approach of "archetypes" or follow the “personality trait approach”. STYLNER® moves away from such context-free approaches of assessing personality. STYLNER® profiles the leadership styles of individuals in the world of business by blending personality traits with situational factors that have been proven to have major impact on behaviour. Inspired in some measure by the “personality-situation debate”, STYLNER® helps you understand the potential of leaders in your organisation and how this potential can be translated into performance in different business situations and contexts.
Leadership traits and personality profiling has witnessed 360 degree application in business. Business literature is replete with models of leadership profiling that either adopt the Jungian approach of archetypes or follow the “personality trait approach”. STYLNER® moves away from such context-free approaches of assessing personality. STYLNER® profiles the leadership styles of individuals by blending personality traits with situational factors. Inspired by the “personality-situation debate”, STYLNER® helps you understand the leadership potential of individuals in relevant business contexts.
Leadership traits and personality profiling has witnessed 360 degree application in business. Business literature is replete with models of leadership profiling that either adopt the Jungian approach of archetypes or follow the “personality trait approach”. STYLNER® moves away from such context-free approaches of assessing personality. STYLNER® profiles the leadership styles of individuals by blending personality traits with situational factors. Inspired by the “personality-situation debate”, STYLNER® helps you understand the leadership potential of individuals in relevant business contexts.
Leadership traits and personality profiling has witnessed 360 degree application in business. Business literature is replete with models of leadership profiling that either adopt the Jungian approach of archetypes or follow the “personality trait approach”. STYLNER® moves away from such context-free approaches of assessing personality. STYLNER® profiles the leadership styles of individuals by blending personality traits with situational factors. Inspired by the “personality-situation debate”, STYLNER® helps you understand the leadership potential of individuals in relevant business contexts.
Why worry about “situational leadership” Why get STYLNER®?
STYLNER® finds the “archetype approach” and the “trait approach” of describing personality to be majorly flawed. The Jungian approach of personality archetypes creates cohorts and communicates vividly. However, it generalises within an archetype and is simply unable to isolate specific traits that make an individual truly special. The “trait approach” is unable to explain variations in behaviour in different situational contexts. STYLNER® believes that “leadership properties” of individuals are a function of “traits” and “situational context”, and defines the latter in terms of “risk – rewards” and “personal values”. Get STYLNER® to understand situational leadership of the organisation’s leaders in different business situations, and to move away from “general” personality profiles that wrongly claim to apply in all situations.
STYLNER® finds the “archetype approach” and the “trait approach” flawed. The Jungian approach generalises within an archetype, and is unable to isolate specific traits that make individuals special. The “trait approach” is unable to explain behaviour variations across situations. STYLNER® believes that “leadership properties” are a function of “traits” and “situational context”, and defines the latter in terms of “risk – rewards” and “personal values”. Get STYLNER® to understand “situational leadership”, and move away from “general” personality profiles that wrongly claim to apply in all situations.
STYLNER® finds the “archetype approach” and the “trait approach” flawed. The Jungian approach generalises within an archetype, and is unable to isolate specific traits that make individuals special. The “trait approach” is unable to explain behaviour variations across situations. STYLNER® believes that “leadership properties” are a function of “traits” and “situational context”, and defines the latter in terms of “risk – rewards” and “personal values”. Get STYLNER® to understand “situational leadership”, and move away from “general” personality profiles that wrongly claim to apply in all situations.
STYLNER® finds the “archetype approach” and the “trait approach” flawed. The Jungian approach generalises within an archetype, and is unable to isolate specific traits that make individuals special. The “trait approach” is unable to explain behaviour variations across situations. STYLNER® believes that “leadership properties” are a function of “traits” and “situational context”, and defines the latter in terms of “risk – rewards” and “personal values”. Get STYLNER® to understand “situational leadership”, and move away from “general” personality profiles that wrongly claim to apply in all situations.
Who will benefit from STYLNER®?
