How can you apply team leadership models and theories to your work?

While situational leadership is important to handle different situations, one should be careful that different situations should not mean different values or contradicting values! One should be true to his/her own self and what they believe in and value most.

In today's rapidly evolving Business, leadership models that align with the principles of Environmental, Social, and Governance (ESG) is essential for long-term success and societal impact. ESG has emerged as a critical framework for sustainable and responsible business practices. Here are some key principles for developing leadership models in this context. Leaders should embrace a purpose-driven approach that goes beyond profit. They must articulate a clear organizational purpose that incorporates ESG goals, emphasizing their commitment to environmental stewardship, social responsibility, and ethical governance. ESG leadership models demand transparency in reporting and accountability for achieving ESG objectives.

Traditional means of situational leadership have altered in many different ways. Each of the styles continue to have emphasis. It's the approaches that must alter. Changing times are upon us. It's not so much performance snd satisfaction. It's about being adaptable in instances that did not exist previously. Just something to think about.

I‘m a big fan of situational leadership. It‘s important to understand it depicts 4 styles, not 4 types of people. People are complex so you cannot just boil it down to style A for member 1, B for member 2... One teammate might be a leading expert in one area but need detailed guidance in another; so you need to adapt to each situation (it‘s all in the name!). A good leader should be capable of detecting these differences. And in doubt, why not ask your team for feedback on how you‘re doing?

Leadership is about recognizing the diverse talents within a team. Just as a fish shouldn't be judged by its tree-climbing abilities, individuals should be valued for their unique strengths, not their shortcomings in unfamiliar territories.

Transformational leadership is the model for building shared consciousness and empowered execution within an organization. In my experience, delivering world-class automation and supply chain resiliency is a team sport. We manage challenges by taking ownership to get things done and being accountable for the success of everyone on our team. The success of teammates is one of the most important keys in the path to promotion. If team members are failing it is a failure of the team and vice versa.

Transformational leadership is a leadership style that focuses on inspiring and motivating team members to exceed expectations and achieve exceptional performance. This approach is particularly relevant in managing product teams, where innovation, adaptability, and a strong sense of purpose are crucial for success. It can be useful when managing product teams. It combines visionary thinking with a focus on individual growth, fosters a culture of innovation and adaptability, and builds a strong sense of collective purpose—all essential elements for a successful product team.

I personally try having this approach mostly. Though there is other side of the coin if people recruited to team have troubles for motivation. Then they may feel not well in environment since they just want to get through the day.

Also commonly known in marketing as the “halo” effect. We all feel drawn to leaders who showcase themselves as the example, and inspire similar characteristics. Whilst I believe this first requires a lot of work on the environment of the team before implementing (think Maslow hierarchy of needs), it can be a very effective style of leadership once the situation allows it.

I believe a leader considering the transformational leadership model must first ask themselves if they honestly believe in the concept and have the passion, commitment, and transferable confidence to motivate, inspire, and energize. In my professional experience, I like to think applying the concept of transformation leadership, encouraging others to embrace and excel in an environment of creative freedom, intellectual stimulation, and open-minded vision is something I practice in my daily work life. It is not a policy, or an edict, it is a shared mutually beneficial partnership putting aside myopic self-interests. I have also found over the years in management, more ear and less mouth has produced valuable bits of enlightenment.

One of the best team leadership models is Organizational Health by Patrick Lenconi, which focuses on building trust and clarity across your leadership team. If you have trust and clarity, everything else becomes significant easier to execute and deliver on results. The importance of trust is also underestimated, but ultimately is the cornerstone of building cohesion in a team. If a team trusts each other, they will be able to have constructive debates, and reach the high performing team levels.

I find this similar to the concept of “hearts and minds”, where getting buy-in often works best when addressing both the emotional and logical sides of the individual. To grasp an understanding of both of these things is to build and grow an effective team, and often fosters an environment of open communication.

In today's fast-paced corporate landscape, it's all too easy to fall into the trap of quantifying success solely through numbers. But let's take a moment to consider a different perspective. ?? Some individuals possess a unique gift: the ability to uplift and inspire those around them. They're like the catalysts in a garden, encouraging growth, nurturing potential, and ensuring that every bud has the chance to flourish. ??? These employees may not always boast the highest numbers on the spreadsheet, but their influence reaches far beyond quantifiable metrics. They are the reason behind the success of their colleagues. True leadership is a melody composed of teamwork, mentorship, and the art of pushing one another to new heights.

I think of all the models, this is one that needs to ?come from inside“ the leader and cannot just be ?applied“, at least in the corporate world. It‘s more of a general attitude rather than a framework to use to achieve a goal. And yet, here‘s a tool to try: flip that orga chart upside down, the boss at the bottom and the team on top. It‘s a powerful visual!

