Related Posts
More Posts
Additional Posts in Leadership
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Download the Fishbowl app to unlock all discussions on Fishbowl.
Copy and paste embed code on your site

Scan your QR code to download
Fishbowl app on your mobile

Best leaders are the ones who own their unique leadership style (=natural talents & strengths), not trying to mimic another leader.
Check out this book:
Strengths Based Leadership: Great Leaders, Teams, and Why People Follow https://a.co/d/9ysqBPp
1. Adopt a humble and inclusive leadership model;
2. Reflect on what worked well for you - where you thrived and aim to bring those into your team where it makes sense to do so;
3. Ask your team individually and collectively how they want your support;
4. Provide an environment for your team that is physiologically safe;
I agree with all of this!
I would maybe also expand on 2. & 3. And say, what do you wish you had from your leadership/manager when you were in that position? Or what kind of support did you receive that made a difference for you?
I had some really bad managers early on in my career (who left within two years after I started thankfully), and as I moved up to more middle management, those were driving questions for me. What do I wish I had? Someone who communicated and included me, someone who actually answered my questions as I was still learning and didn't blow me off, someone who actually wanted me to succeed and grow, etc. Draw from your experiences to provide the best possible support for your team, and then, tailor it to each individual because people work in different ways.
Leadership development is an inside job. It is much more about who you are as a person and how you relate to people. External behaviors are important, no doubt. Your internal thought process is more important,. Work on that and you will be a better leader. Does your company offer coaching? If not DM me.
No I they do not offer coaching
Be the manger that you would want to work for.
I read up on leadership styles a while back. Authourative, Transactional, Democratic, Coaching, Transformational, Laisseze Faire. Trying to see if I could choose one that fits. And what I found is that your style can change depending on the company’s vision, support/involvement, type of role, type of associates. I found that I resonated with each and some point of my leadership. If I were to sort them in order by which I am primarily then this is mine.
Coach, Democratic, Transformational, Transactional,
Authoritarian, Laisseze Faire
See I’m a coach my nature. I show people how to do the job, I have them demonstrate, offer all types of support, then I hold them accountable.
If I need everyone in the same page for a partial job or for a change of direction then I’m more democratic. I want them to participate in the plan or at least appear like they are as I usually sway the results without them noticing. My primary goal of this interactive technique is just so that the change is better embedded. Than if I just dictate the change.
I’m transformational and a coach when at a company whose direction is constantly changing. This technique allows me and my team to be adaptable to change.
I’m only Authoritarian when I have a quick decision to make, like a quick course correction, deadline or I have a “fire” to turn off. Does this make sense?
And finally I’m only Laisseze Faire when I’ve developed my team and they run like a well oiled machine. I could take a day off and not worry that the place is going to fall apart. Great opportunity to work on “succession management“. I love to develop leaders during Coach and Democratic.
Don’t get me wrong. Not all job are this straight forward. Sometimes you have employees that love to challenge you. They despise you for some reason or they are natural rebels and love to question authority. It’s best to figure out the best way to correct this situation before they infect the rest of the team. Involve your superiors if necessary when disciplinary methods are lengthy or seam ineffective and the decision to terminate is not entirely in your hands.