O que você faz se seu estilo de liderança não está ressoando com sua equipe?

Leadership style is a choice - ideally informed by a combination of personal reflection as to the embodiment of your values plus observation of and listening into the prevailing organizational culture. In addition the leader has to assess how best to empower and enable the organization to achieve the vision and business objectives - oftentimes, to quote Marshall Goldsmith, "what got you here won't get you there." A true leader meets the people where they are and brings them on a journey.

If the team that is not resonating with my leadership style is a new team, I will take time to have a one-on-one session with each of them to understand where they are coming from, what style they were used to, or prefer and why. This insight will Mould my flexibility into working with the team to achieve expected results. I will often seek for constructive feedback and share the same with my team members in order to evolve, grow and thrive together in a healthy co-existence.

I would be looking for feedback on what is and isn’t working about my leadership style from my team. Questions that I would investigate: Is it truly my style or am I failing to communicate the mission, values, goals and expectations clearly? Have I engaged my team on a level that has them invested in the work? Does my team feel properly supported? Does my team feel heard? I would use the information to adapt my approach.

Take the time to define your leadership style and assess its alignment with your team's needs. Identify any gaps or points of friction, considering factors such as communication style and information processing. Additionally, explore the personality styles within your team; assessments can be valuable for this purpose. Once you've identified the root causes of any discrepancies, collaborate with your team to develop solutions that will guide you toward alignment and progress.

Analyzing my personal leadership style, I find it primarily falls within the realms of transformational and servant leadership. As a transformational leader, I strive to inspire and motivate others towards a common vision, encouraging innovation and growth within the team. I emphasize the importance of individual development and empowerment, fostering a culture of continuous improvement.

If my leadership style isn't resonating with my team, I would first seek honest feedback from team members individually and collectively. I'd actively listen to their concerns and observations, analyzing patterns in their feedback. Then, I'd adapt my approach, incorporating their suggestions and aligning it with the team's needs and values. Continuous communication and transparency about changes would be essential. Additionally, I'd offer opportunities for open dialogue, fostering a culture where team members feel empowered to voice their opinions and contribute to shaping the leadership dynamic positively. Regular reassessment and flexibility in leadership style are crucial for team cohesion and success.

I think it's important to note that the personalities and characteristics of each member of a team are diverse. It is important to look at each team member to see how to best interact with that individual. It is not always possible to manage everyone on the team the same way. You have your core leadership style, but you have to take the time to learn how to best interact with team members when your core leadership style isn't producing the results you desire.

You cannot lead effectively if you are not actively seeking and open to receiving feedback. Leadership is not one size fits all. Your style may not resonate, or may actively work against what you are trying to achieve. People bring their whole lives to work with them. Past work experiences, positive and negative, relationship patterns, trauma- they are all part of how that person shows up in the workplace and how they need to be guided, supported, led, and supervised. Ask your people what supervision and leadership ideally look for them. Ask how they prefer to receive feedback, and what you can be doing better and if there's anything they need from you that they're not getting. If there is, receive that feedback without being defensive.

Look at the bigger picture/pattern: Analyzing patterns in feedback is a nuanced approach to refining your leadership style. Identifying recurring themes helps pinpoint what aspects might be causing disconnects with your team. This process demands openness and a readiness to adapt—not necessarily altering your vision, but possibly how it’s conveyed or executed. Embracing this mindset fosters a culture of continuous improvement and alignment within the team.

Your role as a leader is to adapt to meet the needs of your followers. And this can mean a different style is required for each person. First up.. be honest.. are you expecting everyone to adapt to you and your style? This is usually the cold, hard truth as the controllers among us do like things our way. If this is you, it’s time to remember the inverted pyramid. You are there to serve those who serve your customers. Next up.. how well do you know your team and what they need from you as a leader? Have you had open and honest discussions? Now is the time. When you realise it’s about earning followership, and you adjust your style through communication and experimentation you find the team can’t do enough.

Meet the team half way! Adapting your leadership style to meet your team's needs is a hallmark of effective leadership. In my opinion, it’s not about changing who you are but refining how you connect, communicate, and motivate. This might involve trial and error, yet it’s essential for creating a supportive and productive team environment. In my view, the willingness to adjust and evolve your approach underscores a leader’s dedication to their team's success, fostering a more engaged and cohesive unit.

Adapting your leadership style isn’t about losing your identity; it’s about enhancing how you connect with and empower your team. Every great leader knows the power of flexibility. Start by genuinely understanding each team member's needs, preferences, and feedback. It's like being a chameleon, adjusting your colors to suit the environment while remaining true to your nature. Consider this: 'What minor tweaks can I make to my communication or decision-making process that could significantly uplift my team’s morale and productivity?' So, ask, listen, adapt, and watch as your team’s dynamics transform for the better.

When preparing for an interview, it's essential to emphasize qualities such as high integrity, truthfulness, resourcefulness, and organizational skills. Demonstrating integrity involves being honest, ethical, and transparent in your actions and responses. Highlighting instances where you've upheld these principles, even in challenging situations, can showcase your commitment to integrity. Similarly, emphasizing your truthfulness by providing genuine and accurate information helps build trust with the interviewer. Demonstrating resourcefulness through examples of how you've creatively solved problems or maximized limited resources illustrates your ability to adapt and thrive in diverse environments.