Article:

Leveraging Your Leadership Style

   by Lorraine Bosse-Smith

Our country has been blessed with some incredible leaders throughout history.   In fact, our nation’s foundation is based upon powerful, strong leaders…not managers.  Managers manage things and tasks while leaders “lead” people.  It’s a simple yet profound statement that should be taken to heart.  Unfortunately, we have also saw the repercussions of poor leadership in corporate American in recent years, so each of us should be evaluating how we are approaching our job, regardless of the title.  Are we managing the details, systems and processes or are we motivating, inspiring and challenging people? True, authentic leadership is influences others and inspiring them to do amazing things together.

Certainly, “things” must be cared for, but without people, we don’t have any “thing.”  Without people, “things” become irrelevant.  How, then, does one lead people when we are all so very different?  Easy…by first seeking to understand others.

Let’s first take the population and split it into two groups.  Some would be outgoing while others would be reserved.  Think of it as an “Internal Motor” that causes us to be one way or the other.  The same population is then split into two sub groups:  those who are drawn towards tasks and those drawn towards people.  This “Internal Compass” points us towards completing tasks or being with people. 

By recognizing these basic points in your people, you can adapt your leadership style to meet their needs.  Here is how: 

The first group is your Commanders, representing about 10% of the total population.  They are outgoing, and their “Internal Compass” directs them towards tasks.  These success-oriented, results-driven individuals have incredible ambitions, but they need to be in control.  How you lead them will determine if you lose them to your competitor of if you groom them to become rising stars!  As you interact with them, allow them to be in charge.  Emphasize the opportunities available and be very direct and businesslike.  Do not give them too much detail or you will lose their interest.  If they want more information, they will ask for it.  Focus on the bottom line and “what is in it for them,” and you will have a future peer.  Clues to spot them:  fast-paced, impatient yet purposeful.

The second group is your Coaches, representing about 25 to 30% of the total population.  They are also outgoing, but their “Internal Compass” points them towards people.   These interactive, expressive individuals want to be popular and have fun.  They enjoy the entire experience of working with people, but they can be easily distracted from their original intent.  A friendly, upbeat approach is best, and if you show them how they will gain recognition/approval because of their role, they will do anything they are asked to do.  Again, too much detail may turn them off…or jet them on a bunny trail.  Clues to spot them:  fast-paced but a bit disorganized.  They love to share stories, so be prepared for a some-what lengthy but fun process.

The third group is your Counselors, representing about 30 to 35% of the total population.  These quiet and shy individuals have an “Internal Compass” that leans towards people.  They require stability and avoid change for the sake of change.  Because of their slow pace, they may procrastinate with projects, which stresses them out.  Being personable and sensitive to their situation is paramount.  Try to minimize (or at least explain why) change and challenges involved with decisions.  Instead, emphasize the relationship long term.  If you do, they will be loyal to you until the very end.  They will be interested in details, but will appreciate your sincerity more.  Clues to spot them:  a slower-pace and unresponsive at times.  Without assistance, they may not be able to make a decision.  Kindly coach them, and you have a steady, reliable staff member you can count on.

The last group is your Conductors representing about 20 to 25% of the total population.  They are reserved but their “Internal Compass” prefers tasks.  These reserved individuals of few words are analytical by nature and are processing machines.  They take in everything and shift it through a screening device called logic.  You must offer facts, figures and an array of details to prove the quality of your decision.  Then you must give them time to decide if they agree.  Always act logical and be consistent in your dealings with them.  Don’t fear losing them by giving them time to “think it over.”  If you have given them what they asked for and addressed their questions, then they will “sign on the dotted line” with confidence.  Clues to spot them:  slow pace and inflexible at times.  They may come across as cold, but they are calculating everything out.  Again, expect the process to take time, but it will be worth it.

When we think of leading our people and accommodating ourselves to meet other’s needs, it gives an entirely new picture to our roles.  The world would be a much better place if we all tried harder here, and we all can.  Begin leveraging your leadership style today and notice the difference!  You’ll have happier employees and a booming business.  Who doesn’t want that?

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