What do you do if you're managing mid-career managers and senior executives with different leadership styles?

Effective Leadership Development 1.? ?Assess leader styles (strengths/development areas) 2.? ?Align approaches with organizational goals 3.? ?Facilitate workshops for mutual understanding 4.? ?Coach adaptability 5.? ?Leverage diverse styles for cohesive leadership Benefits 1.? ?Enhanced leadership effectiveness 2.? ?Improved collaboration 3.? ?Increased adaptability 4.? ?Better decision-making 5.? ?Stronger organizational performance Implementation Roadmap 1.? ?Leader assessments 2.? ?Workshops 3.? ?Coaching 4.? ?Progress monitoring 5.? ?Continuous improvement

First, take the time to understand each leader’s unique approach, whether they are hands-on or more focused on big-picture thinking. Once you grasp their styles, adapt your management to bring out their strengths while respecting their differences. Encourage collaboration by showing how their varied styles can complement one another, such as pairing a detail-oriented manager with a visionary leader for well-rounded decision-making. At the same time, set clear expectations and shared goals to keep everyone aligned. Lastly, provide regular feedback to help them understand the impact of their leadership style and where adjustments might be needed.

To successfully manage diverse leaders, it's essential to recognize and adapt to their unique leadership styles. In my experience, understanding how each leader motivates their team—whether through visionary inspiration or goal-oriented structure—allows for a more personalized and effective management approach. This adaptability not only enhances team performance but fosters stronger collaboration and growth.

Bring leaders together on a regular basis, both formally & informally. I encouraged leaders to have lunch together & discuss some of the transactional issues at hand over lunch, that worked well. For more structured discussions used brainstorming sessions to build consensus.

Pour renforcer l'unité au sein d'une équipe de leaders aux styles variés, il est crucial de promouvoir une communication transparente et le partage de méthodes efficaces. Encouragez les échanges réguliers lors de réunions où tous peuvent collaborer sur des stratégies et résoudre ensemble les problèmes. Cela ne fortifie pas seulement la cohésion de l'équipe dirigeante, mais montre aussi comment la diversité de leadership peut être un avantage collectif plut?t qu'un obstacle.

There are lots of frameworks but DAC sticks in my mind. It stands for Direction, alignment & commitment. Simple put , work together to understand where you’re going, agree on who’s doing what ie how do get there and then all hold hands, no matter what. You might not always agree with each other but it’s important to be seen to be unified on all decisions. No one goes off course. No one gets left behind. You all arrive together.

In my experience, creating a sense of unity among leaders with different styles is essential. Encourage open communication and the sharing of best practices, which can help mid-career managers and senior executives appreciate each other's approaches. Facilitate regular meetings where they can collaborate on strategic decisions and problem-solving. This not only builds a cohesive leadership team but also demonstrates how diverse leadership styles can be a collective asset rather than a source of conflict.

Pour renforcer l'unité au sein d'une équipe de leaders aux styles variés, il est crucial de promouvoir une communication transparente et le partage de méthodes efficaces. Encouragez les échanges réguliers lors de réunions où tous peuvent collaborer sur des stratégies et résoudre ensemble les problèmes. Cela ne fortifie pas seulement la cohésion de l'équipe dirigeante, mais montre aussi comment la diversité de leadership peut être un avantage collectif plut?t qu'un obstacle.

Provide clear direction to the managers and leadership on the expectation and define KRAs. Communicate this in various forums such as team meetings, townhall & any important moments. Use project management tools to track the progress and provide continuous feedback.

Styles are one thing, values are another. Make sure everyone aligns with the values of the organisation and culture you are trying to build.

While leadership styles can be different, the underlying values and culture can not. Foster strong cultural values and ethics to ensure a framework for leadership behaviour. Expect all leaders to demonstrate these values in action.

In my experience, clear expectations are the bedrock of effective management, especially when dealing with a range of leadership styles. Define the organization's goals and the roles each leader plays in achieving them. This clarity will help align their varied approaches towards a common purpose. Ensure that these expectations are communicated consistently and that there is a mutual understanding of how each leader's style contributes to the team's success.

