A leader has to be a person capable of juggling many huge demands at a time, they have to consider the opinions, needs, and wants of all around them. They need to be a person not only capable of making difficult decisions, but the right difficult decision. At the same time, they need to know how to look after their team, while pushing them forward to achieve greatness.

Is leadership in born?

Strong and capable leaders are rarely (if ever) born. Be skeptical of claims to the contrary.
Psychology research suggests that people become leaders through the process of teaching, learning and observation.

If you put your preconceptions aside, you’ll clearly see that leadership skills aren’t inborn, but have to be learned by training, perception, practice and experience over time. And when we say over time – we really mean over a lifetime, as successful people never stop learning.
It’s true. Great leaders constantly seek out development opportunities that will help them learn new skills. If your goal is to become a leader – you should do the same.

How important is leadership?

There are great and inspiring leaders everywhere. Anywhere you see a team that works well together, a team that consistently works at their best no matter the pressure, a team of people that are confident and determined; you are seeing a team with a great leader.
What is the definition of a great leader?

  • A great leader can unite a group of people, each with their own goals and interests, and make them work together in synchronicity for a common goal.
  • A great leader is able to inspire confidence and resilience.
  • A great leader is open to the good ideas of others. They are good listeners and are open to learn from their team.

Ultimately, a great leader turns a group of people into a dependable, reliable, creative, motivated and effective unit.

Basic traits to become a good leader

To develop your leadership skills, it’s best to pinpoint the areas that you feel you are not ‘up to par’ with, and strengthen them. To make this easy for you, I have a complete guide on all the most important leadership traits categorized into three areas:

  • Self-development
  • Communication
  • Team engagement

Advanced skills to become an effective leader

The most effective leadership is not a single entity, or a single set of values or rules a person must have in order to lead people. There are multiple leadership styles each with their own benefits and rules. If you have learned the basic qualities of leadership, upgrade your leadership skills by identifying your leadership style and master it.

Commanding Leader

A commanding leader makes decisions alone and gives orders to members to achieve goals.
A commanding leader can make decisions quickly. They don’t need to go through any discussions to come up with a decision most of the time. This saves time and is helpful especially during a crisis. Commanding leaders are often respected and are rarely challenged by the team.
Unfortunately, commanding leaders often inhibit critical thinking and demoralize employees’ team spirit as their opinions are not valued under such leadership. Team members are there for execution; they do what they’re told, and only the commanding leader gets to drive a decision forward.
Commanding leaders work best when quick decisions are to be made in a crisis or situation with inexperienced team members. As a result, many famed generals and politicians operating in times of strife fall into this category.

5ae1a073d1fc3.jpg

Visionary Leader

Visionary leaders are able to see the bigger picture and set the overall goals for the team.
This type of leader Inspires creativity and teamwork as team members are encouraged by the bigger end-goal of what they’re working on day-to-day. Jobs is one of the examples, but many tech company CEOs fit into this type too. Startup CEOs often frame product decisions around “saving the world”, and this is where the vision is found.
The flip side of believing you’re working on something which will change/save the world is that it may inspire fanatical belief in the leader himself. Another potential flaw is its heavily context-dependent, in another word, the goal at the end. With a constant focus on making the world a better place, team members can sometimes lose focus on their day-to-day plan they need to execute.

Democratic Leader

Democratic leaders make decisions together with the team members—regardless of rank—and closely work together with the team to achieve for the best results.
Democratic leadership is good for boosting team morale and improving relationships between leaders and members. An open environment encourages a constant stream of communication and idea exchange. For example, the idea of Gmail was brought to Google decision-makers by a lower-ranking staffer, as was the idea of AdWords. AdWords is a huge revenue driver for Google and it didn’t necessarily begin at the absolute top ranks, but the top ranks weren’t threatened when a new idea came about.
However, the authority of a democratic leader may be easily challenged and cause inefficiency in decision making. A collective decision-making process usually takes a longer time.

Affiliative Leader

Affiliative leaders show warmth and acceptance to members and create emotional bonds with them.
Because of the warmness provided, members feel safe and have a strong sense of belonging to the organization and perform better. Google has done studies of effective managers and found the No. 1 thing they provide is “psychological safety.” Affiliative leaders do that.
Unfortunately, mediocre performances may be fostered under an affiliative leadership because it rarely puts team members under pressure. Some team members may feel they can coast on certain work because their managers will always support them.
This leadership style works best in stressful situations or when team members’ morale is low. Typically, it’s used best together with other leading styles.

