Your personality and leadership style
Which leadership style is most suited to your personality? Why?
I would say my leadership style is made up of a combination of coaching, pacesetting and the affiliative styles. I set high expectations for the employees just like I do for myself, but I also try to focus on the positive and praise people for a job well done. I am learning more every day how important it is to spend time with people and to coach rather than manage. As I learn more details of the leadership styles, it is motivating me to try new things to help energize and stimulate the team. For example, I make it a point to sit down and have more one on ones with employees rather than emails. I am getting a great response from this!
Nichelle, Great! Thank you for posting. Did any other leadership style seem to fit with you?
Elizabeth Wheeler
My leadership style is more like Jack Welch, pacesetting. This was indoctrinated into me during Army JROTC, SROTC, and Officer Basic Course.
My leadership style is pacesetter because of my military background.
Matthew, It sounds like you are really passionate about coaching! What are some more of your success stories?
Elizabeth Wheeler
I've always leaned towed Coaching. I come from the creative would and this is the best way to inspire creativity form my team. I love it when an employee is able to grasp new ideas form project and apply them to other ones they are working on.
Stephen, That is great! What are some of your mentoring/leading tactics?
Dr. Jean Norris
I enjoy developing people and helping them achieve their career goals. I have been told that I am a natural mentor and coach.
Steven,
It's great to know the criteria that makes the most sense to you. Have you shared this with others to help them to provide information in the way you need it?
Dr. Jean Norris
True, I agree -- the ability to change hats and demonstrate the various facets of leadership styles can make such skills much more than something we appeal to as to get the job done. At that point, it becomes a tool we can use as a result of critical analysis. Being able to change, depending on context, is the key, but knowing how to identify the moment needed for a shift strikes me as the tough moment or even to nail down and realize on the fly.
As for me -- agreement? If a person has a good idea, supports it with evidence (depending upon the context and idea), and has a rough plan on how to develop the idea into some sort of product, then I usually agree. If a person doesn't quite see the way to development, then I may discuss it with them; yet in the end they often produce a strategy or proposal that we can agree upon.
I guess, in a simple way, I like to see the idea coupled to evidence. That'll always get me on the path to "agreeing" and firing up a project or idea.
Steve
Steven, Nothing is bad if you are learning. Everyone at some point in their lifetime makes a "shift" in their leadership style. Being aware of this, and being flexible with the change will lead to success. Do you agree? What makes you agree?
Dr. Jean Norris
People tell me I am a pacesetter because I love to create a model and have everyone grow, create, and develop what’s needed within a model. (I don’t tell them how—they have to figure that on their own.) But, I also do see myself as the authoritarian on occasion—and even a coercive when times need a quick hard turn. (I don’t enjoy it, but sometimes it has to be done…) The one I exhibit the least is democratic because that requires I trust be believe in those I involve in such a behavior. I really have to KNOW and TRUST individuals before I step back and build a collaborative effort with a life of its own—especially one containing many voices.
However, I think that’s the crux for me – I tend to be pacesetting until I KNOW the others are ready to assume a democratic style. (Maybe that’s arrogance…not sure on that, to be honest.) But, I have to admit, this way has worked well in the past and really has paid off as of the last few weeks. Plus, I think those who survive the transition from pacesetting to democratic also feel some sort of achievement—something in their tone changes and they shift—it’s almost visible in a sense. It’s cool to see but I cannot describe it.
So, I’ll go with the comment that I am a blend of “pacesetting until proven as worth the risk of a democratic approachâ€.
Isabel,
Great awareness! It sounds like you really care about your team and their successes. Keep up the great work!
Dr. Jean Norris
I seem to resonate most with Affiliative and Coaching.
For the most part I find that goals come together more cohesively if my team feels invested in the outcome and also if they have the desire to see winning results for themselves.
That is great awareness Sharon! What style do you think it would benefit you most to develop?
I have always tried to apply a situational leadership style to my management. What does this person or situation require of me at this point? According to the assessment, my style is pacesetting and I agree that I tend to encourage team members to be self-motivated and competent but I also see myself as a coach. If someone is not yet have the confidence to be self-motivating, I want to help them to get there. As long as someone is willing to grow, I am willing to help, but I will admit that I don't have much patience for employees who are not interested in getting to a place where my pacesetting style is comfortable. Perhaps I need to work on developing additional styles in order to be able to truly address different situations as they arise.
The pacesetter. I have always been one to lead by example. I have never been a vocal person and been comfortable in a coaching type of role. I like to work hard and do the right thing and then people could be motivated by that.
Mehrzad, thanks for sharing your experience. Keep up the good work.
Dr. Jean Norris
The pacesetting leadership style works best for me; our team is self-motivated and highly skilled. Our group has been functioning together as an effective team and I as a leader try to increase the pace at which the group is working to meet the expectation for the goal of our company.
