What do you do if your leadership style doesn't align with the type of change?

First step - honest assessment. What is the change that is happening, and what are the leadership outcomes needed to successfully lead this change? Second step - consider your leadership mindset. are their other styles of leadership that can produce the needed results? Are their places where you mindset is anchored and/or your approach is more about being right than effective? Third step - What a great opportunity to flex! Observe others who seem to be leading more effectively with different styles. Who can you ask for help?

It's advisable to align with the evolving changes within the organization. - Be flexible in your working style. - Build positive relationships with new leadership. - Seek clarity on the existing role and responsibilities. - Focus on delivering high-quality work. - Embrace learning opportunities. - Maintain a positive attitude towards change. However, should the adjustments impede professional fulfillment, exploring opportunities outside the present organization might be a prudent course of action.

1. Self-Reflection: Reflect on your leadership style and identify areas that are not compatible with the change process. Be honest with yourself and willing to change your approach to match the needs of the situation. 2. Adjust Your Leadership Style: Every situation may require a different leadership style. Be willing to adjust your approach as needed. This might mean being more authoritative in a crisis or more democratic when trying to build consensus. 3. Seek Feedback: Speak with your team members to understand what they think about your leadership style and the change you are implementing. Understand their concerns and take their feedback into consideration.

Recognizing a mismatch between your leadership style and the change is crucial. Conduct a thorough assessment, comparing the change's attributes with your strengths and weaknesses. Identifying the disparity is the first step. You can adapt your style or enlist team support to address it effectively.

The first step would be to do gap assessments to identify the root cause. Once identified would like to take help from my colleagues to rate those gaps that I just identified to know which ones are more critical ones for misalignments. Work on top 2-3 gaps at a time with an action plan with regular feedforward from my fellow colleagues.

It's important to ask trusted colleagues and team members for feedback on your leadership style during change. Their insights can help you understand how others see your approach and what changes might be needed. Be open to constructive criticism as a chance to learn and improve. Feedback often reveals blind spots that, when addressed, can make you more effective during change.

Be open to receiving feedback in an honest manner. Practice active listening and hear the comments with an open mind, always seeking to understand the other person's perspective. From there, evaluate what you are doing well and what can be improved.

If we are talking about feedback it should be constructive approach which is usually consist from 3 parts: 1. What we are doing well 2. What should we develop or change 3. Development plan This is basic 3 steps of constructive approach which aimed to develop skills and knowledge.

The toughest part is to take feedback even after you have succeeded as your superior always give you feedback when do not succeed. While when you have succeeded you will get more jobs. It is important to spend time to find what action of yours and what were the resources that helped you succeed. With this list go to your superior and seek feedback then you are exhibiting the intent and action towards your growth even when you succeed that gives rather best result.

Solicit feedback from stakeholders, team members, and mentors about your leadership style and its compatibility with the change initiative. Listen openly to their perspectives and concerns, and be willing to acknowledge areas where adjustments may be needed.

I know the easy answer here is adapt but sometimes give your leadership style also the benefit of doubt. Maybe the change requirements need a revisit. The disruption because of the mismatch may be the reason to give a relook at the change direction. Yes, at the end you may need to learn and adapt but don’t given up on you individual leadership style prior to assessing impact.

If you are not familiar or haven't experience in required leadership style good to learn it via different sources. I suggest to read Dr. Pearl Hersey book "The situational leader". Also you can search internet to understand this model, listen for podcasts in youtube. So move from your comfort zone to learning zone!

Once you've identified gaps, commit to learning new skills and adapting. Seek training, mentorship, or self-study. Embrace flexibility and step out of your comfort zone. Demonstrating adaptability shows your commitment to leading effectively through change.

Continuous learning leads to continuous improvement. So become a life long learner from situations and people. Invest in developing new leadership skills or enhancing existing ones that are essential for leading the change effectively. This could include communication skills, emotional intelligence, conflict resolution, and change management expertise. Adapt your leadership approach to better align with the requirements of the change. This may involve adopting a more participative leadership style, empowering employees to take ownership of the change process, and fostering a culture of collaboration and innovation.

If you have an assertive style that doesn't fit the situation. To adapt, don't hesitate to step out a bit to see where are the blockers. Silence and observation. Don't speak too fast and let others finish their thought process. Accept their point of view and find a compromise for a win-win situation.

Delegation is not enough to ensure empowernment. It should be next step which called ownership. To ensure ownership and related empowernment with it there should be 3 main points present. 1. Motivation of person to do the task, so here should be personal intetest. 2. Ability and knowledge to perform task well. 3. Clearness of expectations, so the person should know what is expected from him and what he gets by performing this task well.

If adapting your management style is challenging, empower team members whose styles align better. Delegation is crucial in change management. Recognize and utilize their strengths to establish a leadership approach that complements the change, fostering inclusivity and dynamism.

