90th Percentile Leadership: Insights. Backed by Data.

By Zenger Folkman LeadershipBusiness Entrepreneurship Management

90th Percentile Leadership: Insights. Backed by Data. episodes

July 03, 2024Episode 67: The Skills Leaders Need at Every Level
Details
CEO, Vice President, Director, Supervisor, Manager, or Individual contributor each organizational position comes with its own set of demands. While being great at everything would be ideal, the majority of us are only human and subject to our inability to achieve perfection. In this episode, we discuss the different skills that leaders need at every level.
New Self-Directed Course
Learn more about our short course Mastering Confidence: Build a Presence that Elevates Performance.
Connect with Jack Zenger
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Webinar
Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
Additional Resources
Skills Leaders Need at Every Level– Harvard Business Review Article by Jack Zenger & Joe Folkman
The post Episode 67: The Skills Leaders Need at Every Level first appeared on ZENGER FOLKMAN.
9 min
June 26, 2024Episode 51: 9 Habits That Lead to Terrible Decisions
Details
We are all forced to make hundreds of little and big decisions every day. It can be time-consuming and overwhelming. Some people are so crippled with the fear of making a bad decision that they refuse to decide. Based on research from 50,000 leaders, we’re exploring the root causes for poor decision-making and how to avoid them.
New Self-Directed Course
Learn more about our short course Mastering Confidence: Build a Presence that Elevates Performance.
Connect with Jack Zenger
LinkedIn
Twitter
Webinar
Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman, and join in a conversation about their latest research in leadership development. Find out more information and register here.
Additional Resources
9 Habits That Lead to Terrible Decisions– Harvard Business Review Article by Jack Zenger and Joe Folkman

