Natural born Leadership styles are the type of Leaders that are followed by people who follow them because they want to. These types of Leadership styles vary slightly but in general have a lot in common with one another.
The Definition of a Leader:
One who has the confidence to stand alone, the courage to make tough decisions and the compassion to listen to the needs of others.
Let’s breakdown that definition and spell out what is a Leader or what Leadership styles truly answer the the age old question of what is a Leader. Before we do, it is important to understand that people need the boundaries and the Leaders who set those boundaries. Without boundaries there is chaos and discord. People are not happy with chaos, in general the population wants order whether it’s a worker, a manager or even a child. Al all stages of life there needs to be Leaders that set the guidelines and maintain the order. Some might try to argue this, especially if they have been exposed to Leadership styles from individuals not fit to be in the role. Unfortunately a really good Leadership style is a truly rare commodity. Only a small percentage of population are fortunate enough to have experienced Leaders with natural born Leadership Styles. It’s written as a plural because each true and natural Leader have slightly different Leadership styles. Quite similar overall, but go about it form different angles and to different degrees.
So, back to the question what is Leadership? The definition above is accurate and it compacts the whole explanation into one sentence. The complexity of instilling Leadership styles into your subordinates and future Leaders is not as difficult as it sounds. Everyone displays their Leadership styles€ at one point or another in their lives, whether it’s as a parent, in a social group, or in a professional capacity. The # 1 problem with new to intermediate management is their egos. True Leaders have no ego issues and are too busy with their high level of empathy while interacting at all levels. Here is the mother of all challenges: The empathy that makes the Leader a cut above the rest – well, it has to be real. Everything needs to be real so the true Leader walks the talk and put themselves out there. This is non-negotiable for the Professional Leaders that I allow in and it should be non-negotiable in all companies. Do you think it be a better world?
Now comes the funny part – this part of equation is amazingly ironic when you compare high level Professional Leadership Styles to any of the rest of the Leadership Styles. Bold statement but true: Being honest and caring about others is the most rewarding life a person can live. It is easy, so easy that it never ceased to amaze me when individuals work so hard by not walking the talk. I was not always so honest and so empathetic, I think it’s also called wisdom. If you pay close attention to the truly Professional Leaders are the content and happy ones. Not necessarily giddy happy but an underlying contentment type of happiness. It could be visibly giddy too since it is such a great way to enjoy your day to day life. It’s takes a little time to build a team with the same values and it will require the courage to make tough decisions.
In The Leadership Engine, Noel Tichy describes a Leader’s responsibility: Enhancing the value of assets and sustaining growth are still the ultimate goals. This is accomplished by developing others to be leaders, creating Leaders at every level, and getting them aligned and energized.
Leadership as it pertains to Leading a Facility(s): Word of mouth is powerful build a reputation of credibility person by person.
Build a management team that has knowledge and understanding of Leadership and you build credibility. A team with strong credibility throughout the facility can achieve desired goals while maintaining a high level of morale. In order to achieve the higher levels of morale, it starts at the top. Leaders should leave their personal issues at the door and maintain a high level of morale. The Leader’s state of mind can become contagious. Momentum can grow and a sense synergy can be realized. Achieving goals requires teamwork. Achieving teamwork requires credibility. Combine a high degree of both and the result will be synergy.
All management in a given operation can be (and, often are) judged by the individual actions of any member of the team. In other words, one bad apple taints the rest Or, an entire team can be considered credible.
Assess individual strengths/vulnerabilities of existing teammates and determine where each would be well placed. Identifying, placing and training a management team that covers all areas with precision and consistency requires discretion and good judgment. Sharing these judgment calls with partners (HR, Superiors, Peers, etc) can help.
Specific steps to support a Leadership strategy:
Learn Operations Understand.
Learn all reports, examine formulas, and understand. Teach.
Determine low hanging fruit and learn/teach all resources available that might help achieve.
Delegate/assign w/ expected timelines clear. Avoid overloading team. Prioritize.
Daily start up meetings to get and keep entire team on same page.
Coach, train, and develop.
One on ones
Provide daily leadership training and direction to management team on an individual basis.
Smile and be upbeat, create appropriate start to each day.
Redundantly explain to mgmt. the importance for each player to involve his or her teams with desired goals/objectives.
Show by example how to treat people respectfully. The specific words used are not as important as tone and body language. People perceive insincerity (or, sincerity).
Explain that smiling and respectfully greeting the staff is not an option, that it is a mandatory requirement for long-term success. More smiles.
Show by example how to involve staff . Teach delegation! Be available!! move office onto production floor to communicate availability.
Allow as much autonomy as possible at all levels.
Be approachable to associates at all levels
More trust give it and get it.
Develop trustful partnerships unilaterally.
Teaching independence in decision making (at all levels)
Training to properly assess the needs of the dept/facility/company and make adjustments.
Say what you will do and do what you said. Communication/Credibility!!
Laugh (especially at yourself). Having a sense of humor is a significant part of the program.
Communicate communicate communicate there can be no leadership without communication!
Recognize accomplishments even the smallest!!
Discipline and consistency are paramount. All players are equal and boundaries must be enforced! If not credibility is lost
Take on full partners. Everyone is a full partner. there are no individual failures!!!
Teach the value of teaching.
Be aware. Know what is happening.
Don’t be afraid to ask for help.
Keep balance in own life promote balance of teammates’ lives.
By David Gallagher