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90th Percentile Leadership: Insights. Backed by Data.
90th Percentile Leadership: Insights. Backed by Data. episodes
- Episode 7: The Enigma of Positive and Negative Feedback
Would you rather hear positive feedback about your performance or suggestions for improvement? Does preferring positive feedback make you seem weak, and is corrective feedback really that helpful? Whether you’re a CEO, manager, teacher, or parent we all give and receive feedback. In this episode, we discuss the emotional complexities and science behind the positive and corrective feedback that will actually help you grow. Click HERE to register for the Feedback Webinar.
Connect with Jack Zenger on Twitter, LinkedIn, or Facebook.
SHOW NOTES:
Forbes: Why is it so Difficult for Leaders to Give Positive Feedback?
Music: Pleasant Pictures
Learn more about this topic by visiting our website.
The post Episode 7: The Enigma of Positive and Negative Feedback first appeared on ZENGER FOLKMAN.
13 min - Episode 156: What To Do When The Boss Gives You Baseless FeedbackDetails
Receiving feedback at work can be tough—it’s natural to feel uncomfortable when you’re told you’re not doing something well. That doesn’t make you ‘arrogant ‘ or ‘ too defensive and won’t take feedback’—it means you obviously care about how you’re doing at work, and that’s a good thing. But what happens when the feedback isn’t clear, kind, or even fair? How do you handle feedback that feels baseless or poorly delivered? In this episode, we’re tackling how to navigate your emotional reactions, respond with resilience, and stay focused on your growth—even when the feedback you get is less than helpful.
Key LearningsPause Before Reacting – When faced with feedback that seems unfair, resist the urge to react immediately. Acting with composure allows you to gather your thoughts and prepare for a more productive follow-up conversation.
Assume Good Intentions – Even if the feedback is poorly delivered or unjustified, starting with the assumption that the giver has good intentions can help frame your response in a constructive manner.
Seek Clarity and Understanding – Ask clarifying questions to fully grasp the concerns behind the feedback. Exploring the giver’s assumptions, asking for examples, and finding any valid points within the criticism can help you respond thoughtfully.
Follow Up and Address the Feedback – In a later meeting, recap what you understood from the feedback and outline any actions you plan to take (if necessary). If the feedback is genuinely unfounded, stay professional and avoid unnecessary conflict.
Maintain Confidence and Perspective – If, after evaluation, the feedback turns out to be baseless or misguided, don’t let it shake your confidence. Learn from valid insights but also recognize when criticism is more about the giver’s perspective than your actual performance.
Connect with Jack Zenger
- LinkedIn
ResearchWhen Your Boss Gives Bad Feedback, Badly- HBR Article
Webinar
Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
The post Episode 156: What To Do When The Boss Gives You Baseless Feedback first appeared on ZENGER FOLKMAN.
18 min - Episode 155: The 7 Minor Leadership Behaviors That Actually Determine Your SuccessDetails
In today’s fast-paced business environment, leaders often focus on grand strategies and bold initiatives, overlooking the foundational behaviors that shape their success. It’s easy to rationalize small missteps, telling ourselves they don’t really matter in the grand scheme of things. However, our research paints a different picture. When we analyzed 60 distinct leadership behaviors, we identified seven seemingly minor actions that yield outsized impacts on a leader’s overall effectiveness.
Download our 2025 Leadership Skills Report.
Key Learnings1. Small Behaviors Have a Big ImpactLeaders often focus on high-level strategies but overlook minor behaviors that shape their effectiveness. Research on over 4,300 leaders shows that small missteps—like failing to follow through or neglecting feedback—can significantly damage credibility and trust.
2. Leading by Example is Non-NegotiableWhen leaders fail to model the behaviors they expect from others, it creates a culture of inconsistency and mistrust. Simple actions, like keeping commitments and following rules, set the tone for an accountable and high-performing team.