5ae1a0c685887.jpg

Coaching Leader

Coaching leaders are mentors to the more inexperienced team members. They help the members to better their capabilities and performances by constantly providing them feedback.
This creates a positive working environment where leaders and employees are constantly communicating. With the coaching leader’s guidance, team members grow and improve continuously.
The downside of regular coaching is that it’s time-consuming. It also takes patience to coach each of the team members. In an organization that focuses on immediate results, coaching is not preferred because it takes time to see significant results.
Coaching leaders work best with inexperienced employees who are eager to learn and grow. A leader who is proficient in convincing and influencing others will execute coaching leadership well.

5ae1a10ddafd3.jpeg

Bonus: Combine leadership styles

All these styles work well in specific situations, and oftentimes teams need a mix of the different leadership styles across different work teams and work projects.
The most successful organizations often have a mix of these leadership styles for teams and deliverables. There is no one-size-fits-all answer. The important thing is to understand where you fall, what your achievements and drawbacks are, and how you can grow or most benefit your team by considering adapting a slightly different leadership style.
Imagine that you are the leader of a small team. You have been given a problem to solve, and for a while you all have struggled over it. Suddenly you come up with a great idea solves the problem, but time is running out.

You need to be flexible. Let’s try mixing a few styles:

  • Visionary/ Commanding leader – Here, you have the goal in mind, as you have worked with your team before, you know their strengths and weaknesses, because of this, with your idea in mind, you are able to delegate tasks to each person depending on their strengths. You are able to successfully implement your idea.
  • Coaching/ Pace-Setting Leader – You know not everyone fully understands your idea, but there are some that do. Those who understand it immediately begin to work while you bring the rest up to speed, soon you’re all working well together and your plan is implemented.

These two aren’t the only combinations that might work here, and sometimes they may not work at all. But the key is to know when to be flexible.

