When it comes to leaders we all like to use a one word description of their style.  You know, she’s a charismatic leader, he’s a dictatorial leader, she’s autocratic, etc.  You get the picture. Now image if the people who worked for you had to pick one word to fill-in-the-blank on your leadership style…would it be the same as your choice? Here are some examples of possible descriptors:

• Charismatic
• Dictatorial
• Supportive
• Empathetic
• Friend
• Coaching
• Absent
• Manipulative
• Hands-On
• Effective
• Efficient
• No-nonsense
• Participative
• Authentic

Did you pick one? Did you figure out what your people would pick?

Now ask yourself some more questions:

• If the two styles descriptors don’t match – which would you prefer?
• If the two styles are the same – is it effective? Are employees satisfied and productive?
• Is your leadership style a natural extension of yourself or does it require daily effort?
• Would you like to change, tweak, or refine your style?

While answering these questions remember what the ultimate goal is of leadership – getting everyone on the team working towards a common goal while creating a positive and open environment for collaboration. (this is my definition, there are many)

Take a look at your style – is everyone working as a team or are they working solely for their benefit? Do you have a positive environment? Are others open to sharing ideas?

If so, congratulations – you have a leadership style that works!

If you don’t – what needs to change?

Let’s take a look at each aspect of the definition separately, find the one that you want to improve and read the suggestions.

Getting everyone on the team working towards the same goal.  This can be the most challenging since everyone may have a separate agenda or goal for themselves or worse – personality conflicts. This is a topic all on it’s own – but here are a few pointers.

• The team needs to know it’s objective
• Each member of the team needs to know how they fit in
• Each member of the team needs to understand how their work affects the others
• With personality conflicts – explain that they don’t have to like each other to work together
• In a team meeting – have each person explain how they like to work so others understand

Positive Environment. This is about employee satisfaction, engagement and motivation. I have touched on this subject before – (employee satisfaction post) for ideas on what is employee satisfaction. Set expectations, listen and show them respect.

Open environment for collaboration. Do your employees share ideas with you or amongst themselves? If not, why not. Are ideas or suggestions tossed aside without thought or review?  How to start collaboration:

• Listen to their ideas
• Use probing questions to get further understanding
• Ask what results they expect
• Even ask if they see a down side

This is the easy part – you identified your style, you identified how your employees would classify your style and what you want to improve on.  Now the hard part – putting the information into action.

If you are making a drastic change in your style, obviously people will be surprised. Their reactions will vary from “this won’t last” or “is this the flavor of the week” or “what’s she up to” to a whole list of other possible reactions. It will take time.

Everyday you will have to make a conscientious effort change or improve. This effort will have to be daily, don’t worry you will have a few slips ups. That’s ok as long as you notice it and try not to repeat it. Eventually you won’t have to think about it and it will come naturally, about 30 days.

Thirty days have gone by, you have been making the changes, so now what? You should be experiencing positive results, better teamwork, and communication between team members. You have now found your style and your new phrase can be “I’m an authentic leader”.  Congratulations!