Leading Change, Part 3

The Importance of Changing your Leadership Style

In January we began considering the guiding principles for leading change, and in this third blog of the series, we highlight the importance of adjusting leadership style to suit the circumstance; whether through periods of extreme change, or everyday challenges. 

Successful leaders embrace a spectrum of styles from directive and authoritative, to engaging and participativeExperts identify six common leadership styles: visionary, coaching, affiliative, democratic, pacesetting and commanding. Most leaders are naturally dominant in one, or maybe two of these, but consciously moving between the full spectrum of styles is one of the skills that an effective leader learns. 

 

Each style has its strengths and potential drawbacks 

  • Visionary: During times of change and great challenges, a visionary leadership style provides direction and motivation – but be careful, remember to listen to employees throughout the organisation, ensuring the vision feels ‘real’, not just rhetoric. 
  • Coaching: Adopting a coaching style provides a great learning and development environment for staff – but there are times when employees need clear direction. 
  • Affiliative: Being a ‘caring’ boss can create great loyalty – but it’s easy to spend lots of time on more ‘needy’ employees and neglect your steady high performers. Remember the 20-60-20 rule from earlier in this series. 
  • Democratic: This style can be very effective for employee engagement – but leaders need to be mindful of situations where decisive and explicit direction should take precedence over a consultative approach.  
  • Pace-setting: A highly competent, motivated team will respond well to this style – but beware, excessive pressure can de-motivate. 
  • Commanding: When the pressure is on and outcomes are critical, this commanding style of leadership can be reassuring for the team. However, iit’s overused without the balance of other styles, it can also be de-motivating, leading to poor morale and loss of performance. 

In our experience of working with hundreds of leaders from all sorts of organisations and many sectors, it’s very common for them to gravitate towards their dominant style. But research shows that 75% of leadership is learnt, so the good news is that whether you’ve been running an organisation for decades or merely months, every open-minded leader can enhance their skills and confidence with the right support. And that always makes for better outcomes, whatever your corporate goals. 

If you’d like to understand more about leadership and how you can become the leader you'd like to be, take a look at our LEAD™ Online program on our QuoLux™ Online Centre for Leadership & Management, or Book a Call to speak to us personally.

 

Next week

...we will address Employee Engagement, our fourth principle for Leading Change. 

Author

Jo Draper

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