You're coaching diverse leadership styles. How do you tailor your feedback loop strategy for each one?

With all leaders, I find it vital to ask for permission to share observations and use immediacy, where I can speak to my direct experience with them. I've never had a client refuse the feedback, and I find it particularly helpful to share it with autocratic leaders and ask them if they are getting the results they're seeking based on their style. It's also vital to have them seek out direct feedback from their team members, stakeholders, etc. for larger perspective -- at times, I will do it directly for them so it might be more honest (and confidential, of course). Ultimately, I coach them to seek out feedback directly and support them in creating questions that get to the heart of the impact of their leadership style.

I ask a lot of questions: How does the input you receive from everyone impact your actions? Decision making? Your meetings? How you show up? How does your style serve you, or potentially get in your way? Are there times when you need to shift your style to be less democratic? How can you ensure your style is working in the moment?

I'm curious to know how the hands-off approach is best serving both them as leaders, their team members, and their stakeholders. How do they know that not getting involved is helpful? Where might it need to shift, based on the immediate needs of those around them? And how will they know if their approach is working? Are they using consistent feedback loops to find out, and adapt as needed?

As someone who defaults to laissez-faire at times, it’s important for these leaders to recognize when their team is capable of succeeding in such an environment. This approach is fantastic if you have highly skilled and driven teams, but that won’t always be the case - and you can’t always rely on your team to raise their hands. Make sure when assigning work to ask questions of your team that check for understanding, be open and available to provide feedback, and make your team aware that you are there to help, even if you want them to try it out first. This will help encourage autonomy while still ensuring they feel supported

Transformational leaders energize their teams with vision and passion, resulting in heightened engagement. To maintain momentum, tailor your feedback by suggesting ways to translate their vision into practical steps. Encourage them to convey their vision in a manner that resonates with diverse team members. Offer insights on creating an environment that not only inspires but also drives progress toward goals. By doing so, you help transformational leaders strike the right balance between motivation and practical action.

With over 20 years of US Army Officer experience, I advocate for situational leadership, which involves adapting leadership styles to meet team needs and address varying challenges. Situational leaders excel at adjusting their approach to enhance team performance and cohesion by responding effectively to changing circumstances. Balancing flexibility and consistency provides stability and trust. To enhance adaptive skills, situational leaders should assess when to adjust their leadership style by gathering feedback, monitoring team dynamics, and staying situationally aware. They must also consider the impact of style shifts on team morale, motivation, and collaboration, communicating clearly to mitigate confusion and resistance.

The most adept leaders are able to pivot their styles based not only on the situation, but also on the needs and personalities of their teams. In a team of five people, you may have two that are incredibly driven where you can be very hands off (laissez-faire) while another needs a lot of support / waits for direction (autocratic is now needed). Shifting your style to best meet your team members where they are at will help increase your efficiency and impact as a leader while best supporting everyone’s growth.