Breaking Down Stereotypes with the Power of Authentic Leadership

A Q&A?with Laura Barnard on her book and driving real change by supporting a spectrum of diverse leadership types

In today’s evolving leadership landscape, the need for authenticity, diversity, and inclusion has never been more critical. Laura Barnard, the dynamic founder of BREAKTHRU Brands, has made it her mission to redefine what leadership looks like in her new book, LEADERSHIP TYPES. By expanding beyond outdated stereotypes and embracing a more inclusive model, Laura empowers leaders to unlock their full potential through her proprietary Spectrum of Leadership Empowerment.

As someone who passionately advocates for gender, racial, and identity equity in leadership, Laura’s approach offers a fresh perspective on how we can harness our unique strengths to drive change.

In this Q&A, I asked Laura to explore the inspiration behind her book, the 12 distinct leadership types she’s identified, and how her personal journey has shaped her work. Join us as we delve into what it means to lead with authenticity and how understanding our own leadership type can amplify our impact.

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Q: What inspired you to write LEADERSHIP TYPES, and what message do you hope readers take away from it?

A: The idea for LEADERSHIP TYPES emerged from a simple but powerful belief: everyone has the capacity to lead, not just those who “fit the mold” of traditional leadership. Each of us has a unique set of qualities—a “Leadership Type”—that allows us to lead more authentically and connect meaningfully with others.?

This book is about helping readers understand, embrace, and maximize their unique leadership potential. I hope readers walk away knowing their authentic strengths are their greatest assets. By exploring and celebrating a full spectrum of Leadership Types, we tap into greater possibilities for growth and inclusivity, especially for underrepresented leaders. I want this book to be a pathway to building personal leadership brands that break stereotypes and amplify each person’s unique voice and vision.

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Q: How did your background in psychology and branding influence the development of the 12 LEADERSHIP TYPES?

A: My background in psychology and branding has been foundational to developing the 12 Leadership Types. Studying Psychology (and serving as the Co-Captain of the Women’s Basketball Team under the legendary coach and leadership expert, Kathy Delaney-Smith) at Harvard gave me a deep understanding of human motivation, behavior, and the complexities of interpersonal dynamics, all of which play directly into how we lead.

Later, my MBA in Strategic Marketing and Management from The University of Chicago Booth School of Business further sharpened my perspective on how to leverage data, insights, and strategy to build impactful brands, and how to lead effectively in a dynamic environment.

During my nearly twenty years in the Consumer Packaged Goods industry, I had the privilege of learning from some of the brightest minds in branding and marketing. Immersed in a world that valued both precision and creativity, I learned how brand archetypes could help connect products to people on a deeply relatable level. It was clear to me that leaders, like brands, embody distinct “archetypes”—qualities that set them apart, inspire and connect meaningfully with others, and create lasting impact.

These experiences inspired me to develop the Leadership Types as a way to help individuals identify their unique strengths and build authentic leadership brands. By blending insights from psychology with the strategic clarity of branding, I hope to offer leaders a new lens through which they can see themselves, embrace their potential, and lead with authenticity.

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Q: Can you explain the Spectrum of Leadership Empowerment model and how it differs from traditional leadership frameworks?

A: The Spectrum of Leadership Empowerment? (SLE) offers a fresh take on leadership development, moving beyond traditional assessments like the MBTI, DiSC, and StrengthsFinder in several key ways. While these assessments are widely respected and provide valuable insights into personality traits, behaviors, or strengths, they often categorize individuals in ways that can feel fixed or one-dimensional. In contrast, the SLE is a dynamic model that adapts to both the internal and external aspects of leadership, emphasizing how personal motivations and interpersonal interactions evolve in different contexts.

Unlike MBTI, which centers on personality types, or DiSC, which focuses on behavioral patterns, the SLE considers leadership as a continuum rather than a set type or category. It explores how a person’s inner motivations and self-identity influence how they engage with others, making it as much about self-understanding as it is about relational impact.

