There’s not one leadership style that works for all contexts.
For example, in some situations, it’ll make sense to tell people what to do, whereas asking open-ended questions will work better in others.
- You might need to adjust goals as new information emerges, or, under certain circumstances, stick exactly to the plan.
- You should adjust your style based on the people you’re managing, the context in which you’re leading, and the outside pressures you’re under.
To navigate tensions like these, you need a good deal of self-awareness. So understand your natural tendencies. What’s your default position? Do you tend to be more of a traditional leader, or do you align with a more adaptive, fluid style?
If you’re not sure, get feedback from others. Then learn, adapt, practice.
The goal is to develop a portfolio of micro-behaviors you can employ when the situation demands you use a different style. And look to your employees for signals on when it’s appropriate to favor one approach over another.
Harvard Business Review
