Be Intentional with Your Leadership Style

Adjusting Your Approach to Fit the Situation

One of my favorite topics is leadership, and it occurred to me that I haven’t talked about different leadership styles. I’m not going to go over all eight, but I really want to ask you, as a leader: Do you know your leadership style? Are you combining a couple of styles? And most importantly, is your approach right for the situation at hand?

They often say that when we’re talking to someone, we should adjust how we speak depending on the person - not to change who we are, but to connect in a way that makes sense for them. For example, if I’m talking to someone who prefers data, I’ll focus more on facts and less on emotions. If the person cares about how something feels, I’ll approach it differently. Does anyone do this perfectly? Probably not. But it’s the same idea with leadership.

Different leadership styles work in different situations. Take the autocratic leadership style, for example. There are times when it’s necessary - like when a quick decision has to be made, a pivot is required, or a clear directive is needed. In those moments, having a leader step in, make the call, and tell everyone what to do can be invaluable. But living in that style all the time? Probably not the best approach.

So, if your natural style is to tell people what to do, ask yourself: Is it serving you right now? I’ve seen leaders in tough situations default to an autocratic approach, even when it wasn’t the best fit. Sometimes, they’ll try to soften it by saying things like, “I want you to do this… Are you good with that?” With that way of asking a question, the team will feel like they don’t really have a choice. If people aren’t answering your questions or sharing their opinions, you might be more autocratic than you realize.

One way to check is to record a meeting. When you ask for input, do people share ideas, or do they just agree with you? If it’s mostly agreement, it could be a sign that your team doesn’t feel safe sharing their thoughts. There’s nothing inherently wrong with autocratic leadership, but if you truly want feedback or brainstorming, you need to create an environment that encourages it.

On the other hand, coaching leadership style can be fantastic, but it has its challenges too. I once worked with a manager who loved the coaching style. She made her team feel supported and encouraged, but the problem was they weren’t hitting their goals. Everyone felt good about being there, but the company wasn’t seeing the results it needed.

Democratic leadership style is another one to explore. It emphasizes collaboration, valuing everyone’s opinions and input. But it’s not without its challenges. If you rely solely on the group’s decision, are you considering the bigger picture and stakeholder needs?

Then there’s the pacesetter leadership style. This is about setting high standards and holding people accountable. It’s effective for quick results but can lead to burnout if overused. The real magic happens when you combine styles. For example, set high expectations as a pacesetter, then step back into a democratic or coaching role once the team knows what’s expected.

Ultimately, leadership is about knowing what your team and the situation need. Look within, reflect on your style, and ask yourself if it’s working for you, your team, and your company. The goal is always growth, improvement, and making choices that lead to better outcomes for everyone.

So, here’s my takeaway: look within and ask yourself if your current leadership style is serving your goals. Don’t just stick to behaviors because they feel familiar. If you’d like me to dive into the other leadership styles, let me know.

Leadership is a privilege and an honor. Let’s strive to do it well.

Take care!