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6 Leadership Styles And When You Should Use Them

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https://www.fastcompany.com/1838481/6-leadership-styles-and-when-you-should-use-them

fastcompany.com

6 Leadership Styles And When You Should Use Them
Taking a team from ordinary to extraordinary means understanding and embracing the difference between management and leadership. According to writer and consultant Peter Drucker, "Management is doing things right; leadership is doing the right things." Manager and leader are two completely different roles, although we often use the terms interchangeably.

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Peter Drucker

"Management is doing things right; leadership is doing the right things."

Peter Drucker

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Change Leadership Styles

Sometimes a teammate needs a warm hug. Sometimes the team needs a visionary, a new style of coaching, someone to lead the way or even, on occasion, a kick in the bike shorts. 

For that r...

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Daniel Goleman’s leadership styles

  1. Pacesetting leader - “Do as I do, now”: expects and models excellence and self-direction. 
  2. Authoritative leader - “Come with me”: mobilizes t...

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Leadership is not a "one size fits all" thing

You must adapt your approach to fit the situation. 

This is why it's useful to develop a thorough understanding of other leadership frameworks and styles - the more approaches yo...

Kurt Lewin's Leadership Styles

Psychologist Kurt Lewin developed his framework in the 1930s, and it provided the foundation of many of the approaches that followed afterwards

  • Autocratic leaders make decisions without consulting their team members, even if their input would be useful.
  • Democratic leaders make the final decisions, but they include team members in the decision-making process.
  • Laissez-faire leaders give their team members a lot of freedom in how they do their work. They provide support with resources and advice if needed, but otherwise they don't get involved.

The Blake-Mouton Managerial Grid

  • With a people-oriented style, you focus on organizing, supporting, and developing your team members. This participatory style encourages good teamwork and creative collaboration.
  • With task-oriented leadership, you focus on getting the job done. You define the work and the roles required, put structures in place, and plan, organize, and monitor work.

The best style to use is one that has both a high concern for people and a high concern for the task.

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Authentic leadership

Is a management style in which leaders are genuine, self-aware, and transparent. 

An authentic leader is able to inspire loyalty and trust in her employees by consistently display...

Components of Authentic Leadership

  • Self-Awareness: be aware of your trengths, weaknesses, and values and displaying them to your team.
  • Relational Transparency: remain genuine, straightforward, and honest with your team. Display the behavior you hope to see in your employees.
  • Balanced Processing: stick to your values when making decisions, but remain open to discussions and alternatve options.
  • Doing the right thing: focus on doing the right thing for the long-term success of the business, not yours.

3 ways to practie self-awareness as a leader

  • Seek feedback from the environment;
  • Use self-reflection to better understand your behavior;
  • Practice regular self-observation to stay aware of your feelings at all times.
  • John C. Maxwell

    “A leader is one who knows the way, goes the way, and shows the way.” 

    John C. Maxwell

    Passion is an essential element for success

    A leader will never be able to motivate his team if he or she is not full of passion concerning the work that is done. It is the number one quality for success.

    Only those with vision and passion can build up a passionate team. Passion brings out more positivity, honesty, reliability, and professionalism, in the leader and subordinates, and those are the building blocks of leadership.

    Robin S. Sharma

    Robin S. Sharma

    “Leadership is not about a title or a designation. It’s about impact, influence and inspiration. Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire team-mates and customers.”

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    Servant Leader

    A servant leader is someone who serves others first, before anything else. 

    Traditional leadership tends to be about systems and structures that make...

    Servant leader traits

    • Isn’t concerned about acquiring or holding onto power.
    • Isn’t focused on maintaining a certain reputation above all else.
    • Isn’t obsessed with staying ahead of everyone else on the ladder.
    • Doesn’t fear employees gaining skills and knowledge beyond their own.
    • Doesn’t use domination or fear to control people
    • Doesn’t think in terms of controlling people at all, really.
    • Places high value on the community.
    • Is committed to the growth and improvement of those being led.

