How Good Are Your Collaborative Leadership Skills?
Taking this complimentary, leadership inventory and understanding your personal strengths in applying trust, interdependence, genuineness, empathy, risk and success with your employees and customers is the first step in developing your leadership skills and employee-centric mindset.
Discover how you can become a better collaborative manager, public official, law enforcement or safety officer, and emergency responder.
Spend 5 minutes answering 30 questions to determine your leadership strength in each of the TIGERS 6 Principles. Each result offers additional information and behavior examples to elevate your management and collaborative leadership skills.
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What We Offer
WHAT IS THE TIGERS® LEADERSHIP BEHAVIORAL PROFILE™?
The TIGERS® Collaborative Leadership Behavioral Proﬁle™ is a leadership behavior quality assessment that measures the quality of six principles required for high performance team leadership and organizational cooperation. These leadership qualities support improved team performance and align with agile and collaborative work environments. The TIGERS six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success.
Discovered through a meta-analysis of psychology, business and education group dynamic research, the TIGERS six principles are anchored by behavior that ignites an employee’s natural desire to make a positive diﬀerence at work. With psychology and human performance at its core, the TIGERS six principles form behavior norms that reduce conﬂict and improve work group eﬀectiveness, while measurably improving performance. The six principles enhance leadership performance and make an organization’s values, mission and goals more attainable and the organization’s purpose more impactful.
Leadership behavior in organizations demonstrates what the work culture truly is. This is often very different than an organization’s values posted on boardroom walls.
LEADERSHIP AND GROUP BEHAVIOR PRINCIPLES
The 6 TIGERS principles form measurable group behavior norms that impact every level of organizational structure
Norms anchored by behaviors that support Trust, Interdependence, Genuineness, Empathy, Risk and Success determine how leaders perform, how they interact with each other, customers and with intact and remote employees every day. They provide the foundation for positive workforce relationship’s that support leadership roles and goal achievement. They accelerate, reinforce and sustain a successful workforce culture that attracts and retains highly talented and engaged employees and translates to improved productivity.
3 Cornerstones of Effective Work Culture and Leadership performance
Adapted from Joiner, the Team Handbook
By assessing the levels of the six principles in leadership behavior, the TIGERS Collaborative Leadership Behavioral Proﬁle was built on the recognition that leadership behavior impacts relationships that make goal and role achievement successful. Poor behavior leads to relationship problems that impact how employees’ brains function, and therefore, impact their emotional states, habits, productivity and ability to problem solve and plan. Responses to unacceptable behavior frequently result in defensiveness, disengagement or lack of caring, which impacts performance and work quality.
When organizational culture and department group norms resonate with leadership behaviors that support high levels of Trust, Interdependence, Genuineness, Empathy, Risk and Success, more beneﬁcial, productive outcomes occur. Defensiveness, conﬂict and procedural errors that result in lost productivity and poor quality are reduced, resulting in cost savings as well as productivity improvements. This also creates conditions that enhance an employee’s desire to perform their work well. There is greater commitment and accountability for workforce outcomes, which in turn boosts productivity and work quality.