The post Episode 51: 9 Habits That Lead to Terrible Decisions first appeared on ZENGER FOLKMAN.
15 min
June 19, 2024Episode 139: 6 Components that Differentiate the Best 360-Degree Assessments
Details
360-degree assessments are a central component in many leadership-development programs. But not all assessments provide the same value to individual leaders or to the organization.
The best assessments offer participants powerful insights into how others perceive their leadership strengths and weaknesses. These become a solid impetus for personal change. Organizations that offer multi-rater feedback at the start of their leadership development programs benefit from participants who are much more receptive and engaged in their learning opportunities. Given so many choices, how can organizations determine what qualifies as a highly effective instrument? In this podcast, we are exploring six components that differentiate the best 360 degree assessments.
8-minute Strengths Self Assessments
Register for HOW EFFECTIVE IS YOUR 360? 12 Key Components for Maximum Impact
Key Learnings
Empirical Competency Selection: Effective 360-degree assessments should be based on statistically validated competencies rather than subjective opinions. Empirical data ensures that the assessed behaviors truly differentiate high performers from others.
Importance of Validated Questions: High-quality 360-degree assessments use carefully crafted and validated questions that provide meaningful and actionable feedback. This approach minimizes wasted time and ensures the assessment process is efficient and effective.
Minimizing False-Positives: Using a “Strength” scale rather than a generic agree-disagree scale helps to reduce false-positive results, providing more accurate and useful feedback for participants.
Clarity and Simplicity: The feedback from a 360-degree assessment should be easily understood by all participants, without the need for specialized knowledge. Clear language and concise reports enhance the usability and impact of the feedback.
Linking Leadership to Employee Engagement: Effective 360-degree assessments include measures of employee engagement and satisfaction, highlighting the significant impact of leadership behaviors on team commitment and overall organizational health.
Connect with Joe Folkman
LinkedIn
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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.
Research
12 Components of a Best in Class 360 Assessments— Article by Joe Folkman and Jack Zenger
The post Episode 139: 6 Components that Differentiate the Best 360-Degree Assessments first appeared on ZENGER FOLKMAN.
22 min
June 12, 2024Episode 138: Taking Responsibility Is The Highest Mark Of Great Leaders
Details
Why does one person get selected for a promotion while others with equal skills, education and experience get passed over? While there may be several valid answers to that question, I submit that a person’s demonstrated willingness to behave responsibly is one of the major reasons. Much management literature surprisingly overlooks this characteristic, yet it explains many successes and failures, as well as a large portion of promotional decisions. In this episode we are discussing why taking responsibility is the highest mark of great leadership.
Key Takeaways
Responsibility Drives Promotion:
Demonstrated responsible behavior is a crucial factor in promotions, often more than skills or experience.
Responsibility vs. Accountability:
Responsibility is a proactive mindset to ensure tasks are completed, while accountability is about being answerable for outcomes.
Responsibility in Leadership:
Effective leaders take charge, focus on results, protect their teams, communicate needs, and ensure smooth inter-departmental collaboration.
Attitude of Responsibility:
Responsible leaders prioritize organizational goals over personal ones, manage resources carefully, and develop future leaders without expecting immediate rewards.
Earning Authority:
Authority is earned through responsible behavior, enhancing a leader’s influence and growth.
Connect with Jack Zenger
LinkedIn
Twitter
Webinar
Zenger Folkman hosts an exclusive live webinar monthly, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
Research
Taking Responsibility Is The Highest Mark Of Great Leaders— Article by Jack Zenger
The post Episode 138: Taking Responsibility Is The Highest Mark Of Great Leaders first appeared on ZENGER FOLKMAN.
15 min
June 05, 2024Episode 137: Building Trust—The Balance of Information and Involvement
Details
Join us in this enlightening episode of “The 90th Percentile” as hosts BreAnne Okoren and Joe Folkman delve into the crucial dynamics of trust in leadership. We’ll explore the fine line between keeping teams informed and involving them in decision-making, backed by compelling data from Zenger Folkman’s extensive research. Through engaging stories and expert insights, discover practical strategies to foster a more transparent and trusting environment within your team. Tune in to learn how active listening, innovative communication, and valuing diversity can significantly impact trust scores and overall team cohesion.
Key Learnings
The Power of Transparency: Transparency in decision-making processes is crucial for maintaining trust within teams. Sharing information openly helps team members feel valued and involved, even if they are not directly part of the decision-making process.
Impact of Keeping Teams Informed: Research shows that managers who excel at keeping their teams informed tend to have higher trust scores. Keeping others informed is often easier and can have a more significant impact on trust than involving them in every decision.
Active Listening and Communication: Effective communication involves active listening. Managers who actively listen to their team members can better understand their needs and concerns, which helps in keeping everyone well-informed and engaged.
Innovative Information Sharing: Repeating the same information can be ineffective. Finding innovative ways to share information and using diverse communication methods can ensure that all team members stay well-informed and engaged.
Valuing Diversity and Seeking Feedback: Recognizing that different team members may receive and interpret information differently is important. Regularly seeking feedback helps managers communicate more effectively and build stronger trust with their teams.
Connect with Joe Folkman
LinkedIn
Twitter
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.
Research
Building Trust: The Balance of Information and Involvement– Article by Joe Folkman
The post Episode 137: Building Trust—The Balance of Information and Involvement first appeared on ZENGER FOLKMAN.
16 min
May 08, 2024Episode 136: The Coachability Advantage—Transforming Leaders into Catalysts for Change
Details
Coachable leaders distinguish themselves by actively seeking and responding to feedback, a practice that not only enhances their personal growth but also significantly influences their leadership efficacy. In this episode, we’ll explore how embracing feedback can catalyze positive changes across various leadership dimensions, from advocating for change to fostering inclusivity within teams. Drawing insights from Kevin Wilde’s insightful book, Coachability, and extensive data collected from over 4,000 leaders, this episode unpacks the remarkable benefits of staying in the learning zone—where seeking feedback, responding thoughtfully, reflecting, and taking actionable steps forge a path to exceptional leadership.