3. Honest Feedback Strengthens TeamsAvoiding difficult conversations or sugarcoating feedback leads to confusion and stagnation. Effective leaders give both constructive and positive feedback regularly, ensuring that employees are aligned and empowered to improve.
4. Energy and Enthusiasm Drive EngagementLeadership isn’t just about setting expectations—it’s about inspiring action. Leaders who bring energy and enthusiasm to work create an environment where teams are motivated, engaged, and more likely to perform at a high level.
5. Coachability Fuels Long-Term SuccessThe best leaders continuously seek feedback and remain open to learning, regardless of experience level. Research shows that those who actively ask for feedback maintain higher effectiveness throughout their careers, while those who stop learning tend to decline in leadership impact.
Connect with Joe Folkman
- LinkedIn
- Twitter
WebinarZenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
Research7 Minor Leadership Behaviors That Determine Your Success– Article by Joe Folkman
The post Episode 155: The 7 Minor Leadership Behaviors That Actually Determine Your Success first appeared on ZENGER FOLKMAN.
18 min - Episode 154: Is Learning and Development Being Demoted?Details
In this episode of The 90th Percentile, we dive into the shifting landscape of Learning and Development (L&D) with Dani Johnson, co-founder and principal analyst at RedThread Research. Dani explores the concerning trend of L&D’s “demotion” within organizations, the rise of federated models, and the opportunities for L&D leaders to adapt and thrive. Together, we unpack the critical strategies and skills needed to maintain relevance in a rapidly evolving business environment.
Guest BIO: Dani Johnson, Co-Founder & Principal Analyst
Before co-founding RedThread in 2018, Dani led the Learning and Career research practice at Bersin, Deloitte, and previously led research at the Ross School, University of Michigan. Dani holds an MBA and a MS and BS degrees in Mechanical Engineering from BYU. Before Kid, her favorite vacations involved a backpack, a map, and Google Translate.
Key Learnings- L&D’s Changing Role:
Many organizations are shifting away from centralized L&D functions, favoring federated models where teams embed within business units to solve targeted problems while maintaining a connection to the core strategy.- The Pandemic’s Impact:
During the pandemic, L&D focused on transitioning in-person training online instead of strategically addressing workforce skill gaps, missing an opportunity to enhance their strategic influence.- Critical Elements for a Modern L&D Strategy:
Successful L&D strategies require attention to five core elements, collaboration with other departments, and a balance of stability and flexibility to meet organizational needs.- AI’s Role in L&D:
Artificial intelligence is transforming L&D by streamlining content creation, identifying skill gaps, and enhancing personalization. However, most L&D professionals have yet to fully embrace AI’s potential.- Building Organizational Influence:
L&D professionals must actively engage with organizational strategy, speak the language of business leaders, and ensure their contributions align with key business metrics like retention and skill development.Connect with Joe Folkman
- LinkedIn
- Twitter
WebinarZenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
The post Episode 154: Is Learning and Development Being Demoted? first appeared on ZENGER FOLKMAN.
27 min - Episode 153: Finding Joy as a Leader (Even on the Hard Days)Details
When work and life are overwhelming, it can be difficult to reclaim a sense of joy at work. Research has shown the benefits of incorporating joy, hope, and optimism into the workplace to combat burnout and improve well-being.
Our guest today is Daisey Auger-Dominguez, a Chief People Officer, workplace strategist, speaker, and author on future readying the workforce and building high-performing teams that deliver a competitive advantage without burning out. Daisey’s research, drawing from studies by the Association for Psychological Science and the Institute for Healthcare Improvement, reveals how chronic workplace stress impacts not just emotional wellbeing, but also leads to significant physical health issues and cognitive impairments. More importantly, she’s uncovered how focusing on joy, rather than just reducing burnout, can transform workplace dynamics.
In today’s episode, we’ll explore Daisey’s four key strategies for cultivating joy and optimism in leadership roles, from embracing the Japanese concept of Ikigai to implementing practical tools like the “Happy Folder.”
