How can you adapt to new leadership styles?

First steps first, an individual needs to have a Training Need Analysis for his/her own self. This is very important for learning anything new. Learning a new leadership style requires a lot of positivity in one's own self. Using Kurt Levin's model of change, one has to unfreeze, learn new strategies/ ways and then refreeze. This shall make the TNA and areas of improvement get easy.

From my experience, new leaders should start with focusing on Human Connection. No matter how they are skilled or aware of their leadership styles, their first steps needs to be knowing their team, connecting with team and building trusted relationships with team.

Adapting to new leadership styles involves understanding the principles behind the change, aligning one's work methods and communication style, and actively seeking and incorporating feedback for a smooth transition. It requires flexibility, openness to change, and a willingness to learn and adapt.

Leadership starts first with the leader. A leader can only be effective to the degree he/she is willing to adapt to the changing dynamics that leadership posses.

Open-mindedness: Embrace change with an open mind. Be ready to learn and adapt to new approaches. Understand the New Style: Study and understand the new leader's style. Identify their expectations, communication methods, and decision-making processes. Ask Questions: Don’t hesitate to ask clarifying questions to better understand the new leadership's vision and strategies. Observe and Learn: Observe how others interact with the new leader. Learn from these interactions and adapt your approach accordingly. Flexibility: Be flexible in adjusting your working style to align with the new leader's approach. Communication: Communicate openly and regularly with the new leader. Share your insights and seek feedback.

Tailoring your communication is a part of effective communication. To whom you are communicating with, what is their usual style, communicate based on those. There are some leaders who are data driven, some as fact driven, some are result oriented - they do not care what methods you used, they care only outcome. Your communication should match with their style, otherwise it can cause conflicts and communication gaps.

The primary thing I've found helpful in working with your leader is understanding their DISC style. Not only will DISC show you how to understand your own style, it teaches the primary style of others as well. For example if your leader is an S - Supportive personality style, then you'll learn that they are relationship oriented, great listeners, and when under stress may smile, but don't take that as an agreement! Or if you are a High D- Dominant and your leader is a High C - Conscientious, they are going to ask several questions, desire accuracy and won't necessarily give you a quick decision. Many times we don't understand the key personality styles and that's what leads to social friction in the workplace and with our managers.

From my experience, communication is the most important aspect of a healthy team culture. It is crucial to adapt your communication style, frequency, tone, distance level etc. to your leader's and company's expectations and culture. With a new leader, the most effective way is proactively asking for her/his expectations in terms of communication style, and regularly asking for feedback. I strongly recommend to establish a proactive, transparent and professional communication style - that can be topped with your personal flavor, e.g. a portion of emotions, humor or fact-orientation, depending on your own qualities and communication style. As always: Authenticity is key!

For directive leaders: Be focused in your communication. Ask clarifying questions to ensure understanding. Show initiative and take action on instructions promptly. For delegative leaders: Take ownership of your tasks and keep the leader informed of your progress. Don't be afraid to ask for help or clarification when needed. For supportive leaders: Be open to feedback. Share your ideas and concerns. Participate actively in team discussions and activities. For coaching leaders: Be open to feedback and willing to learn. Ask for specific guidance and support. Take initiative to try new things and step outside your comfort zone.

Most common stumbling block I've seen: leaders failing to clearly communicate 'their' vision, mission, and priorities AND those of the entire organization as a whole. This can leave teams spinning their wheels, struggling to add real value. Here's a game-changing approach: kickstart with the broader org landscape. Dive into what your company does, key competitors, revenue drivers, and primary customers. Laser-focus on your department to uncover your unique contribution to the company's success. Build relationships with other leaders and teams to gain fresh perspectives on how your group can better support objectives. Remember, your leader isn't the sole gateway to understanding how your team can elevate its value within the company.

Just make sure that you are on the same path! If you are not on the same page and have same goals most likely that you will go separate ways. With aligning goals you simple go in the same direction. Have meeting and open talk with your leader regarding goals: define them, align them, agree upon and execute them. This will allow unity, understanding and sharing goal and as well accomplishment once you did it.