Key Takeaways
Coachability as a Driver of Success: Coachable leaders exhibit a distinct mindset characterized by openness to feedback and a proactive approach in seeking and incorporating suggestions from others. This trait not only fosters personal growth but also significantly impacts leadership effectiveness.
Lessons from Dyson’s Iterative Process: The relentless pursuit of improvement, exemplified by James Dyson’s countless prototypes, underscores the importance of incorporating feedback into the creative process. Dyson’s success demonstrates the value of accepting feedback and refining ideas based on others’ input.
Catalytic Effects of Coachability: The podcast delves into the concept of coachability as a catalyst for positive change across various leadership dimensions. Through data analysis, it highlights a direct correlation between a leader’s coachability and their overall effectiveness as perceived by direct reports.
Attributes of Coachable Leaders: Coachable leaders are perceived as strong advocates for change, continuously striving for improvement, and adaptable to evolving needs and situations. They foster an environment conducive to innovation and encourage collaboration and inclusivity within their teams.
Business Results and Development Focus: Coachable leaders are not only focused on achieving positive business outcomes but also demonstrate a genuine concern for the development of themselves and others. They serve as role models, inspire high performance, and capitalize on diverse perspectives to foster cooperation and inclusiveness within their teams.
Connect with Jack Zenger
LinkedIn
Twitter
Webinar
Zenger Folkman hosts an exclusive live webinar monthly, where you can meet Jack Zenger and Joe Folkman and talk about their latest leadership development research. Find out more information and register here.
Research
What are the Benefits of Coachability?— Article by Jack Zenger and Joe Folkman
The post Episode 136: The Coachability Advantage—Transforming Leaders into Catalysts for Change first appeared on ZENGER FOLKMAN.
17 min
April 24, 2024Episode 135: Flipping Feedback Upside Down
Details
Feedback is a powerful tool that can make or break an individual’s growth and development. It can be a valuable gift that leads to success and well-being, but it can also be a dreaded message that is associated with negativity and criticism. The impact of feedback ultimately depends on how it is given, received, and acted upon. In this podcast, we explore the art of giving and receiving effective feedback that can help individuals and organizations thrive.
Discover more of our research on hybrid leadership practices in our 2024 Leadership Report.
Key Learnings
Feedback is More Effective When Requested: The traditional assumption that feedback should primarily come from a manager is less effective than when feedback is solicited by the individual themselves. This shift encourages a proactive approach, making the feedback more welcome and reducing defensiveness.
Younger Employees and Feedback: Younger employees, such as those from Gen Z, show a greater effectiveness in soliciting feedback, which correlates with their desire for regular and timely insights into their performance. This approach helps them adjust quickly and integrate better into workplace cultures.
Defensive Reactions and the Importance of Asking: People who ask for feedback tend to react less defensively when receiving it. This response is due to the removal of the surprise factor and the psychological readiness to engage with the feedback, preventing what is known as an “amygdala hijack”—an emotional response that can block constructive dialogue.
Asking for Feedback Enhances Giving Feedback: Individuals who regularly ask for feedback are also better at giving it. This practice not only improves their feedback skills but also makes them more likely to provide positive and constructive feedback to others, enhancing overall workplace morale and effectiveness.
Long-Term Benefits of Seeking Feedback: Continually asking for feedback throughout one’s career contributes to higher overall ratings of leadership effectiveness. This habit fosters personal growth, improves interpersonal skills, and increases the ability to inspire and motivate others effectively.
Connect with Joe Folkman
LinkedIn
Twitter
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.
Research
Exploring a New Perspective: Flipping Feedback Upside Down– Article by Joe Folkman
The post Episode 135: Flipping Feedback Upside Down first appeared on ZENGER FOLKMAN.
17 min
March 27, 2024Episode 134: Humble Leadership and the 7 Signs of Arrogance
Details
Why is humility important for leaders? This pivotal question underpins Zenger Folkman’s two decades of research into how leadership traits, specifically humility and arrogance, affect leadership effectiveness Humble leaders tend to empower their employees by recognizing their strengths and contributions. This leads to increased employee engagement and motivation. People want confidence yet humble leaders. So we did an in depth analysis of arrogance and humility and found seven signs of arrogance to watch out for to make sure your workforce sees you as truly humble.
Key Learnings
The Essence of Humility in Leadership: Humility in leadership is not about modesty or underselling oneself. It is an honest self-awareness that involves acknowledging both strengths and weaknesses. This trait allows leaders to set realistic goals and continuously seek improvement. Understanding and embracing humility can significantly enhance a leader’s effectiveness by fostering a culture of trust, openness, and mutual respect within the organization.
The “Humbitious” Leader: Leaders who combine high ambition with low ego, termed as “humbitious,” tend to outperform their high-ego counterparts. This blend of humility and ambition drives them to achieve great results without overshadowing their team’s contributions. Their leadership style promotes a positive work environment, encourages collaboration, and leads to sustainable success.
Impact on Team Dynamics: Humble leaders create a safe space for feedback and collaboration, which is crucial for building strong, cohesive teams. By valuing each team member’s input and fostering an inclusive environment, these leaders enhance engagement and motivation, leading to improved team performance and innovation.
Navigating the Narcissistic Fallacy: While some leaders may believe that narcissism or arrogance can be beneficial, the research suggests that this is a short-term strategy at best. Sustainable success and leadership effectiveness are more closely associated with the ability to build and maintain trusting relationships, rather than relying on an inflated sense of self.
Cultivating Effective Leadership through Humility: The journey towards becoming a more humble leader involves actively seeking feedback, recognizing one’s limitations, and demonstrating a genuine commitment to team development. Leaders who practice humility not only achieve higher levels of effectiveness but also contribute to a more inclusive and supportive organizational culture.
Connect with Jack Zenger
LinkedIn
Twitter
Webinar
Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman, and join in a conversation about their latest research in leadership development. Find out more information and register here.
Additional Resources
Why Humility is Important— Article by Jack Zenger

