There is a lot made of “Leadership Styles”. The objective of this article is to simplify this concept. We will discuss 2 basic types of leadership styles, and focus on when you may consider using each style, depending on the situation. Keep in mind that there are “no right or wrong” styles, but there are certainly consequences to each. We will discuss this as well.
Why Go Beyond Your Gut When Leading
Many great leaders relate a lot of their success to their ‘gut-feel’. Doing what comes naturally makes a lot of sense and is certainly important.
However, what a lot of great leaders don’t mention is that they “go with their gut feel AND an awareness of how their actions affect those they serve”. Ensuring your actions are purposeful are important.
Taking time in the next few minutes to read this article will help you to add this to your repertoire so you can incorporate a new tool to your “gut feel”.
How would you describe your Leadership Style?
Often, we describe our style of leading or managing using these adjectives:
- Easy-going,
- Calm,
- Direct,
- Reliable,
- Friendly,
- Decisive,
Rather than focus on many different approaches, we will keep things simple.
Case Study: Tom & Giselle
To help describe the 2 different Leadership Styles we will discuss today, let’s take a look at a case study. Allow me to introduce you to Giselle & Tom.
Meet Tom…
Tom has a very direct approach.
He provides very clear, concise and pointed instructions.
He only gives directions once!
Tom believes that everyone has ‘more to give’ and can always find a way to deliver more.
Meet Giselle…
Giselle has an accommodating leadership style.
She is very empathetic, a good listener, doesn’t want to push her people too much.
She will often jump in to give a helping hand and is flexible on deadlines.
What they would like…
Both are having issues with getting the most from their teams.
Giselle feels that she is too nice and sometimes gets taken advantage of.
Tom doesn’t ”feel close to his team” and has issues with turnover.
Which style do you identify with this most? Tom or Giselle? Let’s have a look at each style in more depth.
DIRECT LEADERSHIP STYLE
Advantages:
A DIRECT STYLE has advantages. When one person calls the shots, it can mean greater efficiency and action in ‘getting things done’. Your team may also feel safe in knowing that you ‘have their backs’.
Challenges:
This style could have some challenges, as managing others with a similar style could result in conflict and confrontation. Also, if people don’t feel as though they can contribute, it could result in disengagement and less buy-in of ideas in the long run.
3 Tips for Enhancing your Direct Leadership Style:
If you have a direct and commanding style, be self-aware of the following:
- Make expectations crystal clear and repeat directions – don’t assume telling once is enough!
- Team members with a similar direct style could create conflict – the goal is to keep the conflict respectful and productive!
- Team members with a timid or shy style may be afraid to disagree with you. While this creates harmony, it isn’t the ideal situation to create value for customers if they are afraid to make mistakes. Also, it could result in more turnover in the long-term.
ACCOMMODATING LEADERSHIP STYLE
Advantages:
ACCOMMODATING STYLES has advantages. By asking the opinions of your team, it creates a collaborative environment where people feel included and empowered to give input.
Challenges:
Some disadvantages are that the team could view an inclusive approach as weak or indecisive. This could lead to being viewed as an enabler to a lack of progress if you take a “let’s wait and see” approach to letting things play out.
3 Tips for Enhancing your Accommodating Style:
If you have a patient and accommodating style, be self-aware of the following:
- Ensure that others don’t take advantage of your inclusive, patient and supporting approach.
- Team member with a similar patient style could result in taking much longer to make decisions and acting in a proactive manner. While it may create a harmony on the team, others could be frustrated by a lack of progress.
- “Jumping into help” could result in others feeling that they don’t need to be accountable for results, and that “their boss will come into save them if they don’t get it done”.
WHAT’S YOUR LEADERSHIP STYLE?
What’s your style? It could be DIRECT, ACCOMMODATING or a combination of both?
Human Scaffold believes that everyone can get along and create meaningful human connections for optimal results.