Leadership Secrets Every Business Leader Should Know (Part 2 of 2)

If you missed Part 1 of this series, please read through that article first, as it positions and provides context to what I discuss in this article.

In Part 2, I'm going to cover the other three styles of the 6 Leadership Styles from The Stages Of Growth?? Methodology and explain which blend of primary, secondary and tertiary leadership styles are relevant at each Stage.

So let's look at the last three styles in alphabetical order:

Democratic leaders forge consensus through participation. This style is most effective when used to build buy-in or to get input from valuable employees. 

Democratic leaders know how to quell conflict and create a sense of harmony. They are good at building trust and respect. This style works best when the leader is uncertain about what direction to take and needs ideas from able employees. Even if a leader has a strong vision, the Democratic Style works well to surface ideas about how to implement the vision. 

Listening is a key strength of a Democratic leader. They create the sense they truly want to hear employees’ thoughts. They are true collaborators and work as team members rather than top down leaders. A Democratic leader may be heard saying, “What do you think?” 

Over-reliance on this style can create endless meetings, where consensus remains elusive and decision-making is put off. This can lead to a sense of confusion and a lack of direction, leaving people feeling leaderless. 

Pacesetting leaders hold and exemplify high standards for performance. The primal leadership foundation of this style lies in the drive to achieve by continually finding ways to improve their own performance and that of those they lead. 

The Pacesetting Style is effective when working with hard charging sales teams, in technical arenas, and among highly skilled professionals. In these situations, the people require little direction, are highly motivated and highly competent. 

The Pacesetting leader focuses on how well something is done because of their need to expect excellence and exemplify it. A Pacesetting leader may be heard saying, “Do as I do.” Pacesetting leaders set the bar for success and focus on exemplifying the standard in the organization. 

When used with individuals who require more direction, this style can come across as micromanaging and high-pressure, leading to an erosion of confidence and constricting innovative thinking. The Pacesetting style should be used sparingly and with the right team. 

Visionary leaders focus on mobilizing their people toward a vision. They define standards that revolve around that vision. By framing the collective task in terms of a grander vision, people understand that what they do matters. Vibrant enthusiasm is a hallmark of this style. This style can strongly drive the emotional climate of an organization and transform the spirit of the organization. 

The Visionary Style articulates where the company is going but doesn't tell them how they will get there, leaving their people the opportunity to innovate, think, and apply their own ideas. Through shared goals, people’s commitment to the organization grows. 

Because of this capability, Visionary leaders are good at retaining talented people. They understand that distributing knowledge is the secret to the company's success. They focus on igniting the spirit of innovation and instilling pride in the organization. A Visionary leader may be heard saying, “Come with me.” 

However, the Visionary Style is not effective in situations where the team may be more experienced than the leader. 

As leaders, we have to be willing to adapt our leadership style from what is natural to what meets the needs of our organization as it grows. The Stages Of Growth?? Methodology defines 7 Stages companies fall within, depending on the number of people employed:

As the organization grows, the dynamics within the company will change and the leader must adapt and use a blend of leadership styles to manage the company effectively, while still maintaining the company culture that was fostered in the earlier Stages.

The table below illustrates which blend of primary, secondary and tertiary leadership styles are ideal at each Stage:

I hope you found this series informative. I will be holding a free online masterclass towards the middle of January 2021, where I will do a deep dive into all the attributes, dimensions and anthems that make up the The Stages Of Growth?? Methodology, which will give attendees absolute clarity on the entire methodology and how they can use it to create high-functioning, highly profitable and sustainable organizations.

If you're a business leader that finds this of interest, feel free to send me an email at [email protected], expressing your interest to attend and stating the number of employees you currently have. I will then put you on the waiting list and send you details closer to the time. Plus, as a free gift, I will send you your Stage Card which you can go over before you attend the workshop.