The post Episode 134: Humble Leadership and the 7 Signs of Arrogance first appeared on ZENGER FOLKMAN.
21 min
March 13, 2024Episode 133: Connecting Through Coaching—Authenticity, AI, and Transformation
Details
In this enlightening podcast episode, expert coaching master Kathleen Stinette shares her invaluable insights on the evolution of leadership coaching in the wake of the pandemic. With over 25 years of experience, Kathleen discusses the subtle yet significant shifts in coaching methodologies prompted by remote and hybrid work environments, emphasizing the growing importance of emotional intelligence, resilience, and authenticity in leadership development. She highlights how these qualities not only enhance managerial effectiveness but also build stronger, more transparent relationships within teams. Kathleen also explores the integration of technology and AI in coaching, reassuring listeners about the irreplaceable value of human connection in fostering trust and psychological safety. Throughout the interview, Kathleen offers practical advice for coaches and leaders striving to navigate the complexities of today’s work landscape, underscoring the need for compassion, empathy, and continuous personal growth.
Learn more about The Extraordinary Coach.
Check out Kathleen’s other interview, Episide 30: FUEL- A Proven Framework for Coaching.
Key Points
Understand the Impact of the Pandemic on Leadership Coaching: Gain insights into how the pandemic has significantly influenced leadership coaching practices, leading to shifts in methodologies and approaches to accommodate remote and hybrid work environments.
Explore the Role of Emotional Intelligence and Resilience in Leadership: Learn about the increasing importance of emotional intelligence and resilience in the workplace, and how these qualities are being integrated into leadership coaching to support managers and executives.
Recognize the Importance of Authenticity in Leadership: Discover why authenticity is becoming a key focus in leadership development, and how being genuine and transparent can enhance trust and relationships in a professional setting.
Examine the Evolution of Coaching Techniques in the Digital Age: Delve into how coaching practices have adapted to virtual formats, including the utilization of technology and AI, while emphasizing the irreplaceable value of human connection in the coaching process.
Identify Strategies for Building Trust and Psychological Safety: Learn effective techniques for building trust and creating a psychologically safe environment in coaching relationships, crucial for fostering open and productive dialogues between coaches and coachees.
Connect with Zenger Folkman
LinkedIn
Twitter
Webinar
Zenger Folkman hosts an exclusive live webinar every month, where you can meet Jack Zenger and Joe Folkman and join in a conversation about their latest research in leadership development. Find out more information and register here.
ResearchThe Extraordinary Coach by Kathleen Stinnett and Jack Zenger

