As a team leader, you might encounter different leadership styles from your peers, managers, mentors, or role models. How can you learn from them and improve your own skills? Here are some tips to help you benefit from the diversity of leadership styles in your network.
The first step is to recognize the different leadership styles that you encounter. You can use frameworks such as the six styles identified by Daniel Goleman: visionary, coaching, affiliative, democratic, pacesetting, and commanding. Each style has its strengths, weaknesses, and situations where it is most effective. You can also observe how leaders communicate, motivate, delegate, and handle conflicts.
Using the tools, you will find your dominant leadership style. BUT, that is not the only leadership style you have. You are essentially a mix of all the different styles with 1 or 2 styles as dominant. Under normal circumstances, your dominant style is your go-to leadership style. This information is to help you understand your dominant style and NOT be bound by it. You are free to use any of the leadership styles that you deem fit for a specific time and situation. Make a judgement call and practice Flexible Leadership Style
The second step is to appreciate the differences between leadership styles and how they can complement each other. You don't have to agree with every style, but you can respect the intentions and values behind them. You can also learn from the positive aspects of each style, such as the vision of a visionary leader, the feedback of a coaching leader, the harmony of an affiliative leader, the participation of a democratic leader, the standards of a pacesetting leader, and the decisiveness of a commanding leader.
The third step is to adapt your own leadership style to the context and the needs of your team. You don't have to copy or imitate other leaders, but you can adjust your approach based on what works best for your goals, your team members, and your situation. You can also experiment with different styles and see how they affect your performance and relationships.
This is great. I would also add that you need to pay particular attention to how your leaders handle crisis or stress. This is an incredibly important realization. Once we understand how we handle crisis or stress, we can identify our weaknesses and use our teammates and team members to fill in the gaps. This also takes a high level of EQ as a leader. You have to know your team well and know their skills and weaknesses. As you look at other leaders, pay attention to how the operate in stress. Take the good, and learn from the opportunities to grow.
The fourth step is to seek feedback from other leaders and your team members. You can ask for their opinions, suggestions, and constructive criticism on your leadership style and how you can improve it. You can also observe how they react to your actions and words, and how they respond to different styles. You can use feedback tools such as surveys, assessments, or 360-degree feedback to get a comprehensive view of your strengths and areas for improvement.
The fifth step is to learn continuously from other leaders and from your own experience. You can read books, articles, blogs, podcasts, or videos on leadership topics and styles. You can also attend courses, workshops, webinars, or events where you can learn from experts and peers. You can also reflect on your own leadership journey and identify your achievements, challenges, and lessons learned.
The sixth step is to share your insights and knowledge with other leaders and your team members. You can write blogs, posts, articles, or newsletters on your leadership insights and tips. You can also participate in forums, communities, groups, or networks where you can exchange ideas and best practices with other leaders. You can also mentor, coach, or support other leaders or aspiring leaders who can benefit from your experience and guidance.