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“Knowing your leadership style might be the secret sauce to standing out from the crowd,” says William Vanderbloemen, author of “Be the Unicorn; 12 Data-Driven Habits that Separate the Best Leaders from the Rest.” That said, leadership style comes down to personality, which is rather fixed, says Elias Aboujaoude, author of “A Leader’s Destiny: Why Psychology, Personality and Character Make All the Difference.”
Although we can’t do much to change our style, we can tap into our strengths and stretch to navigate different situations and people. Plus, we can build a team to compensate for our weaknesses.
Discover Your Leadership Style
The number of ways to describe leadership styles could make your head spin. From "disruptive” and “transformational" to "North" and "West," it’s easy to get lost in the jargon. To winnow through the conversational clutter, let’s break down three approaches.
1. Wartime vs. Peacetime
We can break down all leadership styles into two fundamental categories, says Ruth Gotian, author of “The Success Factor and The Financial Times Guide to Mentoring.” Both can be effective—if they’re not taken to extremes or applied in the wrong context.
- Wartime: These leaders are decisive and calming, explains Gotian. No, it might not be wartime in your office, but the terminology refers to any time of stress or unrest. During trying times, people generally don’t have the capacity to make decisions on their own. They want a leader who is trustworthy that they feel like they can follow, and they want that leader to tell them what needs to be done.
It is important to take care if this is your style, though, as it can become problematic if it veers into dictatorial or micromanaging territory, she adds.
- Peacetime: Times of peace, smooth operations and abundance require a different kind of leader than that of turbulent times. Those around you have more stamina and can think with clear heads, so it is up to leaders to provide information and recommendations but then give their teams the autonomy to make their own decisions, Gotian explains.
When wielded effectively, the peacetime leadership style can take the form of a listening tour, in which leaders gather perspectives from stakeholders before deciding. “Very often, leaders think they know what’s best. But they don’t really know what stakeholders want—they might be out of touch. You always need to ask,” she says.
Or, peacetime style can look like situational leadership, where you appoint a subject matter expert to temporarily take the reins. For instance, you might ask your marketing manager to speak about social media strategies.
Like the wartime style though, the peacetime style does have its shortcomings. It can devolve into leading by consensus or committee. This can look like indecisive leadership and wanting everyone to agree, which can result in chaos or inertia. “These leaders are afraid of difficult conversations or of making decisions and sticking to them. They don’t want to take the blame if they’re wrong,” says Gotian.
2. DiSC Model
The DiSC model is a popular test that breaks down leadership style into four types. “These are the primary drivers of how we work and serve,” Vanderbloemen says. Take the assessment to determine which of the following summaries fits you best.
- Dominance: Efficient and decisive but can come off as cold or abrupt.
- Influence: Engaging and dynamic but can struggle with focus and details.
- Steadiness: Caring, sometimes to the detriment of efficiency.
- Conscientiousness: Detail-oriented, thorough and rule-abiding, but less charismatic.
3. Adult Development Stages
For an innovative approach, Gotian suggests applying the adult structural-developmental stage theory from psychologist Robert Kegan to leadership. Figure out which stage best fits you and your team members. This information can help you understand yourself and tailor your leadership approach to each team member.
- Socialized: Caring. They want their leaders to set goals. Since their self-image comes from how others see them, offer them lots of praise.
- Self-authoring: Self-aware. They might seek out guidance but will ultimately live by their own values. Try to provide them with the big picture.
- Self-transforming: Self-aware, yet open to growth and other perspectives. They are often looking to be challenged.
Lean Into Your Style
The best thing you can do after figuring out your leadership style is to embrace it—you don’t have another choice, admits Aboujaoude. “Don’t adopt a style that isn’t naturally yours or that feels foreign to you,” he says. “You will not enjoy practicing it, and chances are you won’t be successful leading. Just because everyone today wants to be a ‘disruptive leader,’ for example, doesn’t mean that it matches your inclinations and that you should blindly adopt that style.”
So, if you’re more introverted, try mentoring in small groups or one-on-one sessions, suggests Gotian. “Don’t feel you have to give a presentation to the entire company. You can inspire in a different way.”
“I wouldn’t work on my weaknesses as much as I’d lean into my strengths,” adds Vanderbloemen. “If you’re good at influencing, go for it. Be the one with the awesome Christmas party for every client. A lot of times, people work on things they’re just not wired for.” Then, partner with others who will complement, rather than replicate, your skillset, he suggests.
Be Willing to Adapt
That said, “don’t corner yourself in one leadership style,” says Gotian. “As the situation changes, you need to change.” Flex depending on what your team needs when they need it. “Leadership is less about you and more about the people you’re leading, and how you’re connecting and communicating with them,” she adds. If it’s wartime, stretch your style to be more of a wartime general. And, if it’s peacetime, do the opposite.
