How can you develop an effective leadership style in any situation?

Developing an effective leadership style in any situation requires a blend of adaptability and self-awareness. A successful leader understands the needs of their team, communicates clearly, and remains flexible to navigate diverse challenges. Embracing continuous learning, fostering open communication, and leading by example are essential components of a well-rounded leadership approach.

The most effective system that helped me navigate situational leadership for myself and our clients is called the Enneagram. The Enneagram is an incredibly complex system of personal development. In essence it describes 9 personality types, each with its own fixations, development, strengths and weaknesses. Interestingly enough, the Enneagram provides solutions for any situation. When we understand that we have all 9 personality types in us, and thus all the strengths and weaknesses they engender, we become freeer to choose what patterns of behavior we will apply and to see our blind spots in leadership with more ease. The Enneagram gave me a map of the complexity of human behavior. Regardless of what map you use, have one at hand.

In my experience, I've learned that while books and leadership models offer valuable insights, the most impactful leaders, as evidenced by the leaders I most revere, and the positive feedback from the teams I've led, prioritise authenticity. Forcing a leadership style that doesn't align with your natural self can be easily detected and erode trust, a vital cornerstone of effective leadership.

Knowing one's "strengths and weaknesses" is indeed of paramount importance in everything you do professionally. What makes it stand out in a leadership context is how to deal with the weaknesses: Normally, in a non-leadership context, good advice is to focus on strengths and enhancing them instead of wasting time and energy to combat weaknesses. In a leadership setting this is not an option: When confronted with a specific situation as a leader you have to lead even if this contexts requires you to act in a way where you feel weaker as in other settings. My experience and advice in such circumstances: Be crystal-clear and authentic in your communication in order to avoid showing that you are not comfortable with this specific context.

There’s one strength or weakness that matters in leadership: ambiguity. Are you comfortable with it or not? If you’re not comfortable with it - you may be stuck in safety and security mode. Figure out why. Get comfortable being uncomfortable.

Crafting an effective leadership style begins with deeply understanding the specific situation and context at hand, whether it's a crisis, a growth phase, or a complex challenge. Adaptability is key; assess whether a directive approach, participative leadership, or a coaching style aligns best with the dynamics of the situation, ensuring your leadership strategy is a tailored fit rather than a one-size-fits-all solution. Embrace continuous learning, regularly evaluating the evolving context and adjusting your leadership approach accordingly, cultivating a dynamic style that resonates with the specific needs of your team and organization.

As emotional beings we all tend to perceive the world according to our emotional state and conditioning. To get rid of bias (at least as much as possible) I have been using a technique called “STOP” for over a decade now. I’ve learned it from a fencing olympic team trainer who recommends to pause and focus on your breath for 15 seconds to assess the situation. It is widely used for mindfulness to explore bodily, mental, and emotional sensations. This technique is particularly helpful in stressful situations, to avoid reacting immediately and impulsively and to focus instead on the breath to keep a calm mind.

When the situation you are faced with is a crisis situation, always perceive that crisis as an opportunity: Some changes are only possible when there is a broadly accepted need for change or for speed or for questioning old beliefs. All of this occurs in a crisis situation. So: Never waste a good crisis!

Leading effectively requires adapting to the situation like a chameleon. To do this, map out the context: understand goals, challenges, and resources. This can be achieved by gathering information, identifying stakeholders, and using frameworks like SWOT or PESTEL analysis. By understanding the situation, you avoid a one-size-fits-all approach and become the leader the situation needs, whether that's a decisive commander or a supportive listener.

You are assuming that all corporate people are familiar with these tools and platforms (which I teach) - which they're not. Using such tools can cause much negative impact. For example, when using the SWOT tool, most people think they need to "maximize" one's strengths. Maybe. However, when developing a meaningful plan, the issue isn't "maximizing one's strengths" but identifying the strengths you need to achieve your objectives. If they're the strength you already posses, then great. But commonly, you need to develop new capabilities which you would have missed if you were only focussing on existing strengths.

My mental model is not a set of switches that have the names of leadership styles written under them. Instead, it is a set of dials for certain behaviors that need to be adjusted continuously based on the situation, the client, the team, and my own state of mind. Those dials include More Hands On/More Hands Off, More Inspirational/More Practical, More Long Term Focused/More Focused at Immediate Bottleneck, More Aggressive/More Deliberate. The dials can be tweaked to ensure highest-quality performance. There are also some presets that should not be touched regardless of situation - like Own the Story, Own the Team Experience, Own the Outcome.

