An Adaptive Leadership Path

Do you have any idea of your leadership style or the legacy of your unique leadership when you are gone? I have thought about this for the last few years, and I hope that I have lived in the authentic way I have worked for and helped as many people as possible.

However, many leaders are still struggling to understand and stand for something in the market.

Many have a slight idea of what they don’t want to be known for, but that is not enough.

Fortunately, the idea that you are reading this article puts you into an elite minority who is thinking about what you want your leadership style to be known for.

The vast majority go to work, fall into the corporate line and get on with it, in whatever style comes to them by default.

While this isn’t necessarily bad, your default style will always have particular usable strengths. However, failing to develop your leadership style proactively will deny your potential full range and maximum effectiveness. It also means that certain situations will be a lot harder to handle.

Confusion of Style and Substance

The substance of what you do, and the result you deliver, are pretty well expected in today’s economy. But the way you do it is what will launch you into a different sphere of success altogether, even if you already count yourself as pretty successful.

Your ability to empower, inspire and communicate will allow you to survive and thrive in the change occurring in the business world today. The unique leadership style you choose to use or develop directly impacts the result you achieve. It makes you memorable to others, and it allows you to authentically influence others for the betterment of the group and create self-awareness and self-esteem within yourself.

There are quite a few leadership styles being proposed through the media today, ranging from autocratic to servant leadership. But in my opinion, few of these “canned” styles are replicable in you as an individual because of your unique environment, upbringing, and experiences.

As John Maxwell often points out, leadership must be intentional, authentic, and compassionate. Soft skills are all part of this equation.

Intentionally Redefine What’s “Best” You

So, what can you do to develop your unique leadership style that will be highly trusted and respected? I will offer seven characteristics you can adapt when selecting the best leadership style, with tips for implementing them.

1. Be Bold and Confident

2. Understand Your Strengths

3. Get Out of Your Comfort Zone and Stretch Your Leadership Style

4. Be Vision Driven

5. Be Collaboration Focused

6. Focus on Being Balanced

7. Be True to Yourself

Remember, the most valuable thing you have to offer is yourself. Whatever your unique leadership style is, it is uniquely yours. Own it, have confidence, and trust that it’s not about becoming something completely different or what someone else wants you to be.

1. Be Bold and Confident

Boldness is essential for leading upwards. In reality, it is number one for a reason. To grab the attention of your bosses, you need to confidently make your point with as little fluff or padding as possible.

Few would describe Richard Branson, founder of Virgin Enterprises, as a great communicator. Many, on the other hand, would acknowledge him as a great visionary. His boldness can be breathtaking. And most of it stems from not giving a damn about what others might think of him.

Courage fueled by a high degree of integrity, authenticity, and sound judgment will give you the confidence to stand out. This equation’s core is compassion and empowering people to adapt to change.

Be confident enough that you are willing to apologize if necessary. This shift in mindset frees you up to challenge, take risks, and dare to make mistakes.

· Review where you think you have been holding back in your leadership. What elements of your personality could you allow to shine through more? Where could you be bolder?

· For one month, at the end of each day, make a list of 3 to 5 things that worked well about your style of leadership and why. Actively use them more the following week.

2. Understand Your Strengths

In his book, “Go Put Your Strengths to Work,” Marcus Buckingham points out that in 2001, polls revealed that only 20% of us claimed to be able to put our strengths to work every day. In 2007, when this book was published, the number had dropped to 17%.

We do not understand how to use our strengths. We know how to label them, thanks to the Clifton StrengthsFinder profile, but few take it beyond that stage.

When you have a performance discussion with your manager, does the conversation focus on your strengths or weaknesses? If you are in the normal part of the curve, the answer is weaknesses. 80% of our discussions are on weaknesses. Many times, the thing that limits us is ourselves. We are, in effect, stopping ourselves.

Self-awareness is critical to your growth as a leader, regardless of the styles you adapt to make your unique version, but if you are unwilling to tackle this step, you will not grow. Remember, as you grow, you should become more of who you are, not what someone else wants you to be.

Get to know your signature leadership style inside-out. Heighten your awareness of what you’re good at, and consciously play to your natural strengths as much as possible.

· Ask 5–10 of your colleagues what they consider to be the strengths of your leadership style. Compare the input and learn from it.

· Buy a copy of “ Now, Discover Your Strengths” and take the online StrengthsFinder test it contains to identify your signature leadership themes.

· Buy a copy of “Go Put Your Strengths to Work by Marcus Buckingham, updated in 2010. Still valid today.