Check out Daisey’s book Burnt Out to Lit Up: How to Reignite the Joy of Leading People.
Key Learnings to Finding Joy as a Leader- Intentional Leadership in Hybrid Environments
Leading during the pandemic underscored the importance of intentionality in leadership. Leaders must balance clarity with compassion while fostering deliberate opportunities for connection. Effective leadership isn’t just about solving problems but building relationships that create trust and collaboration.- The Transformative Power of Joy at Work
Daisy emphasized that joy is more than an antidote to burnout—it’s a catalyst for transforming workplace dynamics. Cultivating joy improves emotional well-being, reduces stress, and enhances team performance, creating an environment where employees thrive.- The Ikigai Framework for Leadership
Daisy’s insights on ikigai, a Japanese concept of finding one’s purpose at the intersection of passion, talent, values, and what the world needs, provide leaders with a reflective tool to align their personal and professional lives. This clarity fuels motivation and helps leaders inspire their teams.- Gratitude and Joy Build Stronger Teams
Simple practices like sharing gratitude or starting meetings with personal highlights foster belonging and connection. Daisy’s example of the “confetti tradition” illustrates how celebrating small wins and personal moments can make tough workplace challenges easier to navigate.- Normalize Rest and Recovery
In hybrid work environments, the need for rest is often overlooked. Daisy advocated for normalizing rest as a strategic practice, from micro-breaks during the day to restorative cycles after intense projects. Modeling these behaviors empowers teams to recharge, fostering creativity and productivity.Connect with Joe Folkman
- LinkedIn
- Twitter
WebinarZenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
ResearchFinding Joy as a Manger, Even on the Bad Days Article by Daisey Auger-Dominguez
The post Episode 153: Finding Joy as a Leader (Even on the Hard Days) first appeared on ZENGER FOLKMAN.
25 min - Episode 152: How Much Does Passion Influence Performance?Details
As we step into a new year filled with possibilities, this episode of The 90th Percentile dives into the powerful connection between passion and performance. Hosts Bre and Joe explore Zenger Folkman’s groundbreaking research on how passion influences leadership effectiveness, with compelling stories like Koel Thomae’s journey to build Noosa Yoghurt. They discuss the advantages – and potential pitfalls – of passion in the workplace, offering actionable insights for HR professionals and leaders. From identifying passion-driven talent to balancing passion and competence, discover how to harness passion as a strategic advantage to drive engagement, innovation, and growth. Don’t miss this fascinating discussion, and be sure to register for our upcoming webinar, Find Your Passion: The Hidden Accelerator in Leadership Development!
Key Learnings- Passion Drives Performance:
Passionate leaders consistently outperform their peers, especially in areas like developing others, inspiring and motivating teams, and building relationships. When passion aligns with leadership competencies, it creates a powerful impact on team engagement and results.- The Balance Between Passion and Confidence:
While passion can enhance performance, it can also lead to overconfidence. Research shows that passionate individuals may overestimate their capabilities, highlighting the need to balance enthusiasm with self-awareness and accurate self-assessment.- Passion’s Role in Talent Management:
Passion should be a key consideration in hiring and leadership development. Candidates with high passion for specific competencies may outperform those with more experience but less enthusiasm, making passion a valuable predictor of success.- Diversity in Passion Across Demographics:
Research reveals distinct differences in passion based on age and gender. Older professionals gravitate toward competencies like integrity and customer focus, while younger individuals are drawn to problem-solving and relationship-building. Women tend to show more passion for collaboration, while men lean toward strategic thinking. These insights can help organizations design more inclusive and effective development strategies.- CPO Framework for Leadership Effectiveness:
Aligning Competence, Passion, and Organizational Need is critical for developing successful leaders. Leaders who focus on their passion areas not only perform better but also experience lower turnover rates in their teams, enhancing overall organizational stability and growth.Connect with Joe Folkman
- LinkedIn
- Twitter
WebinarZenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
ResearchHow Much Does Passion Influence Performance?- Article by Joe Folkman
How I Built This Interview with koel Thomae
The post Episode 152: How Much Does Passion Influence Performance? first appeared on ZENGER FOLKMAN.