    How to become a Servant Leader

    1. Be a good listener. Try to determine what the desire of the group or individuals are. 
    2. Practice empathy. Empathy allows you to get past surface issues and to discover what is going on.
    3. Embrace concepts of healing. The servant leader recognizes the brokenness of people and looks for ways to make broken people well.
    4. Be aware of the obvious and the subtle, both in your own life and in other’s lives.
    5. Be persuasive. Use the power of persuasion to help people choose the right path as needed instead of demanding the path.
    6. Be able to conceptualize. Servant leaders are big-picture thinkers, thinking of what their team needs to do to accomplish everything, not just the one thing in front of them.
    7. Be a good steward. A steward is someone who holds onto something and keeps it in good condition for others who need it down the road.
    8. Love the community.

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    Don't take credit

    Bad leaders take credit for the good things and pin any blame for bad things to others.

    Good leaders let the credit go to the team and team members. They only call attention to themselves wh...

    Don't call attention to yourself

    Your task is to help your team and team members do good work. You should understand that the mission is important, not you.

    As a leader, you’re just there to make things work better.

    Your coaching style

    Coaching should be your primary tool in leading. If your coaching sessions seem more like you’re the therapist and your team member the patient, you’re doing it wrong. 

    Your team members should pay attention to how it will be different in the future.

    Exercising Integrity

    Not every leader is benevolent. Many leaders have insight, initiative, influence, and impact but their lives and legacies are tainted by a lack of integrity.

    A great leader must have a lif...

    Being Impactful

    The measure of leadership is the impact they have on their followers. How much of a difference they make.

    They’re either instrumental in creating real lasting change, or they’re not leaders. They’re just entertainers.

    Exerting Influence

    An authentic leader draws people and compels them to act with his vision and values. He also gives off a positive vibe and is good at persuading others to his point of view.

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    Authentic Leaders

    They are people of the highest integrity, committed to building enduring organizations. They have a deep sense of purpose and self-discipline, are true to their core values, dare to build th...

    Character, Not Style

    Leadership has to do with who we are as human beings and the forces that shaped us. Style is the outward manifestation of one’s authentic leadership

    Authentic leaders must adapt their styles to fit the situation and capabilities of their teammates.

    Real And Genuine

    You can’t pretend to be an authentic leader for long because people will eventually sense the lack of authenticity, and ultimately you will not gain the trust of your teammates.

    If you are real and genuine people will see you as trustworthy and willing to learn, they will respond positively to requests for help in getting through difficult times.

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    The STAR Interview Response Technique

    The STAR Interview Response Technique
    • (S) Situation: Explain the background of the situation. What was your job?
    • (T) Task: What was the particular task you had to perform? If there was a particular probl...

    Leadership Development

    Leadership development is viewed as a current and future priority. Despite efforts to produce and nurture new leaders, only 7 percent of senior managers think that their companies develop global le...

    Overlooking context

    Many training initiatives assume that the same group of skills or leadership styles are suitable without considering the strategy or organizational culture of a company.

    An excellent leader in one situation does not necessarily perform well in another. Focusing on context means equipping leaders with two or three competencies that will make a distinction to performance, rather than a list of leadership standards that is of no specific benefit.

    Separate reflection from real work

    Companies face a challenge when it comes to planning the program's curriculum.  Adults typically retain only 10 percent of what they hear in classroom lectures, but nearly two-thirds when they learn by doing. 

    The answer seems straightforward: tie leadership development to real on-the-job projects. While it is not easy to create opportunities that simultaneously address high-priority needs, companies should strive to make every major business project a leadership-development opportunity as well.

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    The concept of servant leadership

    The actual term for a leader who upends the power pyramid to put others' needs first was introduced by Robert Greenleaf in his influential 1970 essay "The Servant As Leader" in 1970.

    The 6 main principles of servant leadership

    1. Empathy. Give trusted co-workers the benefit of the doubt by assuming the good in them. It goes a long way toward instilling loyalty and trust in you from your team.
    2. Awareness. Care deeply about the welfare of the team members. Don't view them only as cogs in a machine.
    3. Building community. Build community where both employees and customers can thrive.
    4. Persuasion. Rely on persuasion rather than coercion to create internal motivation required to complete the task effectively.
    5. Conceptualization. Servant-leading entrepreneurs focus on the big picture and don't get overly distracted by daily operations and short-term goals.
    6. Growth. Care passionately about the personal and professional growth of each member of the team.