LI Post: Which style of leadership in the Brave New World?

Author: Geoff Lorigan CNZM

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Which style of leadership in the Brave New World?


This is a question new leaders often try to fathom. And not-so-new leaders overlook or avoid at their peril.

The answer depends on the situation, your personality, and on the experience and capability of those you are leading.

FIRST CLARIFY EXPECTATIONS, IDEALLY IN WRITING

Clarify what the priorities are, the expected outcomes, budget constraints, risk appetite, and the parameters and frequency of reporting back on progress you expect (SITREP - situation report).


LEADING EXPERTS

Align and agree on expectations — then get out of the way and let them get on with it.

Ensure they provide regular SITREPs.

Schedule regular debriefs using the SITREP as an agenda for a focused update with each other.

Adopt a trust but verify approach.

Encourage them to self-review annually (at a minimum) and get 360 feedback which the two of you should review together.


LEADING NOVICES

View your leadership as an opportunity to nurture and grow the novice team member.

Work with them closely over a period of time, mindset them and get their buy-in to you adopting a coaching style of leadership.

Most likely they will mask an elevated level of nervousness at the start. It will take effort and time for you to build their trust to open up.

Deploy the GROW Coaching model:

Goal

Reality (where now),

Opportunity (could become),

Will (commitment).

Specify expectations in writing - let them know which aspects you will:

a) instruct them on
b) advise them
c) ask them to research, write up, and discuss with you their findings
d) let them go for it and report back on the outcomes.

Require regular weekly or fortnightly SITREPs and debrief using a coaching style — remembering that coaching involves asking questions rather than giving answers or providing solutions.

Be mindful that working-from-home adds extra leadership complexity. For example, it’s more difficult to remotely monitor anxiety and the spillover impact of non-work and lifestyle factors on Mojo, mood, and engagement. That’s why the SITREP is so valuable to both you and those you lead.

Quarterly self-reviews and six monthly 360 feedback are recommended with targeted measurable action plans.

KEY POINTS

Whichever style of leadership you deploy you are responsible for outcomes and smart leaders always adopt a trust but verify approach.

Mind setting and managing expectations are key to leadership success.

Leadership is both a state-of-mind and a role.

It requires a multitude of capabilities — the essential ones being self-awareness, interpersonal awareness, and self-management.

In closing, I encourage you to develop and hone your own style of leadership (ideally with the support of a leadership coach) to connect better with those you lead and effectively build and lead your team.

Finally, remember to build on your natural strengths and celebrate your successes.

Onwards and Upwards

Geoff

ISLleadership.com
#london
#leadership

See the original LinkedIn post here.