How Effective is Your Leadership Style?

Written by Dr. Marilyn Manning


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Company cultures change and may demand that we adjust and even change our styles or quit. One executive I was coaching was told flat out that if he didn’t change from a Driver style to a more collaborative style, he would lose his job. By usingrepparttar “Style Tune-up,” we were able to identify areas to improve and accelerate his behavioral changes. He was successful in not only modifying his style, but also got a promotion. He confessed to me later, “If I can modify my behaviors, anyone can. But, you have to know that in my heart, I still prefer to be bossy, dominating and right. I just learned how to act differently and more appropriately.”

As effective leaders, we not only have to take stock of our own styles and how to improve, but we have to coach others to dorepparttar 123167 same. To getrepparttar 123168 most out of our staff, we need to learn to motivate them according to their style needs. Have your team go through a style tune-up on a regular basis. Userepparttar 123169 goals they set as part of their performance evaluations. Successful change demands lots of positive reinforcement.

Are we born with our style or do we learn it? Does nationality impact styles? Does gender? Does your job alter your style? I believe all ofrepparttar 123170 above play intorepparttar 123171 picture. Obviously, none or us fits neatly into just one of four categories. We do, however, have predominant styles that influence our choices and values. The more we know about styles,repparttar 123172 more we can capitalize onrepparttar 123173 diversity.

After assessing and coaching thousands of managers inrepparttar 123174 United States my research shows thatrepparttar 123175 majority ofrepparttar 123176 American workforce hasrepparttar 123177 “Diplomat” style (more than 60 percent), with approximately 13-15 percent equally divided amongrepparttar 123178 other three orientations. My research in South Africa, Europe and Malaysia yielded different results. Through profiling close to 2,000 managers in those three locations, I found thatrepparttar 123179 majority of managers haverepparttar 123180 “Analyzer” style (more than 50 percent), withrepparttar 123181 other three equally divided.

Research in a wide variety of industries shows that certain industries and professions attract distinct styles. For example, engineers (often Analyticals) vs. counselors (usually Diplomats) vs. police officers (the Drivers) vs. sales people (the Expressives). Of course, there are exceptions, but you will see job related trends. There are definitely style similarities within different cultures, be they organizational or geographical.

So, can we be everything to everybody? No, but we can learn to know our styles intimately. Knowing and modifying our weaknesses helps remover our blind spots. Self-awareness leads to greater personal power. Learning to lead as a facilitator and situational manager will build better teams. Balancingrepparttar 123182 personalities of people who have to work together is a key step in team success. From my experience in organizational development work,repparttar 123183 most productive and cohesive teams are composed of members representing all four styles. Each brings richness torepparttar 123184 table. When any style is missing from a team, creativity and critical thinking can be limited. As leaders, we need to learn to appreciate and work with all ofrepparttar 123185 styles, reward them appropriately, and coach them to continually strive for their fullest potential.

Marilyn Manning, Ph.D., CSP, CMC, facilitates change and motivates others to resolve difficult workplace conflicts through interactive speeches, workshops, and consulting. Dr. Manning specializes in Leadership, Teamwork, Conflict Mediation, Executive Coaching, Meeting Facilitation, Strategic Planning, and Communication. She has authored seven business books, published in eight languages. Over 80% of her work is repeat business.


Looking for Angels?

Written by Sue Lewis


Continued from page 1

The search for financing may be lengthy, so don't give up. If one angel says no, move on to another. A negative response doesn't mean that your idea is bad. The next person your speak to may think it's terrific.

Finding angels isn't as hard to find as you might think. They are your neighbors,repparttar store owner aroundrepparttar 106898 corner, retired executives; everyday people forrepparttar 106899 most part. Start your search for your own angel at these sites:

International Angel Investors Institute http://angelinvestors.infopoint.com/

University Angels http://www.universityangels.com/universityangels/index.jsp

Angel Directory http://www.nextwavestocks.com/angeldirectory.html

Sue Lewis Starting a home business? Find great ideas and resources you need at: http://www.newworkplace.com Be sure to sign up for the free newsletter.


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