It is necessary to build a trusting and teamwork-oriented environment where individuals can leverage their strengths towards the best outcome for the company. Therefore, focus on getting to know your team and have the sensitivity to empower them to use their skills effectively.

Empowering others is critical during times of change. Delegate responsibilities and provide necessary resources and support for success. Foster a culture of trust and accountability, and encourage team members to take ownership of their work. By empowering others, you can free up your time and energy to focus on more strategic leadership tasks. Consider creating a development plan for each team member, outlining specific goals and objectives, and providing regular check-ins to monitor progress.

. By empowering team members, leaders enable them to take ownership of their work, make decisions, and contribute meaningfully to the change process. This not only enhances individual motivation and engagement but also leverages the diverse skills and perspectives of the team. Empowered team members are more innovative, resilient, and adaptable, driving positive outcomes even in the face of uncertainty. Furthermore, by cultivating a sense of empowerment, leaders cultivate future leaders and create a sustainable framework for continued success beyond the immediate change initiative.

When it comes to implementing a strategy or change campaign in the future, there will be one golden rule that should always be highlighted: actions will speak louder than words. This will be especially true during a change process or any other type of communication. No matter how the message is communicated, if actions don't align with words, people will notice the inconsistency. Therefore, in order to create consistency across a change campaign in the future, it will be important to align physical, verbal, and nonverbal communication, and act accordingly.

Communication should be transparent, aiming to clarify a realistic view of the situation and what needs to be done. Seek the best way to communicate your intentions and ensure that your message has indeed been understood for everyone

Transparency in leadership and change management goes a long way. Share your story and experience and how you've been struggling with the change given your style. Share what strategies you have used to adapt. By communicating your struggles you give others license to share challenges as well and opportunities for solving them.

Clear communication is crucial when there's a disconnect between your leadership style and the change required. Articulate the vision, reasons for change, and expected outcomes clearly. Be transparent about your challenges in aligning with the change and how you plan to address them. This fosters trust and encourages others to share their challenges, creating a supportive environment for everyone to grow and adapt together.

The success of achieving short- or long-term goals becomes challenging if there is a lack of clarity regarding the necessary actions and procedures when implementing a change, despite obtaining buy-in from stakeholders and employees. Hence, the effectiveness of the processes associated with your change initiative is crucial for its overall success.

Self awareness is the absolute first step to discover your strengths and weaknesses. However, it’s key to understand what is the desirable leadership style in your organisation to manage change. It will depend on the challenge your company is going to face. If your company has to invest in digital transformation, leaders should adopt a leadership style that embraces innovation, inspires others to follow the digital transformation and understands people development needs to ensure right skills. The whole organisation should go in that direction so, change management has to ensure that key stakeholders supports and develop the required leadership key competencies.

During times of change, it's easy to get bogged down in minor details or setbacks. Keep the bigger picture in mind and maintain a long-term view. Stay focused on the ultimate goals and objectives, and remind yourself and your team of the reasons behind the change. Consider creating a "North Star" statement, outlining the core purpose and values that guide your leadership approach. Also, take time to reflect on your own motivations and drivers, and ensure that they align with the change initiative.

If my leadership style doesn't align with the type of change then I will do the following: 1. I will first analyze : my leadership style and the type of change being implemented (without any bias). 2. Upon the findings, I will rectify either my leadership style or the change being implemented with appropriate analytical and logical approach. 3. Be open for feedback and voice out my feedback too. 4.Collaboratively Work towards Organization's benefit and keep personal interests aside.

Well said Paul Short. While I am a huge advocate of development, too often I see futile investment in leaders. I believe there are three questions requiring “yes” answers before embarking on a development path: 1) Are they capable of getting where you need them to be? 2) Are they willing to go there? 3) Does the business have the time for them to get there?

It is very tiring to listen and read about the same topics, as if there were a recipe for everything. If we have learned anything in recent years, it is that people who exercise leadership roles must master (not just know) various leadership styles and adapt them to each situation. I go far beyond Blanchard's model, but I rely on it. In the same way that we adapt leadership to the level of development of people, we must adapt it to the maturity of the organization and its current situation.

For Leadership gurus, this'll sound blasphemous: In situations in which our Leadership style doesn't fit the change, the option to switch out players is always on the table - even on an interim basis. This is where ego gets in the way - where we believe we can be everything to everybody. Typically not so. Situational Leadership (Blanchard and Kersey) would suggest adapting our style to the situation, I love the idea, but find it to be more idealistic than practical in many situations. Great change can be stressful (for Leaders too), and when we're stressed, we often seek comfort - which, for Leaders, is often our default style. When pressure's on, play to people's strengths - which could mean adapting our role, not just our style.

If your leadership style doesn’t align with the type of change needed, it’s important to reflect on why that misalignment exists. You might need to adapt your leadership approach to better suit the situation, seek guidance or upgradation of knowledge with appropriate training for self and organisational expectations. Ultimately, effective leadership often requires flexibility and willingness to evolve based on the needs of the team and the circumstances at hand.