A leader has to be a person capable of juggling many huge demands at a time, they have to consider the opinions, needs, and wants of all around them. They need to be a person not only capable of making difficult decisions, but the right difficult decision. At the same time, they need to know how to look after their team, while pushing them forward to achieve greatness. **Is leadership in born?** -------------------------- Strong and capable leaders are rarely (if ever) born. Be skeptical of claims to the contrary. Psychology research suggests that people become leaders through the process of teaching, learning and observation. If you put your preconceptions aside, you’ll clearly see that leadership skills aren’t inborn, but have to be learned by training, perception, practice and experience over time. And when we say over time – we really mean over a lifetime, as successful people never stop learning. It’s true. Great leaders constantly seek out development opportunities that will help them learn new skills. If your goal is to become a leader – you should do the same. **How important is leadership?** -------------------------------- There are great and inspiring leaders everywhere. Anywhere you see a team that works well together, a team that consistently works at their best no matter the pressure, a team of people that are confident and determined; you are seeing a team with a great leader. What is the definition of a great leader? - A great leader can unite a group of people, each with their own goals and interests, and make them work together in synchronicity for a common goal. - A great leader is able to inspire confidence and resilience. - A great leader is open to the good ideas of others. They are good listeners and are open to learn from their team. Ultimately, a great leader turns a group of people into a dependable, reliable, creative, motivated and effective unit. **Basic traits to become a good leader** ---------------------------------------- To develop your leadership skills, it’s best to pinpoint the areas that you feel you are not ‘up to par’ with, and strengthen them. To make this easy for you, I have a complete guide on all the most important leadership traits categorized into three areas: - Self-development - Communication - Team engagement **Advanced skills to become an effective leader** ------------------------------------------------- The most effective leadership is not a single entity, or a single set of values or rules a person must have in order to lead people. There are multiple leadership styles each with their own benefits and rules. If you have learned the basic qualities of leadership, upgrade your leadership skills by identifying your leadership style and master it. ### Commanding Leader A commanding leader makes decisions alone and gives orders to members to achieve goals. A commanding leader can make decisions quickly. They don’t need to go through any discussions to come up with a decision most of the time. This saves time and is helpful especially during a crisis. Commanding leaders are often respected and are rarely challenged by the team. Unfortunately, commanding leaders often inhibit critical thinking and demoralize employees’ team spirit as their opinions are not valued under such leadership. Team members are there for execution; they do what they’re told, and only the commanding leader gets to drive a decision forward. Commanding leaders work best when quick decisions are to be made in a crisis or situation with inexperienced team members. As a result, many famed generals and politicians operating in times of strife fall into this category. ![5ae1a073d1fc3.jpg](serve/attachment&path=5ae1a073d1fc3.jpg) Visionary Leader ---------------- Visionary leaders are able to see the bigger picture and set the overall goals for the team. This type of leader Inspires creativity and teamwork as team members are encouraged by the bigger end-goal of what they’re working on day-to-day. Jobs is one of the examples, but many tech company CEOs fit into this type too. Startup CEOs often frame product decisions around “saving the world”, and this is where the vision is found. The flip side of believing you’re working on something which will change/save the world is that it may inspire fanatical belief in the leader himself. Another potential flaw is its heavily context-dependent, in another word, the goal at the end. With a constant focus on making the world a better place, team members can sometimes lose focus on their day-to-day plan they need to execute. ### Democratic Leader Democratic leaders make decisions together with the team members—regardless of rank—and closely work together with the team to achieve for the best results. Democratic leadership is good for boosting team morale and improving relationships between leaders and members. An open environment encourages a constant stream of communication and idea exchange. For example, the idea of Gmail was brought to Google decision-makers by a lower-ranking staffer, as was the idea of AdWords. AdWords is a huge revenue driver for Google and it didn’t necessarily begin at the absolute top ranks, but the top ranks weren’t threatened when a new idea came about. However, the authority of a democratic leader may be easily challenged and cause inefficiency in decision making. A collective decision-making process usually takes a longer time. ### Affiliative Leader Affiliative leaders show warmth and acceptance to members and create emotional bonds with them. Because of the warmness provided, members feel safe and have a strong sense of belonging to the organization and perform better. Google has done studies of effective managers and found the No. 1 thing they provide is “psychological safety.” Affiliative leaders do that. Unfortunately, mediocre performances may be fostered under an affiliative leadership because it rarely puts team members under pressure. Some team members may feel they can coast on certain work because their managers will always support them. This leadership style works best in stressful situations or when team members’ morale is low. Typically, it’s used best together with other leading styles. ![5ae1a0c685887.jpg](serve/attachment&path=5ae1a0c685887.jpg) ### Coaching Leader Coaching leaders are mentors to the more inexperienced team members. They help the members to better their capabilities and performances by constantly providing them feedback. This creates a positive working environment where leaders and employees are constantly communicating. With the coaching leader’s guidance, team members grow and improve continuously. The downside of regular coaching is that it’s time-consuming. It also takes patience to coach each of the team members. In an organization that focuses on immediate results, coaching is not preferred because it takes time to see significant results. Coaching leaders work best with inexperienced employees who are eager to learn and grow. A leader who is proficient in convincing and influencing others will execute coaching leadership well. ![5ae1a10ddafd3.jpeg](serve/attachment&path=5ae1a10ddafd3.jpeg) Bonus: Combine leadership styles -------------------------------- All these styles work well in specific situations, and oftentimes teams need a mix of the different leadership styles across different work teams and work projects. The most successful organizations often have a mix of these leadership styles for teams and deliverables. There is no one-size-fits-all answer. The important thing is to understand where you fall, what your achievements and drawbacks are, and how you can grow or most benefit your team by considering adapting a slightly different leadership style. Imagine that you are the leader of a small team. You have been given a problem to solve, and for a while you all have struggled over it. Suddenly you come up with a great idea solves the problem, but time is running out. **You need to be flexible. Let’s try mixing a few styles:** - **Visionary/ Commanding leader** – Here, you have the goal in mind, as you have worked with your team before, you know their strengths and weaknesses, because of this, with your idea in mind, you are able to delegate tasks to each person depending on their strengths. You are able to successfully implement your idea. - **Coaching/ Pace-Setting Leader** – You know not everyone fully understands your idea, but there are some that do. Those who understand it immediately begin to work while you bring the rest up to speed, soon you’re all working well together and your plan is implemented. These two aren’t the only combinations that might work here, and sometimes they may not work at all. But the key is to know when to be flexible.
edited Apr 26 at 3:24 pm
 
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