Intentionally Redefine Your Leadership Style (part 4)

Child Leadership 2014  So what can you do to develop    your unique leadership style into one that will be highly trusted and respected? Today we continue last week’s post, here are the last three of the seven characteristics you can integrate when selecting the best leadership style, with tips for putting them into action.

  1. Be Collaboration-Focused

The best leaders are human and socially conscious. Recognizing the contribution of others and giving the team room to innovate is the best way to lead into a more resilient future. In this 21st century we are facing radical changes in business structure, communication methods and high dependency on partners for growth.

If your leadership style is silo focused and inward driven, then it will not fit well in today’s environment. People are looking for leaders they can trust, believe and willing to commit to a common purpose of vision. If your focus in on short term financial goals with no room for employees, then I would say your focus is wrong.

  • Consider “Why should my team be led by me?” Notice what you already bring them, and what they need more of from you to bring out their best.
  • Ask yourself, “What can I give my team today?”
  • Ask your people, “How can I help you succeed?”

  1. Focus on Being Balanced

In my opinion leaders should strive for sustainable thought and action. Today’s focus is on short term results that require an attitude of just do it and be damned with the consequences. Much of this may still be going on around you, but great leaders know that it won’t wash long term.

Good people will leave for other companies or start their own companies because no leader was willing to hear them out or to entertain any of their ideas. There should always be time for a good old fashioned “brainstorming” session when someone suggests there might be a better way to do something or suggest a new product.

While being focused on being authentic with your people at work, you also need to be authentic with family and friends. While the worlds may seem separate they really are connected because your team should see the same thing actions and attitudes from you as your family and friend do. If you are different on one side or the other it will be perceived as if you were a poser, fake or deceptive. Balance is critical to success.

  • Ask yourself, “What might the unintended impact of my/our action be?”
  • Ask yourself, “Have I been open and empowering to my people?”
  • Ask your people, “How can we do things differently, better?”
  • Balance yourself. Prioritize the things outside work that keep you sane by creating “golden time” in your calendar that can’t be touched.
  1. Be True to Yourself

Today, I searched on the string; “best practices for?” and found that there were 136 million web pages that all claim to have the “best practices” for something. No wonder we have such confusion in terms of what is best for me, my team, my company or my anything. I can tell you that any of these may apply in a given situation and work while in other places with similar circumstances they will fail. The key is adapting a best practice to your own culture, industry and maturity levels.

Like practices, there’s no such thing as “the best” leadership style in isolation. What there is, however, is the best adapted leadership style for you, for any given situation. So give up trying to be something that you are not.

When you are not being authentic, people see straight through you. Genuine passion and pride create a strong foundation to building connection and trust. Integrity, authenticity, keeping your commitments and walking your talk are the keystones to building great internal and external relationships.

Remember, the most valuable thing you have to offer is yourself. Whatever your unique leadership style is, it is uniquely yours. Own it, have confidence in it, trust that it’s not about becoming something completely different or what someone else wants you to be. Look forward to next week. Please check out our website at the Transformative Leadership Group.