3. Get OUT of Your Comfort Zone & Stretch Your Leadership Style

Alongside concentrating on your strengths, actively work on stretching into the leadership style(s) you find more challenging. Generally, EQ research findings, in a nutshell, find that the most successful leaders can consciously draw on and seamlessly integrate all leadership styles, depending on the situation. One size does not fit all.

For example, intense, aggressive working environments tend to generate a direct and pace-setting style. If this is not your natural approach but is required within your role, find ways to blend your natural style with your “stretch style” so you’re not putting on an act. This is not a fake until you make it process. It must be authentic.

A natural coaching/collaborative style may not suffice in moments of crisis. However, you can be incredibly directive and punchy — forceful if you can give clear directions in as human and humorous a way as possible so that the job gets done more effectively. Still, you didn’t feel you were selling yourself out.

Always blend your leadership strengths to best advantage the team and yourself. Generally, the best leaders are not well-rounded; however, the best teams are, according to Gallup, which has surveyed millions of people on the topic of leadership style and strengths.

· Identify your leadership style stretch areas and find ways to blend them with your natural style authentically.

· Determine how you can get out of your comfort zone and grow, and allow your team members to do the same.

· Review the blend of strengths in your team or organization. Who on your team has strengths that complement your leadership style, and how could you use these better?

4. Be “Vision Driven.”

Call it setting direction. Call it having a compelling purpose for creating hope in the future and helping people see the way forward. According to Gallup’s research, these are some of the top basic needs of followers.

Studies by the Hay Group concur that to be a great leader and trustworthy, you must be able to communicate a vision of where you and others need to go. Not only will this inspire confidence in the future among your team, but it will also increase your impact upwards, among your bosses.

· Continually build your external network and read widely. It would help if you had a solid grasp of what’s happening outside your organization or department to create a bigger-picture vision.

· Think big. Think outside of your comfort zone even if your peers or bosses do not receive it well. However, remember it must always focus on improving the ecosystem for all stakeholders.

· Draft and communicate. It doesn’t have to be perfectly worded from the start. You won’t be considered visionary unless you get the word out.

5. Be Collaboration-Focused

The best leaders are human and socially conscious. Recognizing the contribution of others and giving the team room to innovate is the best way to lead into a more resilient future. In this 21st century, we face radical changes in business structure, communication methods, and high dependency on partners for growth.

If your leadership style is silo focused and inward-driven, it will not fit well in today’s environment. People are looking for leaders they can trust, believe in, and be willing to commit to a common purpose or vision. If you focus on short-term financial goals with no room for employees, then I would say your focus is wrong.

· Consider “Why should I lead my team?” Notice what you already bring them and what they need more of from you to bring out their best.

· Ask yourself, “What can I give my team today?”

· Ask your people, “How can I help you succeed?”

6. Focus on Being Balanced

In my opinion, leaders should strive for sustainable thought and action. Today’s focus is on short-term results that require an attitude of doing it regardless of the consequences. Much of this may still be happening around you, but great leaders know it won’t wash long term.

Good people will leave for other companies or start their own companies because no leader was willing to hear them out or entertain any of their ideas. There should always be time for a good old-fashioned “brainstorming” session when someone suggests there might be a better way to do something or recommend a new product.

While being focused on being authentic with your people at work, you must be authentic with family and friends. While the worlds may seem separate, they are connected because your team should see the same actions and attitudes from you as your family and friend do. If you are different on one side or the other, it will be perceived as if you were a poser, fake or deceptive. Balance is critical to success.

· Ask yourself, “What might the unintended impact of my/our action be?”

· Ask yourself, “Have I been open and empowering to my people?”

· Ask your people, “How can we do things differently, better?”

· Balance yourself. Prioritize the things outside work that keep you sane by creating “golden time” in your calendar that can’t be touched.

7. Be True to Yourself

Today, I searched on the string; “best practices for ?” and found that there were 136 million web pages that all claim to have the “best practices” for something. No wonder we are confused about what is best for me, my team, my company, or anything. I can tell you that any of these may apply in a given situation and work, while they will fail in other places with similar circumstances. The key is adapting a best practice to your own culture, industry, and maturity levels.

Like practices, there’s no such thing as “the best” leadership style in isolation. What there is, however, is the best-adapted leadership style for you for any given situation. So give up trying to be something that you are not.

When you are not being authentic, people see straight through you. Genuine passion and pride create a solid foundation for building connections and trust. Integrity, authenticity, keeping your commitments, and walking your talk are the keystones to building great internal and external relationships.

Remember, the most valuable thing you have to offer is yourself. Whatever your leadership style is, it is uniquely yours. Own it, have confidence, and trust that it’s not about becoming something completely different or what someone else wants you to be.