What do you do if you're asked about your leadership style in a job interview?

Don't know how to communicate your leadership style? That's okay—start by telling them how you work best. Don't worry about using the "right words" to describe your style. Just show them who you are. "I do my best work when there's a common north star so then everyone can use their creativity and best judgment to do what they do best." OR "I do my best work when everyone has a clear and consistent way of doing their work so there are no surprises." It doesn't need to be fancy; it just needs to be authentic to you.

Before stepping into a job interview where you might be asked about your leadership style, take some time to reflect on your own strengths, weaknesses, and values as a leader. Consider past experiences where you've demonstrated leadership and the qualities that have led to success. Understanding yourself as a leader will help you articulate your leadership style effectively during the interview.

Navigating diverse leadership styles is essential for effective leadership and team dynamics. Leaders typically exhibit a combination of styles, adapting to their team's needs and organizational objectives. These styles include: Collaborative: Prioritizes teamwork and consensus. Inclusive: Values every member's input, enhancing diversity. Authoritative: Offers clear direction and motivates towards goals. Pacesetting: Sets high standards and leads by example. Direct: Provides explicit instructions for quick decisions. Mastering these styles enables leaders to manage teams effectively, fostering cohesion, motivation, and success.

I am convinced that knowing yourself is the best way to improve as a leader and as a human being. So, I usually review my Ikigai test, as well as my MBTI test, and revisit my life goals. This helps me to focus on what matters and to remember who I am. During a job interview, I typically discuss my behavioral style and my leadership style. However, my leadership style usually adapts to each person and situation. In my case, most of the time I am democratic, but sometimes I have to be authoritarian, liberal, or autocratic. You have to know yourself to assert that

The harsh truth is many leaders don't have a deep understanding of their style or the impact they want to make as a leader. Reflection and self-discovery work is the first step to effectively communicating who you are as a leader.

Indeed one size does not fit all. We need to learn a variety of leadership styles for different context and situations. Usually, we adopt an inclusive distributed leadership so that staff feel empowered and involved. We also grow their capabilities and increase their responsibilities. However in emergencies or situations when there is only one right way, we need to be autocratic but be accountable. Compassionate and authentic leadership should be practised at all times.

Effective leadership requires adaptability to different situations and team dynamics. Highlight your ability to adjust your leadership style based on the needs of your team and the demands of the situation. Whether it's taking a more hands-on approach during times of crisis or empowering your team to take the lead on projects, demonstrate your flexibility and willingness to adapt to changing circumstances.

Clear communication is essential for effective leadership. During the interview, emphasize your ability to communicate goals, expectations, and feedback to your team in a clear and concise manner. Share examples of how you've effectively communicated with team members to ensure everyone is on the same page and working towards a common objective.

While it's important to highlight your strengths as a leader, it's equally important to stay true to yourself and your values. Be authentic in describing your leadership style and the principles that guide your actions. Interviewers appreciate genuine responses and are more likely to trust a leader who is authentic and transparent about their approach to leadership.

Emotional intelligence basics are important for perineal leadership growth and we need to start with Self-Awareness competencies. Such that if we are not self-aware of our emotional challenges, we can't manage and grow to become better in emotional management. For example, if I don't know that I am someone with constant anger outbursts, I can't adopt strategies that will aid me in better anger management. Likewise, if I don't know that I am a bully at work, I can't make amendments to my behavioural problems and build trust with my colleagues. Before we can have competent self management and social awareness skils to win in daily relationship management, start with improving your emotional self-awareness first before becoming good leaders

In addition to the main points, there are a few other things to keep in mind when discussing your leadership style in a job interview. Be prepared to provide specific examples and anecdotes that illustrate your leadership style in action. Consider how your leadership style aligns with the company culture and values, and how it can contribute to the organization's success. Finally, be open to feedback and willing to learn and grow as a leader.