Additionally, while other asset-based tools like StrengthsFinder identify top talents, they don’t always address how those strengths can shift or expand in response to team needs or organizational dynamics. The SLE, however, integrates both intrapersonal and interpersonal elements, enabling leaders to develop a flexible, adaptive approach that is deeply responsive to their environment and team.

Above all, the SLE is built to foster inclusivity and belonging. Rather than narrowly defining what it means to be a leader, it honors the full spectrum of leadership types and experiences, promoting an environment where every individual’s unique strengths are acknowledged and valued. This inclusive framework empowers leaders to connect more deeply with their teams and to create spaces where all voices are heard and everyone feels a strong sense of belonging.

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Q: How can organizations better support the development of diverse LEADERSHIP TYPES to drive systemic change?

A: Organizations, especially leaders in HR, DEI, and Learning & Development, can drive real change by supporting a spectrum of diverse Leadership Types within their organization. Here’s how:

1. Broaden Leadership Models: Move beyond traditional “one-size-fits-all” frameworks. Embrace a spectrum-based approach that values different leadership styles, allowing individuals to lead authentically and bring their unique strengths forward.
2. Create a Culture of Inclusivity: Foster an environment where all types feel valued and where everyone believes that they have the capacity to lead. Encourage open communication and psychological safety, where everyone is empowered to lead in ways that resonate with who they are, strengthening collaboration and trust.
3. Personalize Development Programs: Tailor leadership development, coaching, and growth opportunities to address unique strengths and motivations. By helping each person develop their authentic style, organizations can nurture well-rounded leaders prepared for a variety of challenges.
4. Commit to Accountability: Make leadership diversity a visible priority. Track progress, hold leaders accountable, and celebrate the growth of varied leadership styles as a core strength of the organization.

Supporting diverse Leadership Types isn’t just about developing leaders; it’s about fostering an inclusive culture that drives innovation and resilience across the organization.

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Q: How do you see the concept of leadership evolving in the next decade, and what role will your book play in that shift?

A: In the next decade, leadership must transform to meet the needs of a more diverse, dynamic, and inclusive world. This evolution is driven by a generational shift where demographics and identities around the globe, particularly in the U.S., are rapidly changing. This shift matters profoundly, and it matters now.

As the country diversifies across gender, ethnicity, race, and identity, we can no longer rely on traditional models of leadership. We need innovative tools, approaches, and frameworks like The Spectrum of Leadership Empowerment? that support the development of leaders for a modern era—leaders who understand the power of diverse perspectives, champion inclusive policies, and can navigate complex global dynamics with empathy and vision. Leadership is not a monolith, it’s a broader spectrum of people, styles, and approaches.

My book, LEADERSHIP TYPES, is part of this shift. It equips leaders with a spectrum of leadership styles that empower them to lead authentically, connecting their individual strengths to the needs of a diverse workforce. I believe your individuality as a leader is your strategic advantage. This book is here to help you uncover those raw materials and give you the tools to channel them into extraordinary leadership. In this evolving landscape, the question isn’t whether you have the potential to be a great leader, but whether you’ll seize the opportunity to unleash that potential and drive meaningful change.

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Laura Barnard’s?LEADERSHIP TYPES?challenges us to rethink leadership, encouraging us to embrace our individuality and break free from limiting stereotypes.

Her insights provide a roadmap for both emerging and established leaders to build authentic, impactful leadership brands. Whether you’re looking to drive change within your organization or simply seeking to grow as a leader, her book is a powerful tool for anyone ready to make a difference.

If you’re passionate about unlocking your leadership potential,?LEADERSHIP TYPES is a must-read. Laura’s practical advice and thought-provoking insights make it an essential addition to your bookshelf. Don’t miss the opportunity to elevate your leadership journey—grab your copy today and start leading with confidence, authenticity, and impact!

Buy it HERE! ????????????