How can you use emerging leadership theories?

We absolutely need authentic leadership in all facets of the workplace. We also need to ensure there is an authentic sense of belonging for everyone. It is only through this when everyone had an equitable opportunity to thrive.

This emerging theory shows the increased demand by employees for leaders to show up with openness and vulnerability. I think integrity is a key descriptor here because I've seen leaders use a false authentic style by over-sharing their personal troubles and issues in a way that emotionally dumps on those below them without inviting dialogue from their employees to be open and share in an effort to be supported. This style only works if leaders are prepared to back up vulnerability with actionable support.

Authentic leadership emphasizes being true to oneself, acting with integrity, and fostering trust. It involves self-awareness, self-regulation, and aligning actions with values. Cultivating collaboration, respect, and open communication strengthens relationships. By practicing authentic leadership, you create an empowering work environment that promotes growth and productivity.

The type of authentic leadership we are talking about here is from those who have integrity and transparency and by being authentic with those they lead, will inspire and foster trust. However leaders with poor character should not be leading at all, and absolutely not being authentically themselves. A good character matched with an authentic leadership style will help to foster psychological safety in the organization and will create a model for others to follow throughout the organization.

Why invest the time to become more authentic? There's now substantial research that shows more authentic leaders are seen as more effective, and their teams both perform better and feel better. The mechanisms are many, and one major one is that it sets an example that shapes interpersonal interactions within the entire team.

We need leaders that lead with their heart, and are human-centered! Leadership is truly about connecting with those that you serve and being human-centered makes all the difference.

Servant leaders are much more than leaders, they are facilitators and they understand their role on a team is to help the team accomplish the goals of the team. A servant leader's role is primarily in supporting the members of the team, removing roadblocks, and helping them focus. Servant leaders are not managers of a team in a traditional sense, they are amplifiers of a team's efforts, allowing them to achieve even greater accomplishments.

Servant leadership is a transformative approach that prioritizes the needs and growth of others. By putting the interests of their followers first, servant leaders create an environment that fosters collaboration, trust, and development. They exhibit humility, empathy, and compassion, actively listening to understand and support their team members. Servant leaders empower their followers, enabling them to take ownership, make decisions, and contribute meaningfully. By adopting a service-oriented mindset, practicing active listening, genuine empathy, effective coaching, and wise delegation, leaders can embody the principles of servant leadership and create a positive impact on individuals and the organization as a whole.

Servant leadership embodies the true essence of leadership - placing others' needs above one's own. I believe that by adopting a service-oriented mindset and genuinely listening and empathizing with team members, leaders can foster an environment where individuals feel empowered and valued. From my experience, this approach not only garners respect but also drives unparalleled team performance and loyalty.

A people-first approach to leadership is another way to think about the servant leadership model. This approach breaks down hierarchy and is a good way to empower the people you lead to innovate, take chances, be engaged and learn. A natural style for many empathic people.

Adaptive leadership enables leaders to navigate complex challenges and foster innovation. They embrace flexibility, creativity, and curiosity, encouraging experimentation and learning. These leaders mobilize followers to confront reality, analyze root causes, and co-create solutions. To apply adaptive leadership, embrace uncertainty, diversity, and ambiguity. Ask open-ended questions, seek diverse perspectives, and facilitate collective learning. Through adaptive leadership, leaders drive positive change and effectively address complex problems in dynamic environments.

From my experience, adaptive leadership is essential in today's rapidly evolving business landscape. I believe that by embracing uncertainty and fostering a culture of collective learning and innovation, leaders can navigate complex challenges more effectively. From my perspective, it's crucial to solicit diverse viewpoints and encourage experimentation to ensure sustainable success.

Adaptiveness as a leadership style is necessary in any organization that wants to improve, continue evolving and growing. A leader should not get stuck and be open to change and embrace new ideas.

How do you become more adaptive? Your emotional state is key. Research by Barbara Fredrickson and colleagues shows that positive emotions help to broaden our thought-action repertoires, while unpleasant emotions narrow and constrict them. Investing in playfulness, humour, and appreciation can fill the tank with positive emotion to help you be more adaptive when it counts.

Everyone can be a leader and there are leaders throughout the organization and there should be. This is indicative of a well run organization.

Consider the personality strengths of your team members. They often go hand in hand with motivation and skill. Distributed leadership is about empowering them to do work that aligns with their strengths. This helps to unload you as a leader, and more effectively uses the strengths mix in your team.

I believe the theory of transformational leadership should also be considered. Transformational leadership is an invigorating style of leadership that has the ability to inspire profound changes among its followers. These leaders radiate vitality, zeal, and fervor, which can be infectious to others. They not only display genuine concern and active engagement in the process but also prioritize the triumph of every member within the group. Transformational leaders help their teams see the best versions of themselves which aids them in reaching their full potential.

I completely agree with the idea that leadership is not an innate trait, but rather a skill that can be cultivated and refined over time. Embracing emerging leadership theories can provide valuable insights and approaches to enhance our leadership effectiveness. By challenging traditional assumptions and models, we open ourselves up to new perspectives and strategies that can help us navigate the complexities of today's dynamic business environment. It's exciting to explore these theories and apply them to real-world scenarios, allowing us to become more adaptable and agile leaders. Through continuous learning and practice, we can unlock our full leadership potential and make a positive impact on our teams and organizations.

From experience, I've discovered that transactional leadership gives better results than most other types of leadership. O yes, you can say what you like, but in developing and under developed countries, which makes the majority of the world's populace, transactional leadership reigns supreme. Sadly, but true! This type of leadership theory has a basic framework that revolves around reward and punishment. So, whenever a team member achieves the target set out by the leader, they are rewarded, and vice-versa. Generally, transactional leadership theory focuses on achieving the business goal. In this theory, the manager and employee do not share a honest bond or true connection. Its usually a kind of an exploitative relationship.