The strategies of The 8 Dimensions of Leadership are vital to success. All eight dimensions need to be incorporated into a successful leader's approach toward problem solving. The dimensions are pioneering, energizing, affirming, inclusiveness, humility, deliberation, being resolute and being in command. There are pitfalls to each dimension and the book cites them exhaustively.
For example, an energizing leader will take the chance on new ideas to promote greater growth or exploit untapped potential. An inclusive leader will be diplomatic, accepting, and patient. The downside of too much inclusiveness is analysis paralysis.
Deliberate leadership tends to be systematic in the approach. Caution and analysis are the order of the day. The downside is that deliberate leaders tend to be risk averse. Resolute leaders tend to question authority, take an independent stance and challenge the status quo. The important
aspect is to be resolute in the right course of action.
Pioneers like to maneuver in uncharted territory. Proponents of the Space Program were pioneers. Without their risk taking, many theories in science could never have been tested outside the earth's atmosphere. Without pioneering in the heavens, we would know very little about deep space and extensive natural gas sources in the periphery of Saturn.
Energizing leaders place a premium on a pleasant atmosphere and have low tolerance for negative emotions. Without some organizational conflict,
the best decision options cannot be thrashed out, discussed, and decided for the benefit of everyone. An affirmative leadership places importance on building morale. Proponents of this style tend to be averse to organizational conflict. Once again, some organizational conflict is necessary to arrive at the best decisions.
The authors make us aware of the strengths,weaknesses, opportunities and downsides of various leadership elements and styles . In fact, this is a primary
strength of the book. A weakness of the presentation is that the authors do not devote enough attention to the organizational design, vertical / horizontal
conflict and performance assessment by management. These aspects may over-ride some of the meritable theories set forth in this presentation.
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