The strength of leadership is often stated to be the most important factor in an organization’s success; teams without good leaders must look elsewhere for inspiration and creativity, whereas a good leader will motivate and drive enhanced performance in an environment geared towards individual, team and organizational success.
But with so many leadership styles, and each one having its own strengths and weaknesses, it’s useful to take a moment to define these styles.
Here are the 8 different leadership styles and where they may fit into an organization.
These types of leaders are highly ethical and very professional, correcting others wherever necessary; they are dependable and will spend time to ensure that all members of the team are clear about their roles and instill a sense of purpose into them.
Campaign leaders ensure that the highest performing employees are rewarded. As the organization grows over time, the power of their leadership increases. Typically their organizational leadership role will be in maintaining good governance.
Visionary creators’ roles within an organization are to help make the company vision become a reality.
These leaders are compassionate and make their team members feel valued and important. The workplace environment is creative, and team members take risks, but always within the sense of the more significant team direction. They excel in bringing revolutionary visions to reality, using means that are not always conventional, but work-cycles are very planned and deliberate.
Charismatic realtors excel at developing new ideas and outcomes for an organization.
They are specialists at using their skills to influence team members but include everyone in discussions and consider others’ opinions in a respectful and non-judgmental way. They use their naturally charismatic personalities to encourage others to reach their potential and are particularly effective where there are few budget and time restrictions.
Practical Problem Solvers
Practical problem solvers are leaders who create solutions and solve problems without fuss.
They are strong leaders and stand by their actions without fear of the consequences; they are fair in their dealings with others and promote an environment of active contribution; they encourage the team to innovate and adapt without fear, to ensure they reach a result. This is often a “bottom-up” style of leadership, based on autonomous, independent decision-making.
Strategic Policy Makers
Strategic policymakers help an organization go in its desired direction.
They like to lead by a “guided autonomy” style, whereby core values of democracy and freedom of expression are held up, but always with a sense of the wider community and the organization as a whole. They provide the guiding intelligence and oversee strategic decision-making but will use consultation, idea generation, and collaboration with their team. In return, team members are expected to “walk the talk.”
Military general style leaders ensure compliance with the company rules and regulations.
These types of leaders stand up for what they believe in at all times and use traditional command and control methods to provide strong, top-down authoritarian leadership, with a structured hierarchy. There is little room for team members to innovate, and they are expected to follow scripted tasks. Teams can sometimes feel a sense of security and confidence in this style.
Specialist experts have a leadership style that focuses on highly scripted and defined roles and creating a uniform culture of precision and execution; team members are expected to efficiently follow scripted tasks using their specialized skills to provide standardized delivery, as determined by the leader. There are clear audit trails to work, and decisions are very deliberate. It is a respectful environment where technical skill development is encouraged, and knowledge and expertise held in high regard.
Entrepreneurial mobilizers create new opportunities and delivery channels for the organization.
They often look outside of the organization for innovative ideas that can be applied internally, and they actively seek new challenges to test their abilities. Within the team function, they will usually focus on the shared identity and joint goals, formulating new strategies gradually.
Your organization may not have all of these leadership styles in it, but you should be able to identify at least one or two.
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