Leaders who use this lens think their leadership started when they were compelled to address an urgent need. They took it upon themselves to change unsatisfactory practices: starting a new organization, volunteering to take on a challenge, liaising between groups in conflict.
The leaders move toward a more facilitative leadership style, and they focus on engaging others and creating collective action.
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Great leaders inspire people to do better and develop their skills because leaders with a great leadership style can make anyone appear more competent than they actually are, and t...
Great leadership style is different from your own personality. It derives from the social markers that we express in the workplace.
The signals we send to others about our status fall into two categories: Power and Attractiveness.
Our default leadership style is called natural style. Whenever we are in neutral situations it is our selected option and we behave relatively powerful with it.
Natural style has five categories: powerful, lean powerful, blended, lean attractive, and attractive.
A blended style is best described as having "presence". It is rare because it involves an equal use of both power and attractiveness markers.
Charisma is useful for engaging and inspiring others.
However, unchecked charisma can lead to a reputation of self-absorption and self-promotion.
The team may become co...
As a leader, being reliable and responsible is important for your team. You stand a good chance in gaining the trust of your team if you show that you exercise caution, take calculated risks, and will hold to the organizational principles.
There is a degree of responsibility (and professionalism) that is expected from those in charge.
Trying to be the fun boss will harm your reputation eventually. It is good to keep some space between you and your team.
Mindsets drive what leaders do and why they do it.
Two different leaders might face the same situation but respond to it very differently. One leader might see the case as threatenin...
A growth mindset is a belief that anyone can change their talents, abilities, and intelligence. Those with a growth mindset:
Conversely, those with a fixed mindset believe that talents, abilities and intelligence can't be improved.
Leaders with a learning mindset are motivated to increase their competence and master something new.
A performance mindset desires to gain favorable judgments about competence and avoid negative judgements.
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