This is a powerful, well researched methodology that has discovered a strong link between individual performance and what David Rooke and William Torbert refer to as "Action Logics"

For a more detailed explanation you can read papers on the subject by David Rooke and William Torbert. A shorter summary is provided below. The seven logics (originally 9) are:

Opportunist - focuses on own immediate needs and x xxxopportunities. Seeks short-term advantage
Diplomat - seeks approval through socially expected
xx behaviour. Seeks conformity, belonging and pleasant low
xx stress relationships.
Expert - believes in the 'right way' to do things, seeking
xxxto display own skills and expertise, follows procedures and
xx behaves as expected. Admires efficiency, consistency, xxxincremental improvement and perfection.
Achiever - seeks effectiveness through logical application
xxxof objectives, plans, controls, delivers results and goals
xxxto secure success within the system.
Individualist - enjoys being appreciated for own xxxuniqueness, working through diverse relationships, xxxexperimenting with own power, developing increased xxxsponteneity and pursuing new ideas.
x Strategist - sees the world as a dynamic of inter-related xxxprocesses and relationships - plays many roles in these. xxxSees big picture and holds long-term perspective. Values xxxintegrity, principles and freedom in creating positive
xxxchange. xx
Alchemist - committed to transformation of self, xxxorganisations and society. Seeks common good. Enjoys xxxinterplay of purposes, actions and results. Is illusive, xxxchameleon-like and powerful.

The research discovered that three types of leaders (Opportunists, Diplomats and Experts) were associated with low levels of performance and accnted for 55% of the sample. They were less effective at introducing change strategies than 30% of the sample who measured as achievers. Only 15% of the sample fell into the categories if Individualist, Strategist and Alchemist.

The research recognises, though believes it to statistically small, that environmental conditions influence the way leaders apply their preferred "action logic". If the culture values experts, then that is the action logic that is likely to dominate - even the work of natural strategists.

The Seven Action Logics

The Opportunist tends to focus on winning, seeing the world and other people as opportunities to be exploited. How they react to events depends on the extent to which they feel they can control them. They treat other people as objects or cogs in their machine. They reject feedback, externalise blame and retaliate harshly. They just think they are being "open and honest". Constant fighting and rule breaking make them impossible to work for for long, yet they can survive in a culture that values control and compliance.

The Diplomat is less aggrresive than the optimist but they still generate negative repercussions. They seek to please higher status colleagues to avoid conflict and stay in control of themselves, cooperating with the norms and rules to provide the social glue and ensure that due attention is paid to the needs of colleagues. Such behaviour is valued at supervisory levels as they tend to be over polite and friendly. Fearing conflict they resist change - even to the point of self-destruction. They find it difficult to deal with staff who are not performing.

The Expert represents the largest category and account for narly 40% of all professionals. They effect control by perfecting their knoweldge in their work and personal lives. Things need to be done properly and they prefer hard data and logic to get buy-in from others. Experts are valued because they pursue continuous improvement, efficiency and excellence. They view collaboration as a waste of time and treat lesser experts with contempt. Having emotional intelligence is neither admired nor appreciated.

The Achiever will both challenge and support others and want to create a positive team and good relationships wity other functions and service partners. They focus their efforts on solutions and what they can deliver within the confines of their brief and resources - they find it difficult to think creatively 'oustide the box'. Achievers display a more complex and intgrated understanding of the world around them. They are open to feedback and appreciate that most conflicts are due to differences in interpretation and ways of relating and require sensitivity and the ability to influence others in positive ways. Achievers also tend to delegate more responsibly and achieved significantly higher levels of performance from their staff that those in the previous three action logics. As a result they don't always get on well with experts who want to "stop change" happening.

The Individualist recognises that all action logics are constructions of oneself and the world. They understand the conflict that arises between their principles and their actions. It becomes a source of tension, creativity and a growing desire for further development. Individuals tend to get results by ignoring rules that they regard as irrelevant, which makes them a source of irritation to both colleagues and bosses.

The Strategist accounts for only 4% of leaders. What sets them apart from Individualiosts is their focus on organisational constraints and perceptions, which they discuss as transformable. They can create shared visions with colleagues who have different action logics. Strategists seem to deal with conflict more comfortably because they handle people's instintive resistance to change. They are also concerned with personal relationships, organisational relations and national developments - they are socially conscious.

The Alchemist has the ability to renew or even reinvent themselves and their organisation in significant ways. They can deal with many situations at multiple levels because they can talk comfortably with both kings and commoners. Alchemists never lose sight of long-term goals when dealing with immediate priorities. They are often charismatic and live by high moral standards, able to talk to people's hearts and minds.

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