Welcome to the weekend. We are looking at all shapes and sizes of Leaders, their different approaches and the values that work for them. There may be no right or wrong when it comes to leadership styles, as long as you are on the same page as your team and have everyone’s best interests at heart.
However, because so many people are relying on you for guidance and inspiration, it’s important to examine your habits and consider how they might be perceived in your leadership role.
Many people have crafted leadership styles but I will be talking about Chestnut’s styles and their focus areas:
The Quality leader focuses on improvement, getting things right, making things as perfect as they can be, being ethical, following the rules and applying high standards.
The Pleasing people leader focuses on being liked, creating relationships, strategically supporting others to make themselves indispensable and empowering people.
The Work tasks and goals leader wants to be efficient and productive and have the image of someone who is a successful achiever.
The Emotions leader is focused on their internal experience and on expressing themselves so that people will understand and see them as being unique and special.
The Data and work-related information leader is more comfortable operating on the intellectual level (as opposed to the emotional level), and is objective, analytical, private and likes to work independently.
Read Also: Leading virtual teams at the workplace
The Potential problems leader focuses on noticing what might go wrong, forecasting problems before they happen so they can prepare for them ahead of time. This type of leader is an insightful problem solver who watches out for threats, is a good trouble-shooter and specializes in assessing risks.
The Innovation leader focuses on coming up with new ideas and planning for the future. This leadership style is optimistic, enthusiastic and automatically reframes negatives into positives.
The Power and control leader prefers big-picture thinking to figuring out the details, likes to make big things happen, and has an easier time dealing with conflict and confrontation than some of the other types.
The Creating harmony leader leads by consensus. They are a natural mediator and want to make sure everyone is heard and that different points of view are considered when making plans and coming to decisions.
Each of the nine types of leaders are equal in their capacity for being effective, said Chestnut. However, some types are more oriented to being effective, based on the individual leader’s motivations.
The effectiveness of the leader is based on two things: First, their personality style and its characteristic focus of attention and habitual patterns of thinking, feeling and behaving; second, how self-aware, developed and healthy they are. Chestnut said. “Every type can grow to leverage their strengths more consciously and address their specific challenges so they can be more effective.”
Knowing your style, your approach and knowing how others like to be managed gives a leader insight into how to better motivate, manage and develop others. However, you must know your own limits, your own pitfalls and your own approach to effectively leading others.”
As a Leader, you are most powerful when you can model self-awareness and self-development for the people you lead. It’s important to become more aware of what you do well and what gets in your way of being effective. By understanding the strengths of your type, you can apply your natural talents more consciously and strategically.
Self -aware leaders, understand their true strengths, weaknesses and blind spots. Leadership is not about being the best external motivator or the charismatic champion but understanding how you are able to influence others.
The above types offer a framework for understanding that different people have different worldviews.
By helping leaders see their habitual patterns, they can ultimately make more conscious choices about the things they do and model a greater degree of self-awareness as a way of inspiring the people they work with.
The thing to do is to find what kind of leader you are and to understand your strengths and weaknesses. This will help you understand why you behave the way you behave and how to adjust.
I personally love profiling people because it is easy to know how to manage them and teach them how to manage themselves. Measure yourselves in various.
Have a great weekend. What type of leader are you?
