Recently while working with a group of leaders one of them got really vulnerable and said, ‘What if I just can’t lead that way?’ He was referring to a complete 180 in his leadership style. I think most of us leaders have had some moment like this. A moment where we thought, I am not equipped for this. We’ve had a realization that our leadership style, strengths, natural abilities, and attributes work best in specific situations.
Said another way, what comes naturally to us won’t be enough for every situation and every member of our team. This realization comes most often in a few specific instances. You realize it when you’re promoted to a new level. It might be apparent when there is a massive outside force (think Covid or a reorganization). Sometimes you realize you need more than your natural ability when your same people demand more (think large project or stressful goal).
It’s clear that you need to learn your own strengths and natural leadership style to begin leading. Just don’t stop there. Otherwise, like that leader I was working with, you’ll consider giving up when you could grow and adapt. (If you’re not sold yet on why you should even care, watch the YouTube video that explains the costs of skipping out on understanding your leadership style.)
What is my leadership style?
I don’t know about you but, personally, I love to learn more about myself. Reflecting and assessing are great tools to get a better understanding of your leadership style and what you can expect to come easy along with your blind spots. One assessment and resource included in the Transitional Leadership Library is Strengths Based Leadership. This book not only gives valuable insights into leadership but also gives you your own code to an online assessment to clarify your unique strengths. The book then gives you practical tips on how to lean into and utilize these strengths.
For the time being though, let’s play a little game. Think back to a time that you were leading a group and felt pretty comfortable. Maybe you were leading a group of experts with support and organization. Perhaps you were rolling out processes and plans to a group to help them be more structured. Maybe you removed a major roadblock to allow others to do their thing. Or it could have been that you planned a party and rather than doing it all yourself you helped other people see your vision and get excited to get on board.
Now, while you’re thinking of the situation and what made you feel like a leader at ease, I want you to answer the following questions. Through them you might see yourself, your style, and your dominant leadership attribute. If you want to know that attribute for sure, click here and take the quiz.
Did you find yourself asking, What can I do to help?
If so, you might be a servant leader. Servant leaders focus on what they can do to support people in their team be their best. As a servant leader you look for ways to remove obstacles, get in the trenches, and prioritize the team over your own expectations. A servant leadership style often accompanies a dominant leadership attribute of connection. You help your team feel safe and supported to do their best work.
A challenge of this style, and this attribute, is neglect of the work on your own plate. It will be difficult to get assigned work and teams that make the impact you want to make if you aren’t upholding your own commitments to your boss and stakeholders.
Were you most concerned that everyone had an equal voice?
This concern can signify that you’re primarily focused on representation and understanding perspectives and impacts to the team. You’re a democratic leader. As a democratic leader you understand and lean on the expertise of the group rather than deferring to yourself as the leader. A democratic leadership style may mean you have a dominant leadership attribute of humility. You know the value to the organization and mission if you include all viewpoints.
A challenge to democratic leadership, and the humility attribute, is that your team may not fully understand where you stand on a decision or issue. Sharing your vantage point, along with the team’s, can help provide guidance while ensuring your team knows they’re perspective is valued.
Did you revel in full compliance with your plan?
Some leaders love a good process because they know what the output will be. These leaders follow a bureaucratic leadership style. Don’t let the name throw you off. Bureaucratic style can be very effective and often coincides with the action attribute. Once you’ve set the tone with a well-defined process, you expect them to act on it. It allows you to find fault with a thing, a process rather than ‘blaming’ a specific person. This can mean people are more likely to bring problems and solutions to the table. Everyone is leaning into that action attribute.
A challenge to both the bureaucratic style and the action attribute can be a lack of flexibility. Fully adhering to a plan or process has its place but leveraging new ideas can lead to a better process in the end.
Was there a duckling to swan moment?
If you’re consistently highlighting the major transformation in people, the objective, or the organization, you’re likely a transformational leader. You’re looking for a dazzling, show stopping end result but happy to give some latitude on how we get it. The accountability attribute often accompanies a transformational leadership style. When you focus on the end result you leave more room for your team to innovate and ideate.
There are challenges to even the transformational leadership style, and the accountability attribute. The challenge here can be relational. With a focus on change you can offend and frustrate those who value process, structure, and support. Influencing others to see the value of what you’re working toward will be critical to your success.
But which leadership style is best?
These are all good and useful styles, but they have limitations. If you read them straight through and didn’t just skip to the question that most describes what you ask yourself, you may have noticed that each has their place. There isn’t a wrong or best style on it’s face. There are better styles to fit the situation and need of the group.
If they’re all good, why would I need to change?
Remember that story I was telling about the group of leaders I was working with? The one where the Director said, What if I just can’t lead that way? This came from a conversation with David and a group of his peers. David was seen as the leader of the pack in terms of his ability to inspire and rally the troops. He set lofty goals, empowered his team to hit them, and measured progress toward the 5 primary pillars of the organization. By our modern view of leadership his transformational leadership style was amazing in many situations. Except for this one.
I was brought in to help the group come back together as a leadership team after a review of the department had them quickly pointing out each other’s flaws. On our first day together, we discussed styles and attributes (similarly, though more in-depth, to what is above) it helped give the team words and perspective into why they do what they do and how it helps. In the second session we talked about what attributes and styles would serve them best in different situations.
That’s when David knew he needed a different style.
David realized that his transformational style was not serving them in the review. It didn’t help them follow the compliance policies prior to the review and it didn’t help them respond to the review when it came in. The great thing, that I was able to show David and the rest of the team is that you’re not confined by your leadership style. You naturally want to follow the process but need to inspire and relate? You can understand what is needed and what obstacles you’ll face to develop a plan. If you naturally include the team in every decision but you need to act fast, you can stretch and change to support that need. You aren’t a slave of a specific style
How do I move beyond my natural leadership style?
It all comes down to understanding and application my friend. There is no quick fix, magic pill, or certification that will help you to move beyond your current limitations. You need to understand where you’re at, what the situation requires, and take action in applying a new style and leaning into a new attribute.
If you want to intentionally reflect, assess, and apply, I strongly suggest you lean on the resources mentioned above and snag a copy of my free workbook from Uncertain to Unstoppable to help you increase your leadership and influence in every changing situation.