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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...
With this, you can identify the best leadership approach to use, based on your people's needs, the task that they're doing, and the environment that they're working in.
For example, hi...
It shows you the best style to use, based on how capable people are of working autonomously, and how creative or "programmable" the task is.
The matrix is divided into four quadra...
Often the most effective style to use.
Transformational leaders have integrity and high emotional intelligence . They motivate people with a shared vision of the future, and t...
Means following rules rigorously, and ensure that their people follow procedures precisely.
It works for work involving serious safety risks (working with machinery, with toxic su...
Charismatic leaders inspire and motivate their team members. But they often focus on themselves and their own ambitions, and they may not want to change anything.
Charismatic leaders m...
A "servant leader " is someone, regardless of level, who leads simply by meeting the needs of the team.
These people often lead by example. They have high integrity and lead wit...
The "transaction" usually involves the organization paying team members in return fo...
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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 reason, great leaders choose their leadership style like a golfer chooses his or her club, with a calculated analysis of the matter at hand, the end goal and the best tool for the job.
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...
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.
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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This is a framework for understanding meaningful differences in people’s working styles. It identifies four primary types:
A one-size-fits-all approach won’t work well on a team with a mix of types.
For example, too many constraints can completely shut a Pioneer down, while a Guardian may withdraw in an environment that feels too chaotic.
A Driver may become very frustrated in an organization that lacks decisiveness, while an Integrator may wither on a team that doesn’t value broad-based input.
Manage the team in ways that support the diverse needs of different types of work.
You wouldn’t want a team that is all about creative ideas with no focus on implementing those ideas. Or one that is searching for the big win with no attention paid to the people involved in getting there.
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