¿Cómo desarrollas un estilo de liderazgo que se adapte a tu pequeña empresa?

Lean into your authentic self. Accept your strengths and weaknesses and those of your work environment. Here’s an example of how I put that into practice. During interviews, I am always open about the work environment. I am looking to bring people in that are not just qualified but good cultural fits and can be successful in my work environment. My environment is one that is more outcomes-focused and employees have a lot of autonomy. That’s not a good fit for everyone. Being honest about these types of things helps me find the right people for my team and leadership style. I’ve found the best Leaders understand themselves and are very self-aware. That sort of honesty helps you to build the right environment for team success.

Our vision is defined as the guiding star of our business journey, illuminating the path we intend to take. It encapsulates our goals and the impact we hope to make. Our mission, on the other hand, serves as a guidepost for our daily efforts, shaping our decisions and actions. We are committed as leaders to aligning our leadership style with these core principles. We strive to embody and exemplify our vision and mission by cultivating a culture of purpose, innovation, and unwavering pursuit of our objectives. Our leadership reflects our commitment to making our vision a reality, one step at a time.

When developing a leadership style for a small business, it's essential to be hands-on but not micromanage. The beauty of a small team is that you can have real connection, giving you valuable insight into how each team member ticks. Hold monthly 'strategy chats' with your team. These informal catch-ups can help realign objectives, solve issues, and let people feel heard. A flexible leadership style also works well in a smaller environment. One day you might need to be a coach, the next a strategist. Being able to switch gears is crucial. And don't forget, small businesses often have close-knit teams, which makes cultural fit crucial. Leadership isn't static; it evolves with your team's needs.

When it comes to small businesses, any leadership style should be adjustable, flexible to sudden changes, inspiring motivation, empowerment, and boosting employee loyalty. Leaders should be examples to employees and enhance their skills, traits, abilities. Imagine driving a car with a co-passenger. You drive first 2-3 times and show how it is done, then you allow the co-passenger to drive and test their skills. Then, you drive, explaining certain adjustments and improvements that could be further improved, and let the co-passenger drive again. Through continuous mentoring, empowerment, and guidance, you develop talent. Imagine a leader teaching 10 co-passengers how to do this and make them excellent drivers. Then you have a great leader!

I beleive a leader in small business can inspire and motivate their team by setting a compelling vision, fostering innovation, and providing individualized support to help them reach their full potential.

We prioritize deepening our understanding of our team by engaging in open dialogue to uncover their strengths, weaknesses, and aspirations. We can effectively delegate tasks if we recognize individual strengths. Addressing weaknesses entails providing targeted assistance, and motivating employees is fueled by aligning aspirations with our business objectives. This customized approach increases our team's commitment and maximizes their potential, propelling us to success.

Self-awareness is a cornerstone of effective leadership. You don't have to be a jack-of-all-trades, but you do need to be master of a few. Take a SWOT analysis of yourself. You do it for your business, so why not for your own skill set? It's a fast, straightforward way to get a read on where you stand. By understanding where you excel and where you could use help, you set the stage for more targeted team building. Hire or collaborate with people who fill your gaps, and you've got a well-rounded team ready to take on challenges effectively. Knowing your limitations isn't a weakness; it's smart business. It allows you to focus on what you do best, which is vital in a small business setting where resources are often limited.

I recently attended a webinar where Indra Nooyi said a Leader is a one who you want to follow rather then you have to follow. Such an important lesson, for a small organization Leadership style has to be adaptive, transparent and example driven. You have to be inclusive and make sure you belive in active listening skills.

EQ is a game-changer in leadership, especially in smaller teams where dynamics are more intimate. Understanding emotions—yours and others'—equips you to navigate complex interpersonal situations. A good practice is the "pause and reflect" method. When a situation gets tense or emotional, take 5 to think through your emotions and how you'll react. This simple step can shift the outcome from conflict to constructive dialogue. High EQ is key for servant leadership too. Being able to empathise with your team means you can better serve their needs, which in turn enhances productivity and job satisfaction. Developing EQ is not an overnight thing, take the time to invest in this skill, and you'll reap the benefits.

Emotional intelligence is the piece of business that is often the least emphasized but can have a great impact. I can't total how many times I would speak to other consultants and they would have stories of 1 person being a cancer at an organization, but nobody would address it. They would deal with years of losing candidates as a result. When I began leading people this was where I had to study the most. I believe because as an entrepreneur you are typically wired to "get things done" when other people won't. Problem is that with leading, that mindset hurts expanding your execution. The people element always helps to get more done so as small business leaders one must at least have some tact in this area to be successful.

Learning from other leaders is extremely beneficial to us. Through mentorship, networking, and observing their actions, we actively seek insights. We pay attention to their advice, both their successes and their failures. It is critical for growth to be open to feedback and constructive criticism. Observing how they deal with decision-making, adversity, and team dynamics can help us improve our leadership style. By remaining curious, humble, and receptive, we can constantly expand our leadership toolkit, incorporating the wisdom of those who have gone before us into our own journey.

As leader we must first learn of new skill sets or information so that we can share those data with our team. Learning should be daily or frequent since information one day could become outdated the next. As we evolve so will the way we reach evolve.

Leadership is a journey, not a destination. The moment you think you've 'made it' is the moment you start to stagnate. Implement a "continuous learning" ethos in your workplace. Whether it's a weekly 20-minute team chat of new industry trends or subsidising courses for staff, make learning habitual. For you as a leader, it's about embracing change, setting new milestones, and challenging both your team and yourself to hit them. Always be in tune with industry shifts, tech updates, and customer behaviour trends. And remember, it's not just about growing revenues or scaling up; it's about personal growth, team development, and sustained ethical and sustainable business practices.