Read the room. It's more effective in the long run if you can speak with people in ways that will resonate with them. Put their needs first, adapting your leadership style accordingly to get them to go in the direction you want them to go.

A leadership style is something inherent to the person, which will evolve along with the personality. A great contribution for self awareness is to run our own research to learn about our personality and suitable leadership styles. Fortunately the subject has been studied since the early 20th century and research has continued to enrich the knowledge. Most common types are: Transformational, Delegative, Authoritative, Transactional, Participative, and Servant. Once we have an idea of our style we can choose role models to get inspiration and become great leaders, but we shall always keep in mind that in the end we will always end up being our own selves. As a consequence we have to work to gradually become a better version of ourselves.

I was highly influenced by the old HP way that included management by walking around. If you are out of touch with your subordinates, it will be difficult to motivate them to excel, to go beyond the routine and truly innovate for their customers. Showing your own passion for the business and for their individual success sets a tone that employees will appreciate and want to emulate. I am not sure you need to read a ton of business books, because it all comes down to common sense. People will follow people they trust and they trust people they can relate to.

Le choix du style de leadership est fonction de la maîtrise de la sociologie de l'organisation et celle de son environnement. Le croisement de la mission, les objectifs assignés, les moyens (humains, financiers et techniques), l'aperçu du SWAT avec la sociologie est un bon déterminant du style de management à implémenter

Long gone are the days when we were not aware that we’re continuously changing as a society. The vertigo of technology adoption and geopolitical shifts are the news of the day, and it will continue as the norm for the decades to come. As a consequence, leadership and change management are intrinsically linked, bringing as mandatory for leaders the proficient skill of being good communicators and also to give predominant weight to the communication strategy management. One consistent outcome that research shows over time is that integrity is the most important attribute of a leader to be trusted.

Clear and convincing communication is foundational for effective leadership. It fosters understanding, alignment, and motivation among team members. By articulating your vision, values, and goals with clarity, you create a shared understanding and inspire others to follow. Additionally, open communication channels facilitate feedback, enabling continuous improvement and a collaborative, supportive work environment.

Unclear communication is the cornerstone of leadership failure. Set the tone. Manage expectations. Don't overpromise. You'll find you need to communicate three times more than you think to get your vision across.

Storytelling in leadership is often more effective than the STAR method due to its emotional resonance and relatability. While the STAR method is structured and clear, storytelling captures attention and imagination, creating a more memorable and impactful experience. It allows leaders to convey lessons and values in a way that listeners can connect emotionally, fostering deeper understanding and engagement. Stories can inspire, motivate, and drive change more effectively by humanising the leader's message and making abstract concepts tangible and relatable. However, effective leadership is about understanding which blend of techniques is appropriate for a given situation.

Whatever is the method you choose, I would recommend those pillars: - get prepared for the conversation you are going to have (message, potential questions, etc.) - your message has to be simple and concise. - set the reason/scope of the meeting, ideally before it happens (agenda, or title of the meeting) - remain calm, whatever it happens.

Being a leader who turns that pyramid or hierarchy upside down, and looks to help the employee achieve their goals, will work in most companies. It can be a surprise to an employee to get empowered. It’s why I like OKR system as it is clear about objectives and the key results but the employee can get their work done in their style. Think about the old fashioned way of developing a film to create a photograph. Your employee can now interpret how to get to an end image and bring their knowledge of technology and design to create an even better end result than the boss imagined. That is leadership - a surprised and delighted boss and a confident employee.

Empowering others is the cornerstone of sustainable leadership. It's not just about delegating tasks but about entrusting your team with the authority and autonomy to make decisions. Techniques like coaching and mentoring are transformative, promoting personal growth and a shared vision. By investing in people's development, leaders don't just build a robust team; they create a legacy of leaders who embody a culture of continuous learning and adaptability, essential for any organization's long-term success.

This is crucial in developing an effective leadership style. For instance, a leader who actively encourages others to express their ideas and take charge of projects creates an environment of trust and innovation. This leadership approach motivates employees to fully engage and contribute their best, fostering a workplace where creativity and initiative are highly valued. Such leaders build a culture where employees feel valued and confident in taking risks and proposing solutions. The result is a dynamic, collaborative team capable of tackling challenges efficiently and contributing to the organisation's overall success. This empowerment-centric leadership style enhances individual performance and drives collective growth and achievement.