An implicit job requirement is to make your boss look good! Help achieve your leader's goals! Be flexible: Be willing to adjust your own approach and behaviors to align with the new leadership style, while still maintaining your own authenticity and values. Stay informed: Stay informed about the organization's goals and objectives, as well as any changes in leadership or management, to ensure you are aligned with the new direction.

Always ask for feedback and do not wait for official feedback process which takes place once or twice a year. Asking for feedback will create different picture about you from proactivity perspective and give you opportunity to change potential risks and use better potential just in time. Again do not wait for 360 or other tools and gadgets, ask colleagues, customers or people who can give you other perspective apart just from your leader. With this approach you will always be in possession of all necessary elements in order to be capable to perform necessary changes on time.

Feedback is a bi-directional process. When asking for feedback, make sure you also offer constructive feedback to the new leader in order to create a good base for your work relationship. As an advanced measure, you can proactively propose a team workshop where you, as a team, create "user manuals" for each team member, which helps to understand strengths, weaknesses, boundaries and the individual working style and expectations of each team member, including the leader. This is a valuable tool to kick-off a new team culture and establish a common ground for a productive and meaningful team atmosphere.

Directive leaders: Expect to receive clear instructions and deadlines. Be prepared for fast-paced work environments. Delegative leaders: Be prepared to take on more responsibility and make independent decisions. Be proactive in seeking out feedback and guidance. Supportive leaders: Expect a collaborative and open work environment. Don't hesitate to ask for help or support. Coaching leaders: Expect to receive regular feedback and be challenged to improve. Be open to learning and development opportunities.

Esta es una recomendación muy importante, muchas veces ahondamos en la flexibilidad que debe existir de parte de los lideres, sin embargo, tan importante como lo es en ellos, también lo será en quienes formen parte de su equipo. Considero que la Flexibilidad finalmente debiera ser transversal a cualquier rol, la disposición debe estar de parte de todos y trabajar en ello también es nuestra responsabilidad.

Try to embrace other people experiences. Do not be stiff and be open to acquire new experiences from your new leader. It is always challenging in the beginging to be flexible and adjust yourself to the new leader, but at end of the day the process is always fruitful whatever is outcome. You will learn new lessons and grow!

Flexibility and adaptation is a key skill when dealing with change. In this particular case when it is about the flexibility and adaptation to a new leadership style as a result of restructuring measures, however, it is also crucial to be self-aware of one's own skills, strengths/weaknesses and working style. Adaptation to a certain level in order to get on well with the new leadership can be recommended, but only to a certain extent - without losing the own integrity, identity, personality and "edges" just in order to be liked by the new leader.

In my perspective, flexibility is key in communication is key. try to align with the boss's changing communication style, be responsive, open to change, and ready to adjust your approach as the situation requires. This helps create a more collaborative work environment and makes adaptation easier.

Understanding that adaptability can be a sign of strength rather than weakness, can put one in a more eager state to be led differently. The realization that one’s resistance to a new leadership style might only be coming from past conditioning might also free oneself from one’s paradigm. Why? Because what one might consider the best leadership style might not be so. Asking this question thus can help: “What if this new way of leading me is better than the previous one?”

I would like to add here to "exemplify or play role modelling of your favorite leader". If I say, my favorite leader is Andrew Carnegie, although he is no more with us, we have to see the leadership he has shown in his years of struggle. How he created his teams, how he continued to impress people with his wisdom and what kind of decisions did he make for his team/ business that led to a positive outcome. This way one can consider adopting a new leadership style and it can be extremely helpful in crafting a New Leader within You!

Adapting to new leadership involves self-reflection, open communication, and flexibility. Observe the new leader's style, build positive relationships, and adopt a growth mindset. Stay informed about industry trends, collaborate with colleagues, and seek feedback for continuous improvement. Adjust decision-making processes, be culturally aware, and invest in training. Maintain core values, embrace diversity, and develop resilience to navigate change effectively. Success lies in a proactive approach, aligning with evolving expectations while staying true to personal principles.

Before adapting to a new leadership style one need to understand his / her own strengths and weaknesses as a leader. What are his / her core beliefs,motivations and goal ? How to communicate,collaborate and delegate.. how to handle feedback,conflict and change .,

I would like to add that showing initiative and being proactive can also build solid relationships. This involves a willingness to actively listen and understand the boss' communication preferences, by asking relevant questions and responding quickly to directives or changes.