“Leadership” is a word often thrown around the corporate world…but do you actually know what it means?
While you’re likely to have your own views, I believe that in its most simple form leadership is the ability for a person (or groups) to lead, motivate, focus, and empower the people around them to achieve goals. Its also really personal – no two leaders lead the same way.
What I firmly believe from working in leadership roles within the corporate world and the military is that leadership is distinct from command and management.
What I’ve learned is that management is about the control and organisation of assets, money, functionality and, to a lesser extent, people. Command on the other hand is purely about control. Leadership is purely about people and relationships, and how you can focus these two factors on achieving a common goal.
Looking at leadership, I’ve come across three distinct styles.
Authoritative style is where a leader exerts high levels of power without contributions from team members. This style is often overused, however is effective in times of crisis, where risk is assumed and time for debate is limited.
Participative style is where a leader engages and motivates those around them to buy into and own a plan. This style allows for collaboration from the whole team. However it can present problems in crisis environments or situations with large numbers of people.
Free reign is where no rules or direction is provided, allowing environmental and personality forces to determine the outcome.
So what is the perfect leadership style? Who do you think of as being a great leader? While many of us have differing view of what good leadership is, no two leaders will have exactly the same qualities.
In my mind, a good leader can display management, command and leadership traits based on the situation – and has the intuition to determine when to use each particular style to match the situation at hand.
For example, if the situation dictates fast action with considerable risk or danger, then they the leader may exercise an authoritative/commanding style for quick execution.
Just as crucial is knowing when to switch back to a participative style that involves delegating, empowering and motivating. Commanding or authoritative leadership is best used in small doses. Used too much and it loses its effect! Understanding when to use style and then switch back is truly an art.
Personally, I believe a good measure of a great leader is his or her understated interpersonal skills and emotional intelligence. Some of the best leaders I’ve seen are not those who command respect or control multimillion dollar budgets. They’re the ones who engage those around them. Who are able to pick up on the moods of people they are leading to support them and motivate them in the best way possible.
Think for a minute: have you ever worked for a person who took the time to get to know what made you tick? Who acknowledged your strengths and took the time to help you develop your weaknesses? If you have, you’ve no doubt worked for a leader who has a good emotional intelligence.
That’s why asking new managers or junior leaders if they’re a manager or a leader is a great question; it can help shape their understanding and view of what they want to achieve from their role and the relationships within it.
What does leadership mean to you? Whose leadership style do you admire?
Personally, I believe a goo measure
I like good too
I have worked under good and bad. The good ones usually have the intelligence to trust their staff know what they’re doing, and also have worked their way up from the ground level, so that they are familiar with people’s roles.
The bad ones tended to be paranoid, and not trusting, never passing on information. Open communication is key.
Working in construction, respected leaders lead by example showing others how “its done” to get results, people that say what they want done often lose respect if they cannot do it themselves!
Great point. “Leading by example” is a good rule of thumb. Another rule of thumb that can be used is “never ask or task someone to do something that you wouldn’t do personally.” This instills respect for others. If you don’t foster respect in your team, your reluctant to be on the receiving end of it. By Anthony Oliver
Even “natural born leaders” need to hone their skills to have the desired outcome, at the crucial time. Morphing of styles should be undertaken to obtain objectives. Through mentoring and coaching a leader should learn to under take many adaptations to their style to meet their immediate and essential needs.
Great point Iris. Stay tuned for further blogs. Todays leadership development can often lack the required training and coaching. I’ll be writing a few blogs in the future about the importance of leadership development and various ways that you can explore developing your own style. By Anthony Oliver