Chief executives, owners of businesses, and functional and divisional heads are the primary beneficiaries of STYLNER®, in three ways. With STYLNER®, they are able to: first, get an objective view of leadership potential within their organisational and performance units; second, see variations in expected behaviour of individuals across different business situations; and third, optimally deploy individual leaders in roles and projects with different contexts and situations. In effect, STYLNER® helps enhance the performance potential of organisational units through optimal deployment of leaders. Chief People Officers benefit from realistic and contextualised assessments of leadership inventory. Finally, individual leaders gain from the STYLNER® assessment by understanding their own contextual trait variations.
Chief executives, owners of businesses, and functional and divisional heads are the primary beneficiaries of STYLNER®. First, they get an objective view of leadership potential within their organisation and performance units. Second, they see variations in behaviour of leaders across different business situations. Third, they are able to optimally deploy individual leaders in assignments with different contexts. In effect, STYLNER® helps enhance performance potential through optimal deployment of leaders. Chief People Officers benefit from the realistic and contextualised assessments of leadership inventory.
Chief executives, owners of businesses, and functional and divisional heads are the primary beneficiaries of STYLNER®. First, they get an objective view of leadership potential within their organisation and performance units. Second, they see variations in behaviour of leaders across different business situations. Third, they are able to optimally deploy individual leaders in assignments with different contexts. In effect, STYLNER® helps enhance performance potential through optimal deployment of leaders. Chief People Officers benefit from the realistic and contextualised assessments of leadership inventory.
Chief executives, owners of businesses, and functional and divisional heads are the primary beneficiaries of STYLNER®. First, they get an objective view of leadership potential within their organisation and performance units. Second, they see variations in behaviour of leaders across different business situations. Third, they are able to optimally deploy individual leaders in assignments with different contexts. In effect, STYLNER® helps enhance performance potential through optimal deployment of leaders. Chief People Officers benefit from the realistic and contextualised assessments of leadership inventory.
Where (in which settings) should you get STYLNER®?
Get STYLNER® for your organisation when faced with any of five predicaments. First, “inadequate leadership inventory”: when leadership bandwidth is not adequate to drive the organisation towards its goals. Second, “low situational versatility”: when the organisation has adequate leaders, but those that flourish in only a limited number of business situations, leaving several situations uncovered. Third, “motivation depletion”: when capable leaders are suffering from poor motivation, possibly due to organisation-related factors. Fourth, “unthinking deployment”: when deployment of leaders has been done without adequately considering the situation and context of roles and challenges. Fifth, “framework multiplicity”: when varied leadership development initiatives have had limited results.
Get STYLNER® for your organisation when faced with any of five predicaments. First, “inadequate leadership inventory” – when leadership bandwidth is simply not adequate. Second, “low situational versatility” – when organisation leaders flourish in only few types of business situations. Third, “motivation depletion” – when even strong leaders suffer from poor motivation. Fourth, “unthinking deployment”: when deployment of leaders is done without considering situation and context. Fifth, “framework multiplicity” – when varied leadership development initiatives have had limited results.
Get STYLNER® for your organisation when faced with any of five predicaments. First, “inadequate leadership inventory” – when leadership bandwidth is simply not adequate. Second, “low situational versatility” – when organisation leaders flourish in only few types of business situations. Third, “motivation depletion” – when even strong leaders suffer from poor motivation. Fourth, “unthinking deployment”: when deployment of leaders is done without considering situation and context. Fifth, “framework multiplicity” – when varied leadership development initiatives have had limited results.
Get STYLNER® for your organisation when faced with any of five predicaments. First, “inadequate leadership inventory” – when leadership bandwidth is simply not adequate. Second, “low situational versatility” – when organisation leaders flourish in only few types of business situations. Third, “motivation depletion” – when even strong leaders suffer from poor motivation. Fourth, “unthinking deployment”: when deployment of leaders is done without considering situation and context. Fifth, “framework multiplicity” – when varied leadership development initiatives have had limited results.
How does STYLNER® work?