17 min - Zenger Folkman Holiday Message 2024Details
This holiday, we encourage you to find stability and joy in the customs that have persisted for generations. Though the world may sometimes feel uncertain, the enduring spirit of the holidays can provide comfort, connection, and hope.
Connect with Joe Folkman
- LinkedIn
- Twitter
WebinarZenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
The post Zenger Folkman Holiday Message 2024 first appeared on ZENGER FOLKMAN.
3 min - Episode 151: 3 Ways to Help Employees Love Their JobsDetails
Do the people you manage love their jobs? Or do you sense that some are dissatisfied or disengaged? It’s no secret that employees who love their jobs work harder and are willing to go the extra mile, which benefits any organization. While the core of great leadership remains unchanged, the landscape of work has dramatically transformed in the past decade.
Key Learnings- Leaders Energize Teams Through Inspiration and Clear Priorities
Effective leaders act as a source of energy for their teams by inspiring them through challenging but achievable goals. Success in accomplishing such goals helps employees discover their own potential. Additionally, leaders should focus on setting clear priorities—ensuring that teams understand what truly matters most.- Effective Communication is Foundational to Team Success
Leaders must consistently communicate the “what, where, when, and how” of tasks and goals. Clear and repetitive communication ensures alignment, reduces confusion, and fosters a shared sense of direction within the team. Consistent messaging is key to avoiding missteps and maintaining focus.- Continuous Learning Drives Engagement and Future-Proofing
Employees thrive when they are seen as individuals with long-term potential rather than mere resources. Leaders should actively support opportunities for learning and growth, such as reskilling programs or career development initiatives. Encouraging continuous learning not only improves job performance but also boosts employee loyalty.- Coaching Builds Commitment and Accountability
The best coaches are great listeners. Rather than dictating solutions, they ask questions like, “What do you think would work here?” This approach empowers employees, increases their sense of ownership, and raises commitment. Following up on progress is equally important, as it builds accountability and shows that the leader genuinely cares about their development.- Purpose Transforms Jobs into Meaningful Work
Connecting employees to the deeper purpose of their roles enhances engagement and retention. Leaders should craft compelling narratives that highlight the value their employees bring to the world. As illustrated in the janitor example, authentic and meaningful stories about the impact of a job can reshape how employees view their work, transforming routine tasks into acts of service and heroism.Connect with Joe Folkman
- LinkedIn
- Twitter
WebinarZenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
ResearchClint Pulver Video
World Economic Forum Study- Reskilling Revolution
The post Episode 151: 3 Ways to Help Employees Love Their Jobs first appeared on ZENGER FOLKMAN.
13 min - Episode 150: The Unexpected Strengths of Each Generation of LeadersDetails
Picture a modern workplace leadership meeting: A Baby Boomer executive types deliberately on her laptop while referencing printed handouts, a Gen X director efficiently leads the agenda via his tablet, and a Millennial manager seamlessly orchestrates remote team participation through multiple digital platforms. This isn’t just a scene of technological evolution – it’s a snapshot of how three distinct generations are reshaping the very nature of leadership in today’s organizations. For the first time in history, we’re witnessing a unique convergence where three generations – each shaped by dramatically different historical, technological, and cultural forces – are simultaneously holding the reins of corporate leadership. The stereotypes are familiar: Baby Boomers with their traditional work ethic and preference for hierarchy, Generation X with their results-focused independence, and Millennials with their collaborative, tech-savvy approach. But how much truth lies in these generalizations? In this episode, we are sharing Zenger Folkman’s research on the strengths of each generation of leaders.
