Identifying your leadership style - Why is it important and how!?
Identifying your leadership style - Why is it important and how!?
Understanding your leadership style helps you become more self-aware and reflect on your strengths and weaknesses as a leader. This can help you identify areas for improvement and develop a leadership
As new people leaders, it is important to have a firm grasp of the basics to succeed in a leadership role. People are the heart and soul of successful leadership, and leaders who shine are those who can mentor, direct, and show the way.
One of the first things I learned as a leader was to identify my leadership style, which helped me not only to be more reflective but also to understand when to apply each style and become a situational leader.
Uncovering your leadership style
Leadership styles tend to develop naturally over time, often without us even realizing it. However, the real question is, are we using these styles effectively in each situation? The ideal approach is to be flexible and adaptable, able to adjust our style as needed to fit each scenario. But, it's also perfectly acceptable to blend multiple styles and use them in tandem. The key is to find what works best for you and your team.
A team of researchers, headed by psychologist Kurt Lewin, embarked on a mission in 1939 to recognize various leadership styles. Although subsequent research has pinpointed more specific forms of leadership, this initial study was highly significant and established three key leadership styles, which have since provided a platform for more definitive leadership theories.
During Lewin's investigation, a group of school kids were categorized into one of three sets, each with an authoritarian, democratic, or laissez-faire leader. The children were then directed through an arts and crafts task, while researchers observed their conduct in response to the various leadership styles. It was discovered that democratic leadership was generally the most effective at motivating followers to perform well. Here are them in detail:
Authoritarian Leadership
Authoritarian leadership styles allow a leader to impose expectations and define outcomes. A one-person show can turn out to be successful in situations when a leader is the most knowledgeable in the team. Although this is an efficient strategy in time-constrained periods, creativity will be sacrificed since input from the team is limited.
Participative Leadership
Participative leadership styles are rooted in democratic theory. The essence is to involve team members in the decision-making process. Team members thus feel included, engaged, and motivated to contribute. The leader will normally have the last word in the decision-making process.
Delegative leadership
Also known as “laissez-faire leadership”, a delegative leadership style focuses on delegating initiative to team members. This can be a successful strategy if team members are competent, take responsibility, and prefer engaging in individual work.
In addition to the three styles identified by Lewin and his colleagues, researchers have described numerous other characteristic patterns of leadership. A few of the best-known include:
Transactional leadership
Transactional leadership styles use “transactions” between a leader and his or her followers — rewards, punishments, and other exchanges — to get the job done. The leader sets clear goals, and team members know how they’ll be rewarded for their compliance.
Transformational Leadership
In transformational leadership styles, the leader inspires his or her followers with a vision and then encourages and empowers them to achieve it. The leader also serves as a role model for the vision.
Situational Leadership
Situational theories of leadership focus on how the environment and specific circumstances impact leadership effectiveness. One of the most well-known situational theories is Hersey and Blanchard's leadership styles, which was first introduced in 1969. This model outlines four primary leadership styles:
Telling: Telling people what to do
Selling: Convincing followers to buy into their ideas and messages
Participating: Allowing group members to take a more active role in the decision-making process
Delegating: Taking a hands-off approach to leadership and allowing group members to make the majority of decisions
Blanchard later expanded on this model with his SLII leadership styles, which emphasizes how the developmental and skill level of followers can influence the most effective leadership style. The SLII model includes four leading styles:
Directing: Giving orders and expecting obedience, but offering little guidance and assistance
Coaching: Giving lots of orders, but also lots of support
Supporting: Offering plenty of help, but very little direction
Delegating: Offering little direction or support
Why is it important to know your leadership style?
Knowing your leadership style is important for several reasons: ⭐️
Self-awareness 🧘♀️: Understanding your leadership style helps you become more self-aware and reflect on your strengths and weaknesses as a leader. This can help you identify areas for improvement and develop a leadership philosophy that aligns with your values and beliefs.
Effectiveness 💫: Knowing your leadership style allows you to tailor your approach to the needs of your team and specific situations. This can increase your effectiveness as a leader and help you get the best out of your team.
Communication 🗣️: Different leadership styles require different communication techniques. Understanding your leadership style can help you communicate more effectively with your team and build better relationships.
Flexibility 🤸: Knowing your leadership style helps you recognize when it's appropriate to modify your approach. This can lead to greater flexibility and adaptability as a leader, which is especially important in fast-changing environments.
Personal and professional growth 🏋️♀️: Understanding your leadership style can also help you grow as a person and professional. It can provide you with insights into your strengths and weaknesses, and help you identify opportunities for development and growth.
The learning shouldn't stop here! Many sources could and should help you become a more self-aware individual and leader for the good of your team, your peers, and yourself. If you want to read more, there is an interesting article here. I hope you enjoyed this article and stay tuned for more!