How Effective is Your Leadership Style? Motivating employees according to their needs. by Dr. Marilyn ManningWould your staff say that you are easy to work with? Would they call you picky, overly analytical? Do they accuse you of dropping
ball on occasion? Or, might they label you “bossy”?
By time we have been promoted several times as a manager, our leadership style has probably become rather consistent and fixed. After all, our style has worked so far and if people didn’t like it, wouldn’t they have said something? Most of us assume if we keep getting promoted, we must be doing something right. Not necessarily so.
As a certified management consultant, specializing in executive and team coaching, I am constantly amazed at how little useful feedback leaders receive about their styles. Most of us have attended workshops and communications training where we checked some little boxes to “discover” our management style. If we were candid, information may have been accurate. But, did we really take results to heart? Did we ask others, am I seeing myself clearly? Did we truly take a hard look at our areas of weakness and set concrete, measurable goals to modify some of our non-productive behaviors?
It is never too late to modify your style to be even more effective. Situations, assignments and, therefore, styles change. I recommend that all leaders do a style tune-up.
There are many style assessments in marketplace. Often called typologies, they categorize us into basic types and can be misused as labeling. But, if they are administered by a trained professional and used cautiously, they are extremely useful and expedient. Most assessments have four general style categories: Driver, Expressive, Diplomat, and Analyzer.
The Driver likes working independently and is good at exercising control. He or she is a confident decision maker and risk taker. They like to be right, and to win. They see problems as challenges and are comfortable with change, particularly when it leads to increased personal power and prestige. They help a team stay focused and get things done quickly.
The Expressive likes teamwork and interaction. He or she may often act as visionary, painting big picture for group. They can charm, cajole, convince, and influence others. Their enthusiasm can provide a team with an invaluable source of vitality and drive. Highly verbal and intuitive, they are not strong on details. Despite their social skills, they prefer a degree of autonomy, especially freedom from tight supervision or deadlines.
The Diplomat likes to work with others to get job done, but often prefers to lead from a quiet, calm, collaborative position. He or she is very loyal and committed to team and company. This style prefers and supports traditional views, but nonetheless brings a healthy sense of realism to any group. This person’s sense of caution and balance can help keep group from making risky decisions.
The Analyzer is a perfectionist and one who will guarantee accuracy and high-quality standards. He or she is predominantly a rational thinker. They are most comfortable with a step-by-step, problem-solving approach. They are generally very committed to any task undertaken and conscientious about carrying our assignments that involve quality detail work.
Research shows that all four of styles make equally effective leaders. But all four are not effective in every situation. For example, I recently profiled an executive team in a software company. Fifteen of them were strong, off-the-chart Drivers. The CFO was an Analyzer. On of goals we discussed in quarterly retreat I facilitated was “customer service.” Their current customers rated them very low in service. When asked which style of personality they planned to hire to work in customer support, they all chimed in: “Drivers: they get job done quickly.” A big “oops” came out when they realized that three other styles are much more patient and suited to interface with customers. As a result, they changed their hiring and screening process to identify more customer-oriented candidates.
