What is a leadership style?<\/h2>\n\n\n\n
That\u2019s not to say there\u2019s only one type of leader. On the contrary, there are many different leadership styles. These are often intrinsically linked to personality, background, and skills.<\/p>\n\n\n\n
While there are many ways to strengthen and acquire the traits of a successful leader, there\u2019s also a lot to be said for leaning into your own style. And as LinkedIn reports that\u00a063% of Millennials\u00a0feel their leadership skills are<\/a> not being fully developed, there\u2019s no better time to investigate your leadership traits and ways to enhance them.<\/p>\n\n\n\n If you have the opportunity to play to your strengths, it\u2019s always worth taking. If you\u2019re able to identify your leadership style, you\u2019ll be in a good place to hone your skills and become an even better leader.<\/p>\n\n\n\n If you\u2019re not familiar with your style and invest time trying to mould yourself into the kind of leader that doesn\u2019t come naturally to you, there\u2019s a chance you\u2019ll come across as insincere.<\/p>\n\n\n\n Here are a few of the leadership styles people most often find themselves moving towards.<\/p>\n\n\n\n Agile leaders know the value of switching from one focus to another. To evolve, companies must be able to grow and change \u2013 and an agile leadership style<\/a> is perfect for spearheading healthy progress.<\/p>\n\n\n\n It has a focus on removing roadblocks and clearing the pathway to success, for both individual team members and the organisation as a whole. Agile leaders tend to have high levels of ingenuity and they are attentive to the needs of the people around them.<\/p>\n\n\n\n Generally, agile leaders are most successful in new or progressive organisations that can move with them. That said, even very traditional companies can benefit from the energy they bring.<\/p>\n\n\n\n Coaches care about getting the best out of the people they\u2019re leading. They are generally nurturing and always looking for ways for individuals to improve on their strengths. Leaders with a coaching style also tend to have an eye on team dynamics and will also put time into improving teamwork where possible.<\/p>\n\n\n\n One of the biggest benefits of coaching style leadership is the way it puts a focus on career development and helps employees (and teams) level up their skills. Coaching has a focus on recognising personal strengths, it can help employees feel more valued and motivated while also building diverse and inclusive teams<\/a>. It is also great for building and maintaining a strong company culture.<\/p>\n\n\n\n Managers with a coaching style are generally in it for the long game, and the payoff can be huge. It\u2019s really important to recognise the long-term value of this coaching style, as results can take a while to really kick in.<\/p>\n\n\n\n Leaders with a transactional style use a well-defined structure to show employees what is expected from them. They use a series of rewards and punishments which can be a powerful way to motivate employees, especially ones who are struggling to engage.<\/p>\n\n\n\n Some employees find this leadership style comforting, as they can see the processes, procedures and routines laid out. Transactional leaders also tend to be able to crystalise and efficiently share company goals and how every individual can contribute to those.<\/p>\n\n\n\n A rewards system<\/a> suits some personalities perfectly, and those rewards can come in all sorts of packages, from financial to social. However, do watch out for those employees who aren\u2019t motivated by rewards and instead need to feel more connected to their managers and teams, as they may struggle under this leadership style.<\/p>\n\n\n\n This inclusive leadership style puts the focus on listening to and acting on the options of the team. Employees are invited to be part of the decision-making process and have the opportunity to shape a company\u2019s direction.<\/p>\n\n\n\n The benefits of this leadership style can be huge. It encourages high levels of engagement and allows employees to take a share in power and accountability. It can also help drive smart decisions, as leaders can truly tap into their teams\u2019 skills and talents.<\/p>\n\n\n\n Democratic leaders have strong leadership communication skills<\/a>, are good at sharing and know how to encourage interaction. They must also recognise potential team limitations and know which business-critical decisions need expertise rather than group consensus.<\/p>\n\n\n\n With technology and markets in a constant state of evolution and flux, there\u2019s a lot to be said for an adaptive leadership style<\/a>. Adaptive leaders understand the importance of flexibility and self-betterment.<\/p>\n\n\n\n The adaptive leadership theory was developed by Harvard professors and authors Marty Linsky and Ronald Heifetz, who demonstrated the value of leaders who are willing to evolve.<\/p>\n\n\n\n The key qualities of an adaptive leader include: the ability to look ahead and anticipate needs, skill in communicating the potential changes needed, a dedication to continuous learning and an ability to be accountable for their choices.<\/p>\n\n\n\n The name may sound off-putting, but laissez-faire leadership is a hands-off style with big benefits. The French term translates as \u201clet them do\u201d, and laissez-faire leaders focus on letting employees do what works well for them. This can encourage strong feelings of accountability and act as a strong incentive for the right people.<\/p>\n\n\n\n It\u2019s also a leadership style that can help create a relaxed and open company culture<\/a> and tends to work well with already confident and highly skilled teams.<\/p>\n\n\n\n The pitfalls of this leadership style are particularly obvious in less established teams or in startups, where a lack of processes and procedures can leave employees either doing too little or overworking themselves to the point of burnout<\/a>. Some clear company policies can help with this. Laissez-faire leaders can also benefit from encouraging employees to sign up for learning or mentoring opportunities to help keep motivation high.<\/p>\n\n\n\n Highly flexible and able to recognise the changeable nature of running a successful company, situational leaders can change their leadership style to suit the situation. It\u2019s a very proactive method and has some huge benefits, including the ability to adapt to suit individual team members.<\/p>\n\n\n\n Situational leaders tend to be empathetic and able to see which leadership style is needed and when. They can offer a nurturing relationship to those who need it, lay down ground rules if a company is veering off track, or take a step back if everyone is getting on well without interference.<\/p>\n\n\n\n For situational leaders to be truly successful, they need to have good levels of experience, the ability to determine precisely when each leadership style is required and have confidence in their decisions.<\/p>\n\n\n\nWhy is it important to know your leadership style?<\/h2>\n\n\n\n
Different leadership styles worth knowing<\/h2>\n\n\n\n
1. Agile leadership<\/h3>\n\n\n\n
2. Coaching style leadership<\/h3>\n\n\n\n
3. Transactional leadership<\/h3>\n\n\n\n
3. Democratic leadership<\/h3>\n\n\n\n
4. Adaptive leadership<\/h3>\n\n\n\n
5. Laissez-faire Leadership<\/h3>\n\n\n\n
6. Situational Leadership<\/h3>\n\n\n\n
7. Resilient leadership<\/h3>\n\n\n\n
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