How Strengths-Based Individual Leadership Affects Teams

By Bret L. Simmons

SOURCE: This post originally appeared in Positive Organizational Behavior. Find more great content at

“When leading a group, should the leader pay differentiated attention to individual members and the group as a collective simultaneously?” This is the question raised by Joshua Wu, Anne Tsui, and Angelo Kinicki in a recent Academy of Management Journal publication. Their study of 70 work groups in eight companies found that successful team leaders manage the team, not the individuals.

If you have bought the prevailing wisdom that managing the strengths of individual group members is the best way to manage your group, you could be making a big mistake. This study found that if you provide highly differentiated leadership to each member of your group, you will indeed increase the individual self-efficacy of those individual members. But the increased individual self-efficacy had a negative effect on the group’s collective efficacy, and a negative effect on the group’s effectiveness.

Group collective efficacy, on the other hand, had a significant positive effect on group effectiveness. The researchers measured collective efficacy with items that assessed the kinds of tasks the group might perform, not specific tasks any single group member might perform. Group collective efficacy resulted from group-focused rather than individual-focused leadership. Group-focused leadership produced group identification, which in turn produced a collective sense of efficacy among group members. This is the type of leadership where group leaders specify the importance of group members having a strong sense of collective purposeand mission in working with the group as a whole.

Popular thinking on leadership asserts that effective leaders must not only inspire the group as a whole, but must also be attentive to the unique needs of each and every individual in the group. The results of this research suggest “that leaders who attempt to satisfy both individual and group needs may inadvertently compromise group processes and group outcomes” (p. 101).

If your individualized approach to leadership creates a group full of members where some have high self-efficacy and see themselves as “high potentials” while others do not, you are likely sub-optimizing the performance of your group as a whole. The differences in individual efficacy among group members affects how they feel about each other and their ability to accomplish things together. This is especially critical when group tasks require extensive interdependence among members.

When group performance matters, and people need to work closely together for the group to be effective, the belief that “we can do it” is more important than any individual’s belief that “I can do it.” If you lead a group like this, you probably want to keep that strength-based snake oil on the shelf.

Joshua B. Wu, Anne S. Tsui, Angelo J. Kinicki. (2010). Consequences of differentiated leadership in groups. The Academy of Management Journal, 53 (1), 90-106.

Bret L. Simmons, Ph.D. is an Associate Professor of Management in the College of Business at the University of Nevada, Reno (UNR), where he teaches courses in organizational behavior, leadership, and personal branding to both undergraduate and MBA students. Bret blogs about leadership, followership, and social media at his website Positive Organizational Behavior.


About Manie Bosman

Manie Bosman is Founder and CEO of the Strategic Leadership Institute. He is a leadership development consultant specializing in the emerging fields of neuroleadership and neurosafety. Based in Pretoria, South Africa, Manie has more than 20 years of international experience in cross-cultural interaction, diversity management, change management, public speaking, communication, corporate training and team development. He holds a Masters of Arts in Organizational Leadership and believes that effective leadership is the key determiner of success in any venture, group or organization.
This entry was posted in Leadership, Motivation and tagged , , , , . Bookmark the permalink.

4 Responses to How Strengths-Based Individual Leadership Affects Teams

  1. Manie Bosman says:

    I re-posted this article by Bret L. Simmons because it provides a strong argument which at first glance seems to question the entire strengths-based ‘movement’. However, while providing solid and helpful information on team dynamics, it also fails to recognize the fact that managing individual strengths and managing group strengths are two entirely different dynamics. For this reason Gallup (the guys who came up with the StrengthsFinder assessment based on more than 40 years of research) has developed material specifically used for Strengths-coaching in teams and groups. While individual strengths are still at play, managing strengths in teams is done very different from managing individual strengths. When done correctly, group efficacy is enhanced and not suppressed as in the cases on which the original research article is based. I hope to write a more comprehensive article on this topic in the near future.

  2. Johnette says:

    One that doesn’t allow you to die completely.” Die? As she moved to climb up the beasts fell more than, crashing via the railing.

  3. Bobbi Leder: Did you take any supplements or protein shakes?
    Ladies’s Overall health.

  4. It’s a genuine remedy for infertility concerns.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s