Key Learnings- Generational Diversity in Leadership Offers Strategic Advantages
- Baby Boomers, Generation X, and Millennials each bring distinct leadership strengths. By blending Boomers’ customer relationships, Gen X’s strategic risk-taking, and Millennials’ digital collaboration, organizations can create balanced, dynamic leadership teams.
- Generational Strengths and Weaknesses Influence Leadership Styles
- Baby Boomers excel in customer relationships but may resist innovation.
- Gen X leaders are strategic but need to enhance collaboration.
- Millennials excel in learning agility and diversity initiatives but may lack broader organizational perspective.
- Cross-Generational Mentoring Enhances Leadership Synergy
- Programs pairing Baby Boomers’ institutional knowledge with Millennials’ digital innovation and Gen X’s strategic perspective create opportunities for mutual learning and improved leadership cohesion.
- Generational Gaps Require Tailored Development
- Organizations should foster a continuous learning culture, addressing generational weaknesses such as Boomers’ agility, Gen X’s collaboration, and Millennials’ strategic perspective while amplifying strengths to stay competitive.
- Embracing Generational Differences Builds Organizational Resilience
- Companies that leverage generational diversity through inclusive leadership approaches and redefined notions of seniority can foster trust, innovation, and adaptability, creating a critical competitive edge in the modern business landscape.
Connect with Jack Zenger
- LinkedIn
ResearchBridging Generational Divides in the Workplace- HBR Article
Generational Differences- Zenger Folkman Leadership StudyWebinar
Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
The post Episode 150: The Unexpected Strengths of Each Generation of Leaders first appeared on ZENGER FOLKMAN.
16 min - Episode 149: Building Empathy and Drive at the Same TimeDetails
In a time where AI disrupts traditional workplace dynamics and remote work reshapes human connections, business leaders face a crucial question:
How do we maintain our humanity while driving results?The answer might surprise those who still cling to the “tough boss” stereotype. In our episode today we’re discussing how most effective leaders aren’t choosing between being empathetic or being driven—they’re mastering both.
Key Learnings- Leaders Must Master Both Empathy and Drive
Balancing empathy and drive is critical for leadership effectiveness. Only 15% of leaders are skilled at both, yet these leaders are in the 91st percentile for overall performance. Effective leadership requires both motivating teams to achieve results and connecting with people on a human level.- Eliminating Executive Double Standards Builds Trust
Leaders who abide by the same rules as their teams build trust. For example, executives like Netflix’s CEO who take the same parental leave as employees show that fairness and empathy aren’t just gestures but core values.- Make Talent Development a Daily Habit
High-impact leaders integrate employee development into their daily activities. This means seizing everyday coaching opportunities and prioritizing career growth in regular interactions. It’s not about scheduling occasional training but embedding growth into the culture.- Inspire Through a Compelling Vision
Inspirational leaders paint a vision that excites and motivates people. Instead of commanding outcomes, they use “possibility thinking,” framing goals in a way that makes people eager to contribute and feel part of something greater.- Embrace Vulnerability Through Feedback
True empathy in leadership includes seeking and acting on feedback. Leaders can foster trust by openly asking for input and demonstrating growth based on what they learn. For instance, one executive publicly shared feedback they received each month and the steps they took to improve, inspiring others to follow suit.Connect with Joe Folkman
- LinkedIn
- Twitter
WebinarZenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
ResearchEmpathy and Drive: A Powerful Combination– Article by Joe Folkman
The post Episode 149: Building Empathy and Drive at the Same Time first appeared on ZENGER FOLKMAN.
14 min
About 90th Percentile Leadership: Insights. Backed by Data.
From the publisher's feed
Leadership opinions are everywhere. We bring the data. Drawing on more than 2 million leadership assessments, psychometrician Joe Folkman, BreAnne Okoren, and special guests challenge conventional…
wisdom and reveal what extraordinary leaders do differently. Surprising research. Honest conversations. Practical actions that help you lead at the 90th percentile.