The post Episode 133: Connecting Through Coaching—Authenticity, AI, and Transformation first appeared on ZENGER FOLKMAN.
19 min
February 29, 2024Episode 132: Hybrid Work— Understanding The Leadership Advantages in Both Zones
Details
After some initial uncertainty, most companies have now found their footing with respect to adopting office-based, remote, or hybrid working models. Despite a common belief that we’ve mastered the flexibility of working from anywhere, the reality is we’re still on a learning curve—and that’s perfectly acceptable. In today’s discussion, we aim to highlight the distinct strengths of leaders who operate in-office versus those who manage teams remotely. We will explore which leadership behaviors are most effective in each environment. Our goal is to better understand how to manage and encourage change effectively, providing clearer guidance to our hybrid workforce. This workforce is currently navigating the challenges of bridging two worlds, and we hope to help them leverage the best of both.
Discover more of our research on hybrid leadership practices in our 2024 Leadership Report.
Key Learnings
Hybrid Workforces Require Adaptive Leadership: The transition to hybrid work models has highlighted the need for leaders to adapt their management styles to suit both in-office and remote environments. Effective leadership in these settings demands a nuanced understanding of how to leverage the distinct advantages of each work scenario to foster a cohesive and productive team dynamic.
Importance of Connection and Engagement: Despite the convenience of remote work, the sense of belonging and connection to the organization plays a crucial role in employee satisfaction and loyalty. Malcolm Gladwell’s critique of remote work underscores the potential risk of detachment from the company culture, emphasizing the need for strategies that reinforce team unity and a sense of purpose beyond just earning a paycheck.
Phenomenon of “Coffee Badging”: The trend of “coffee badging” illustrates a resistance among some employees to fully return to office-based work, preferring the flexibility and efficiency of remote work. This behavior signals a broader challenge for organizations to balance the desire for in-person interaction with the autonomy and productivity gains of working from home.
Leadership Effectiveness in Different Settings: Research comparing the effectiveness of leaders in remote versus in-office settings reveals that office-based managers are perceived as having greater courage to implement change and better marketing skills. However, remote managers excel in fostering discretionary effort among their teams, highlighting the varied strengths that can be optimized in a hybrid model.
Strategic Advantages of Hybrid Work Models: The hybrid work model emerges as a compelling solution that combines the best of both worlds. It allows for the strategic advantages of face-to-face interactions in the office, such as facilitating change and building strong interpersonal relationships, while also embracing the autonomy and enhanced productivity of remote work. The challenge for organizations lies in creating a hybrid model that supports both collaboration and independence, leveraging the unique benefits of each to achieve organizational goals and employee satisfaction.
Connect with Joe Folkman
LinkedIn
Twitter
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.
Research
Maximizing Productivity in Hybrid Work: Strategies for Managers – Article by Joe Folkman
The post Episode 132: Hybrid Work— Understanding The Leadership Advantages in Both Zones first appeared on ZENGER FOLKMAN.
20 min

About 90th Percentile Leadership: Insights. Backed by Data.

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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…

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90th Percentile Leadership: Insights. Backed by Data.

90th Percentile Leadership: Insights. Backed by Data. episodes

About 90th Percentile Leadership: Insights. Backed by Data.