I think being authentic to yourself and towards your team members is super vital for any leadership role. Then from the perspective of what style of leadership, it is sum total of one's own experiences, both in hardships & good times and what the person decides to-do and also not-to-do when they go through the journey of their leadership. I am personally a big fan of Servant Leadership as it deeply elevates my own awareness towards myself and in the journey I authentically take care of my team not only with work related topics but it makes me feel responsible for the total development of an individual.

"Officers eat last." In the US Marine Corps, the most junior Marines eat first while the most senior Marines take their place at the end of the line. What's symbolic in the chow hall is galvanized on the battlefield: great leaders sacrifice their own comfort and well-being for the good of those in their care.

Definitely agree on this, that a leader has to be a servant to their master team, also ensuring a balance in contributing. Based on my experience, I've noticed that many leaders expend a lot of energy merely to maintain their professional standing, instead of seizing this unique opportunity to foster collaboration and elevate team members one at a time through teamwork.

“An army marches on its stomach.” Servant leadership ensures that the morale of the team is prioritised. In this military example, a well fed soldier is a happy soldier; and a happy soldier is willing to go above and beyond for their team. By emphasising the above characteristics, the employees are happy to turn up to work, and therefore willing to approach otherwise daunting challenges.

In my experience, the Adaptive Leadership approach has been really effective with CX and Digital Teams, transforming experiences but is equally effective with People Teams shaping and responding to the needs of employees. Mobilising effectively for major change is just as exciting as unleashing teams who deliver great business value and breakthrough performance barriers by challenging the status-quo.

The lines between Adaptive and Situational leadership models blur. Situational emphasizes leaders adjust their leadership style based on the competence and commitment of followers. It posits that there isn't a "one-size-fits-all" leadership approach, but rather, the best leadership style is contingent on the specific situation and the development level of the team members. On the other hand, Adaptive focuses on helping organizations navigate complex and rapidly changing environments. This model stresses the importance of leaders encouraging their teams to adapt, tackle challenges, and thrive amidst uncertainties, rather than adhering to fixed styles or strategies.

What if rather than dictating , we collectively overcame the complexities? The magic is not in having all the answers but in creating an environment where the team could innovate fearlessly. We challenge norms, welcome perspectives, and prioritize shared learning. It is not just about technicalities - it is about aligning our behaviors. Embrace change, foster innovation, and lead adaptively!

I don't believe in a leader who applies only one type of model or theory to the team, because I really believe that the greatest skill a leader can have is the SENSITIVITY TO PERCEIVE THE DIFFERENCES AND PARTICULARITIES OF EACH TEAM MEMBER. From then on, it is necessary to have a leadership standard, but to be malleable and direct each team member in a certain way. Some need motivation, others need direction, some need slowing down and it's up to the leader to keep everything on track.

I would add that today, more than ever, in a world driven by artificial intelligence and automation, another kind of leadership is crucial: value-based leadership. It provides ethical guidance to ensure that the technology is implemented ethically, considering the impact on the human beings. Value-based leadership encourages responsible innovation, contributing to building a trustworthy company culture.

I strongly believe that there is no one right answer when it comes to leadership. Various models provide distinct perspectives, but they share common themes like the significance of relationships, respect, and trust. Personally, I think it’s essential to pick and choose elements from different models and integrate them into your own leadership style while remaining authentic. Identifying your motivation is crucial in determining your leadership style. It's important to stay true to your values while also being receptive to fresh ideas and methods. By combining elements from different models and adapting them to your own style, you can create a unique leadership approach that works well for you and your team.

In my experience the availability of numerous leadership styles opens up the opportunity to more effective leadership. Influencial leaders often start with trust, integrity, respect, caring for people & being genuine (just naming a few competencies). Supporting teams through fluctuating changes in the workplace (environmental, cultural, political, commercial etc). Is utilising one style potentially less effective as adapting many, as situationally required? In considering the multi generational workforce and growing diversity of individuals, does the use of one style still stack up as effective leadership? Our world and linear existence requires consistent adaption. I for one believe this applies to Leadership styles too. How about you?

Our first task as a leader is to take care of our teams. Build and sustain a respectful work environment since employees are inspired to give their absolute best and stay productive in a great culture. A professional and respectful work culture encourages productivity and growth; breeds a healthy, high trust environment while allowing everyone to become the very best version of themselves. Unfortunately, the opposite is also true; if a leader shows no respect for their team, the organization will become toxic, trust will be eroded, the best people will leave, and the organization will eventually become irrelevant.