C'est en aidant les autres, que l'on s'aide. Grandir seul, c'est tomber seul... L'on s'épanouit mieux lorsque les autres ressentent l'empathie...

One of my biggest breakthroughs in empowerment and delegation is understanding the 5 levels of delegation as taught by @michael Hyatt. For years I was frustrated by bosses trying to “groom” and “empower” me or “grow my critical thinking skills” when I ended up simply trying to guess what the boss already wanted. Now, if I know exactly what I want, I don’t guise it as empowerment. I give specific instructions and tell my staff not to deviate. If I’m open to suggestions but want to make the final decision after hearing recommendations, I let the staff know up front too. Only in situations I’m willing to let the staff propose or decide, is there true autonomy in decision making. You’re welcome. I wished I known earlier.😅

The journey of leadership is an ongoing learning process. Continuous reflection is like fine-tuning the compass that guides the leadership style. Embracing tools like SMART Goals helps in understanding strengths, learning from setbacks, and shaping a more resilient and authentic leadership approach.

The art of reflection is gradually being lost. But this is the one main thing we need to do in order to grow. You can gain wisdom from learning many things directly or indirectly. But reflecting (i.e. discussing with others and/or talking yourself through it) - integrates wisdom. Many people have wise ideas and even smart ones. But taking time to integrate these disparate ideas produces new categories of thinking i.e. new paradigms of how to operate and be effective. These kinds of new categories of thinking are the hallmark of master leaders. They create new categories of thinking almost every week. These new categories of thinking lead to innovation ... but also more importantly to whole new worlds of operating effectiveness.

Use yearly or quarterly performance reviews with your team to openly ask them for feedback on how you dealt with a specific leadership situation. Do this at a point in time when the specific situation already definitely lies in the past.

Continuous reflection and improvement are vital in leadership as they foster adaptability and relevance in an ever-changing environment. By regularly evaluating their strategies, decisions, and outcomes, leaders can identify areas for growth, learn from mistakes, and adapt to new challenges. This practice encourages a mindset of lifelong learning and innovation, ensuring leaders stay ahead of evolving trends and needs. It also builds credibility and trust as teams see a leader committed to personal and organisational betterment, enhancing overall team performance and success.

I ask myself the following questions, 1. What would I have done differently to create a more positive impact? 2. Why didn’t I do it the initial time? This brings out my growth areas to work on 3. What systems do I need to put in place to ensure I action the items in point 1 for a similar situation?

Craft a leadership style that defies convention by embracing a "Chameleon Commander" approach, adapting your leadership style based on the unique demands of each situation, ensuring versatility and resilience in your leadership toolkit. Unleash creativity by hosting "Leadership Laboratories" experimental workshops where you and your team collaboratively explore and redefine leadership dynamics, fostering innovation and a shared understanding of effective leadership. Break free from traditional molds with a "Radical Reflection Ritual" dedicating regular moments for introspection and unconventional thinking to continuously refine and evolve your leadership style, creating a disruptive and effective approach that transcends boundaries.

There are many analogies between leadership and parenthood, after all parenting is a form of leadership. Like good parenting, a great leader enables people to feel safe to explore and develop, to be themselves and to give their best. At the same time, a great leader also knows when to step in and take charge - when direction is needed, to maintain safety, when boundaries are crossed, when poor behaviour should not be tolerated. It’s the combination of enabling play, exploration, development and authenticity with providing direction and assuring safety and security when needed. Ultimately, the greatest leaders fuel and enable many others to become great leaders too!

To develop an effective leadership style that is effective in any situation, cultivate self-awareness to understand strengths and weaknesses. Embrace adaptability, tailoring your approach to diverse situations and individuals. Prioritize open communication, fostering a collaborative environment. The democratic leadership style is one of the most effective because it encourages everyone to participate in all processes, share their opinions, and know that you will hear them. It also encourages employees to be engaged because they know you will hear their feedback

In my experience, developing an effective leadership style consists of several factors but there are three that are core. These are: 1. Self-awareness and management 2. Your Values 3. Connecting with people/team ( not just communicating). If one cannot manage themselves, they will find it hard to manage others. Knowing one’s values and one self help to manage, lead, and understand your team. Connecting with people is vital to lead them through all situations be it a change, downturn or progress. I would say an open and flexible mindset also helps to see the situation from different perspectives and listen and adapt.

The key to an effective leadership style in any situation lies in adaptability. So, tailor your style to suit the unique demands of each situation, and implement the right approach at the right time.