Have you ever wondered why you might not get along with certain people in the workplace? As a leader, do you have an employee that you struggle to communicate with or connect with? Safe to say, given our varied experiences and backgrounds, challenges in working together are inevitable.
What if there was a better way to work with others?
At Employers Council, one of the models that we work with suggests that most people fall into one of four leadership styles. Leaders tend to prefer one of these approaches as their dominant or preferred style. It doesn’t mean they don’t use the other three styles. They do, depending on the situation. The key is knowing one’s preferred style and the styles of those they work with.
The following is a brief explanation of the four leadership styles and why they matter:
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Direct: Someone with a direct style wants quick results. They get people moving toward a specific goal and like to take charge in most situations. They are most effective when action and quick decisions are required. The challenge with the direct style is they may not be effective in situations requiring tact or sensitivity toward others.
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Spirited: The spirited style inspires others and likes new approaches. They create a fun and spontaneous atmosphere and enjoy rallying support. The spirited style is most effective when people need encouragement to finish a project or meet a deadline. They may be less effective when deadlines are critical and results are essential.
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Considerate: A person with a considerate style actively listens, works well with others, and is considerate of others’ feelings. They tend to be patient, tactful and diplomatic in most situations. The challenge with this style is they may not easily take charge or make quick adjustments with unforeseen situations.
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Systematic: Someone with this style prefers to make decisions based on facts, require specific details, and are analytical. They are most effective when careful, long-term planning, accuracy, and objective analysis is needed. The systematic style tends to struggle with ambiguity, conflict, and quick decisions.
All of us tend to prefer one or maybe two of these styles. Just as we learned to write with our right or left hand, we naturally default to one of the styles. As mentioned previously, we also use the other styles, depending on the situation. Using these other styles may take more effort on our part.
The benefit of knowing your preferred leadership style is that you will know how best to work with other styles. This is called, “flexing,” or adjusting your approach to work with someone of a different style.
The leadership style model is just one part of a foundational leadership training course that Employers Council offers called Supervision Core Competencies. In this class, participants learn about the four leadership competencies of intrapersonal awareness (which includes leadership styles), interpersonal relationships, developing others, and dynamic interactions. They all focus on supporting the organization, team, and individual and the goal of becoming a more effective leader.
For more information on our leadership and development classes, visit our training catalog or email us at info@employerscouncil.org.
Mark Castillo is a human resources consultant for Employers Council.