Over the past few years of personal growth, I’ve been highly intrigued by the concept of leadership. This possibly stems from my childhood, where I had a natural tendency to stand-out versus remain melded into the crowd. My childhood friends joke that I was always the president. I was always campaigning to lead, or entertaining them by some means. Sometimes people gravitate towards leadership naturally. I think some are absolutely born to lead. Others can be inspired by circumstance or need to rise to the occasion. The motivations behind leadership vary. It’s important to know what those motivations are, before you can decide what leadership style works for you and what you respect as a leadership style. There are several leadership styles, and interesting theories behind them. I’m going to touch on a few.
Leadership styles such as Autocratic focus purely on the task at hand. This style tends to have more of a “do as I say, and don’t question it.” To me, this style lacks opportunities for growth in any type of operation or goal. It completely negates the value of outside opinion, and fresh perspective. It can be effective, and sometimes necessary. In the case of an emergency, one might need to use this style in order to accomplish immediate tasks efficiently.
Just like…. do your thang.
A Laissez-faire leader allows employees, subordinates or “followers” to do as they see fit to accomplish tasks. There is a level of guidance that goes into this style, but it’s hands off approach can be effective in certain scenarios such as ; A creative endeavor within the artist community, etc. I tend to like this style, because it feels as the leader respects you enough, and views you as competent. As adults, we don’t necessarily want to feel micro-managed. So, there is obviously a level of trust in who you are leading to follow through on their own.
Situational Leadership is a style in which the leader adapts to the situation, using various leadership styles and leads accordingly. This means that this leader, is going to change up their leadership style to each situation, meeting and circumstance. This can be a very effective leadership strategy for some, however the ability to blend styles each time isn’t feasible for some people.
Now that we are familiar with some leadership styles, I’m going to insert my opinion in here even further, and present my own style of leadership, because thats what I do.
The Don’t Be An Asshole, Care About The Individual, Actually Take The Time To Get To Know Them On A Deeper Level, Pride Aside, Non-Assuming, Accepting We’re All Human, Let’s Make The World A Better Place By Lifting You Up Leadership Style.
This one is called Decent Human Leadership style. This style cares about other people genuinely. It’s takes the time to explore their talents, find out what makes them tick, what motivates them and how to use their abilities to further their growth and help others to accomplish the collective goal as a unit. It doesn’t fire women who get pregnant, under the guise of “it’s just not a good time for us right now.” It doesn’t shame them with, “You should have informed us ahead of time.” Which, if we didn’t have a culture of work till you die, because you need to be a perfect robot who must complete tasks accordingly and some leaders are too lazy to creatively use talents, and adjust things outside of the workplace for it to make sense for everyone… then of course you would be immediately informed. This style doesn’t believe in a “DRAMA FREE” workplace. It fully embraces the employee, situation, follower as a whole, and regular human who goes through human things. It doesn’t necessarily mean it encourages, “petty drama” as in: this person can’t work with this person because they annoy them. That’s just immaturity, and not what I mean by “Drama.” What I mean by perceived “drama”, is finding out an employee is trying to flee an abusive or non-ideal situation, and letting them go because they’ve cried in the back, or disclosed to co-workers that they are not doing to well right now. In fact, this leadership style encourages people to open up, and when they disclose that they are in dire need of a job, they keep them on and do the best they can to support them. Now, in the instance their job performance starts to suffer, they give something called a chance or two, it’s unheard of.. I know. This style also never, ever uses the word “Drama” to a distressed employee. In fact, it validates their emotions, situation and genuinely cares about the person, letting them know their job is safe. This leadership style, to me is ideal and courageous. It’s all about situational awareness. Is your employee, or subordinate on crack and lighting up in the bathroom? Yes. Probably point them in the direction of an addiction counselor and fire them. However, if they come back two years later, sober, life cleaned up and thanking you, then maybe re-consider them as a candidate! Is your employee, hurting because their cat died and you have absolutely no idea what that emotional connection was? Give them a break, and a chance. Does your employee have a history of being late? Yes. Maybe, find out WHY they are running late? Is it depression? No? Is it ADHD? No? Is it that their newborn child has them up for hours at night and it’s extremely hard to balance it all? Yes? Chance. Is it because they are unhappy there? Why? Is it the leadership style? Personal beef that needs to be sorted through? Then sort it. This style takes into account the value of everyone. It sees potential in everyone, especially the hard workers who come to work, while over coming adversity. It treasures those employees. No matter how new, or how much you think you know about them… This is a style that genuinely CARES.
Hopefully you all enjoyed this post. Feel free to comment and let me know your opinions. 🙂