The design of STYLNER® is based on our proprietary three-part framework called “3P Leadership’. With STYLNER®, you undergo the four stages of ‘installation’, ‘engagement’, ‘analysis’ and ‘dissemination’ over twelve weeks. To install STYLNER®, you identify the predicament or causal factors that have led to the usage of the product, identify business situations that have witnessed leadership paucity in the past, nominate individual leaders as subjects for the research, and identify research respondents. STYLNER® engages with the subjects and respondents, and analyses inputs based on the product’s proprietary framework. The research output includes collective assessment of leadership inventory as well as individual assessments. The latter is made available only to the concerned individuals.
STYLNER® is designed based on our proprietary three-part framework called “3P Leadership’. The stages of “installation”, “engagement”, “analysis” and “dissemination” take place over twelve weeks. To install, you identify the causal factors that have led to product usage, identify past business situations with leadership paucity, nominate leaders for assessment, and identify research respondents. STYLNER® then engages with subjects and respondents, and analyses the inputs. The research output includes collective and individual assessments – the latter made available only to the individuals themselves.
STYLNER® is designed based on our proprietary three-part framework called “3P Leadership’. The stages of “installation”, “engagement”, “analysis” and “dissemination” take place over twelve weeks. To install, you identify the causal factors that have led to product usage, identify past business situations with leadership paucity, nominate leaders for assessment, and identify research respondents. STYLNER® then engages with subjects and respondents, and analyses the inputs. The research output includes collective and individual assessments – the latter made available only to the individuals themselves.
STYLNER® is designed based on our proprietary three-part framework called “3P Leadership’. The stages of “installation”, “engagement”, “analysis” and “dissemination” take place over twelve weeks. To install, you identify the causal factors that have led to product usage, identify past business situations with leadership paucity, nominate leaders for assessment, and identify research respondents. STYLNER® then engages with subjects and respondents, and analyses the inputs. The research output includes collective and individual assessments – the latter made available only to the individuals themselves.
When during the operating year should you get STYLNER®?
STYLNER® is designed for biennial as well as episodic usage. STYLNER® requires ten weeks to go through the ‘installing’, ‘engaging’, ‘analysing’ and ‘disseminating’ phases. We recommend that leadership cohorts follow a strict biennial calendar while repeating the assessment with the objective of understanding advancement and regress. When using STYLNER® biennially, we recommend usage any time during the year other than the final quarter. Additional performance pressures during this time is not conducive for obtaining objective research and assessment inputs. When using STYLNER® episodically, we do not recommend a preferred timing. Lack of leadership adequacy and versatility is a critical condition, and you should avail of STYLNER® anytime you face any of the five predicaments explained earlier.
STYLNER® is designed for biennial as well as episodic usage. We recommend that leadership cohorts follow a strict biennial calendar while repeating the assessment. When using STYLNER® on a biennial calendar, we recommend usage any time other than the final quarter. Performance pressures during this time is not good for the objectivity of assessment inputs. When using STYLNER® episodically, we do not recommend a timing. Lack of leadership adequacy and versatility is a critical condition, and you should avail of STYLNER® anytime you face any of the five predicaments explained earlier.
STYLNER® is designed for biennial as well as episodic usage. We recommend that leadership cohorts follow a strict biennial calendar while repeating the assessment. When using STYLNER® on a biennial calendar, we recommend usage any time other than the final quarter. Performance pressures during this time is not good for the objectivity of assessment inputs. When using STYLNER® episodically, we do not recommend a timing. Lack of leadership adequacy and versatility is a critical condition, and you should avail of STYLNER® anytime you face any of the five predicaments explained earlier.
STYLNER® is designed for biennial as well as episodic usage. We recommend that leadership cohorts follow a strict biennial calendar while repeating the assessment. When using STYLNER® on a biennial calendar, we recommend usage any time other than the final quarter. Performance pressures during this time is not good for the objectivity of assessment inputs. When using STYLNER® episodically, we do not recommend a timing. Lack of leadership adequacy and versatility is a critical condition, and you should avail of STYLNER® anytime you face any of the five predicaments explained earlier.
© Copyright 2019 
All rights reserved.
© Copyright 2019 All rights reserved.
© Copyright 2019 All rights reserved.
© Copyright 2019 All rights reserved.