Adapt your Leadership Style

“My own definition of leadership is this: The capacity and the will to rally men and women to a common purpose and the character which inspires confidence.”

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“My own definition of leadership is this: The capacity and the will to rally men and women to a common purpose and the character which inspires confidence.”

By General Montgomery.

According to your type of development, there are several styles of leadership:

Autocratic leader: an autocratic leader assumes full responsibility for decision making, initiates actions, directs and controls the subordinate.

Entrepreneurial leader: a leader who adopts the participatory style uses the consultation to practice leadership. He does not delegate his right to make final decisions and he points out specific directives to his subordinates, but he consults his ideas and opinions on many decisions that concern them.

Liberal leader: through this style of leadership, the leader delegates to his subordinates the authority to make decisions.

Proactive leader: this type of leadership promotes the development of people’s potential, in the way that a gardener takes care of and strengthens his garden.

Audacious leader: this type of person is able to relate to many institutions and people, persuasive, critical, with a positive outlook. He has the ability to consult other people and then make decisions.

According to the formality in your choice:

Formal leadership: pre-established by the organization.

Informal leadership: emerging in the group.

According to the relationship between the leader, his followers and subordinates:

Dictator leadership: strength your own ideas in the group instead of allowing the other members to take responsibility, allowing them to be independent. It is inflexible and likes order. It destroys the creativity of others.

Autocratic leadership: the leader is the only one in the group that makes decisions about the work and the organization of the group, without having to justify them at any time. The evaluation criteria used by the leader are not known by the rest of the group. Communication is unidirectional: from the leader to the subordinate.

Democratic leadership: the leader makes decisions after promoting the group’s discussion, thanking the opinions of his followers. The evaluation criteria and standards are explicit and clear. When a problem has to be solved, the leader offers several solutions, among which the group has to choose.

Onomatopoeic Leadership: the leader, while reflecting on the vision that must move the group led to its desired goal, is expressed through simple verbal onomatopoeias that greatly enhance the enthusiasm of the group.

Paternalistic leadership: he has no confidence in his followers, he usually makes most of the decisions, delivering rewards and punishments at the same time. Their job is to make their employees work more and better, encouraging them, motivating them and encouraging them to win prizes if they achieve their goal.

Liberal leadership: the leader adopts a passive role, abandons power in the hands of the group. At no time does he judge or evaluate the contributions of the other members of the group. The members of the group enjoy total freedom, and have the support of the leader only if they request it.

Emotional leadership: The emotional bases are crucial for the most complex business designs in which the organization places leaders for each business division in a decentralized manner, and also maintains a central leadership, this in the form of a “federation”. In these contexts, as Warren Bennis explains in his work “Becoming a leader of leaders”, business success depends on a balance of power between central power and business divisions, and the development of emotional leadership with a good dose of conversational skills among all the leaders.

According to the type of influence of the leader on his subordinates:

Transactional leadership: team members recognize the leader as an authority and as a leader. The leader provides the resources considered valid for the work team.

Transformational or charismatic leadership: the leader has the ability to modify the scale of values, attitudes and beliefs of the collaborators. The main actions of a charismatic leader are: discrepancies with the established and desires to change it, proposal of a new alternative with ability to excite and convince its collaborators, and the use of unconventional and innovative means to achieve change and be able to take personal risks.

Authentic leadership: is that leader who focuses on leading in the first place himself. He is a leader with a lot of self-knowledge, equanimous, spiritual, compassionate and generous. Only once you lead your own mind can you lead others.

Lateral leadership: it is carried out between people of the same rank within an organization or organization chart or it can also be defined as the process of influencing people of the same organizational level to achieve common objectives with the organization.

Longitudinal leadership: also called “pyramidal leadership”, is that which is carried out between people separated by hierarchical degrees, in such a way that the influence of the leader towards the leaders is based on the authority and knowledge of the leader. This style is widely used in politics and in some militia groups.

Leadership at work: in business, two important characteristics are evaluated in executives, with the intention of verifying their management capacity: on the one hand, aptitude and, on the other, attitude. The first is obtained by learning new methods and procedures; for example, the ability to build a balance sheet, a cash flow, plant distribution or a marketing plan. But in many cases this knowledge is not applicable, because managers lack a good attitude, that is, an adequate behavior that tries to implement these methods. Among the most requested and required attitudes is leadership ability, which can be cultivated but which, according to many authors, is part of the individual personality. How to know if we are configured as leaders and, if not, how to develop these skills in our person? It is a topic of broad debate and study, but it is necessary to discover if we have some leaders and what we lack to achieve it.

You do not have to choose which one to use. On the contrary, your organization should be clear when allocating yourself to the team you are going to work with depending on your style.