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Leadership Styles - Choosing the Right Approach for the Situation
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.
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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 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.
Daniel Goleman’s leadership styles
- Pacesetting leader - “Do as I do, now”: expects and models excellence and self-direction.
- Authoritative leader - “Come with me”: mobilizes the team toward a common vision.
- Affiliative leader - “People come first”: works to create emotional bonds that bring a feeling of belonging.
- Coaching leader - "Try this": develops people for the future.
- Coercive leader - “Do what I tell you”: demands immediate compliance.
- Democratic leader - “What do you think?": builds consensus through participation.
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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 Blueprint Of We
Is a collaboration document and ongoing process used to mindfully custom design business and personal relationships.
It captures what draws each individual to the situation, enab...
MurderBoarding
It provides a framework for a group to arrive at a shared decision around one direction.
While many resources offer frameworks for brainstorming, divergence of thinking, and effectively whiteboarding, this is a framework and a method to make decision-making, and tough choices with a team, so that convergence happens.
The Cultural Transformation Tools (CTT)
The surveys provide the input you need to plan and manage your change initiatives, your cultural transformation programs, your diversity interventions, your talent management and leadership development initiatives, and your customer feedback.