Managing a team is more than excel and managing a technical domain tasks. It requires people skill to manage a team with theories to use motivation to accomplish the common goal.

In my experience, encouraging leaders to be adaptable in their styles is crucial, especially when their default approach may not be the most effective. Providing training and development opportunities that expose them to different leadership methodologies and the benefits of situational leadership can be highly beneficial. By fostering adaptability, you help them grow as leaders and become more versatile in addressing the dynamic needs of the organization.

To foster adaptability in leaders, we provide training on various leadership styles and emphasize the importance of flexibility. While the leader's major trait may remain intact, we encourage them to embrace situational leadership style as each situation demands a different approach, and what works in the East may not work in the West. We encourage continuous learning and 360-degree peer feedback. Our programs, like Transformational Journey ( Journey of Empowerment), facilitate personal reflection and development and align leadership development with organizational values. Create a culture of adaptability where it is valued and rewarded.

Be adaptable in your management style to meet the needs of different leaders. Lead by example and demonstrate the behaviors and values you expect from your team. Encouraging adaptability can help leaders to be more well-rounded and equip them to address the dynamic complexities of the organization

Having leaders with different strengths & leadership styles is always an advantage and brings a unique balance to the team. Allocating specific responsibilities based on their style works in favor of larger good of the organization.

Según un estudio de Harvard Business Review, los gerentes tienen hoy en día un 51% más de responsabilidades de las que pueden gestionar eficazmente. Por lo que, muchas veces, un líder está realizando el trabajo de dos o más personas. Según FI Economista, el 46 % de los gerentes de nivel medio podrían renunciar a su trabajo debido al estrés laboral. Por lo que hay dos puntos claves para mantener a los gerentes enfocados y alegres; es decir, equilibrados: 1) La cultura organizacional. 2) El cuidado de su salud.

In my experience, striving to promote a balance between different leadership styles within your team is essential. While some situations may call for a decisive, authoritative style, others may benefit from a more collaborative and empathetic approach. Help your leaders recognize when to adjust their style to suit the context and to complement each other's strengths. This balance will lead to better decision-making and a more resilient leadership team.

Balancing different leadership styles is crucial for organizational development, as each style offers unique strengths. Authoritarian leaders excel in crises, while democratic leaders foster creativity and collaboration. This diversity allows organizations to address challenges from various perspectives, leading to more effective decision-making. Moreover, a balanced approach enhances team members' sense of belonging and commitment. When individuals feel their leadership styles are respected, they are more motivated to contribute to shared success. This commitment creates a positive work environment, boosts productivity, and strengthens organizational culture, ultimately improving the company's overall performance.

Actually, the management style of a person, mid-career managers or senior executives may differ from each other based on the managers’ experience as well as a team member who is to be managed. A manager needs to understand how to manage individuals of the team rather than applying same management style to every team members.

In my experience, supporting the continuous growth of mid-career managers and senior executives is vital. Provide feedback that is constructive and specific to their leadership style, highlighting areas for improvement and acknowledging their successes. Encourage mentorship relationships within the team, allowing for the exchange of knowledge and experience. By investing in their development, you not only enhance their capabilities but also contribute to the long-term success of your organization.

One thing I have found helpful is to identify and understand each individual's unique leadership style and needs. Then, I tailor my approach to provide targeted support and feedback. Encouraging open communication and fostering a collaborative environment can bridge differences in styles. Finally, facilitating opportunities for cross-training and sharing best practices can help align their approaches more effectively.

Rather than minute observation and interfere in the work handled by them, I would prefer in supporting growth of them with the organization, in the work styles and also will stand side by side in every decision which they make for the betterment of the organization. Support nature should be there whether it is for growth or for any downside of the organization By doing excellent support, managers and senior executive will have a confidence in working their routine task for an organization

Provide Tailored Support and Development. Offer leadership development programs tailored to the needs of different managers. Pair senior executives with mid-career managers for mentorship, fostering knowledge transfer and growth. Provide a culture of respect and inclusion.