You are thinking about your next role, perhaps you are looking at leadership in some form, whether small groups, department or school. Leading others is different from working with others, you are seen in a different context. Leading is not managing and leading is not telling people what to do. When applying or interviewing for leadership roles it is worth considering what is expected and what your understanding of leadership is.
Leading not Controlling
It's important to understand the distinction between leading and managing, as a leader's role may also be titled as a manager. Fundamentally, management is about controlling processes and ensuring compliance and performance standards. A good rule of thumb for aspiring leaders is to "lead people and manage things." Effective leadership often goes beyond just managing, it involves inspiring and engaging people to strive for improved performance and better results. This is best achieved through intrinsic motivation, such as inspiring people to do their best, feeling proud of their work, and being part of a successful team, rather than relying on extrinsic motivators such as bonuses and rewards.
Leading not Expecting
Being a leader means being someone that others look up to, trust, and want to follow. It requires earning respect, inspiring admiration, and being a source of support and guidance. While a "boss" may hold authority over a certain area or team, it's more effective to be a true leader, respected and recognized as deserving of the title.
Listening Leadership
Leadership goes beyond simply giving orders, although that is often part of the job. To be an effective leader, one must be an effective communicator, which means both listening and speaking. When we truly listen to others, it's not just about their words. Tone, body language, subtleties, and what is left unsaid can be just as significant. A successful leader must learn to listen and understand what others are saying, how they feel, and how they react to the leader. When communicating to others, a leader must be skilled in using words that will have the desired effect, avoiding language that might intimidate, upset, or anger those they want to enlist for support and assistance. Instead, the goal should be to engage others, build their trust, and win their support.
People Leadership
Being successful and influential in a leadership role depends heavily on the efforts of others, so it's crucial to have strong skills in influencing, engaging, inspiring, and exciting others. If you don't currently hold a leadership role, you can start working on these skills now. Good relationships, established through regular interaction and rapport building, are key to a leader's ability to accomplish their goals.
Service Leadership
Many aim to become leaders for the prestige, financial benefits, or power it offers. However, it's crucial to understand that leadership is primarily about serving others. Future leaders must be prepared to act as a support system, mentor, and team builder, and to be a good listener, a champion of the cause, and an embodiment of vision and inspiration. While being a leader can be fulfilling and utilises all one's skills and abilities, it is not a simple task and requires ongoing learning and self-improvement. Experienced leaders will attest that the journey of becoming a better leader is never-ending.
What Type of Leader Will You Be?
Autocratic: An autocratic leader makes decisions independently and communicates them. This style is characterised by a lack of input from other team members and can lead to high levels of control and efficiency. However, it can also result in a lack of creativity and a lack of motivation among staff.
Bureaucratic: A bureaucratic leader follows established rules and procedures, emphasising stability and order. This style is characterised by a focus on structure and formal procedures, and a willingness to stick to established protocols and guidelines. Bureaucratic leaders are often seen as stable and reliable, and they work to maintain a clear and consistent organisational structure.
Charismatic: A charismatic leader has strong personal charm and the ability to inspire and motivate others. This style is characterised by a focus on vision and charisma, and a willingness to take risks. Charismatic leaders are often seen as inspirational and dynamic, and they have the ability to rally others around a common cause.
Coaching: A coaching leader focuses on developing others' skills and abilities. This style is characterised by a focus on individual growth and development, and a willingness to invest time and energy in helping others achieve their full potential. Coaching leaders are often seen as supportive and encouraging, and they work to create a positive and supportive work environment for their teams.
Democratic: A democratic leader involves their team in the decision-making process. This style is characterised by a focus on collaboration and a willingness to listen to the opinions and ideas of others. Democratic leaders encourage open communication and a sense of shared responsibility among their team members.
Laissez-faire: A laissez-faire leader provides minimal direction and lets their team take the lead. This style is characterised by a hands-off approach and a focus on individual freedom and autonomy. While this style can lead to high levels of creativity and innovation, it can also result in a lack of direction and a lack of accountability among team members.
Servant: A servant leader prioritises the needs of their staff and works to empower them. This style is characterised by a focus on the well-being and growth of team members, and a willingness to put the needs of others before one's own. Servant leaders are often seen as compassionate, caring, and selfless, and are able to create a positive work environment for their staff.
Situational: A situational leader adapts their style to fit the needs of their staff and the situation at hand. This style is characterised by a flexible approach and an ability to adjust one's leadership style to meet the changing needs of the team. Situational leaders are able to switch between different leadership styles as needed, depending on the situation and the needs of their staff.
Transactional: A transactional leader sets clear expectations and rewards or punishes based on performance. This style is characterised by a focus on achieving specific, measurable goals and a clear chain of command. Transactional leaders use rewards and punishments to motivate others, and they emphasise stability and order in the workplace.
Transformational: A transformational leader inspires and motivates staff to achieve a shared vision. This style is characterised by strong emotional and intellectual stimulation, and a focus on individual and team development. Transformational leaders have the ability to inspire team members to believe in a common goal and to work together to achieve it.
Bureaucratic: A bureaucratic leader follows established rules and procedures, emphasising stability and order. This style is characterised by a focus on structure and formal procedures, and a willingness to stick to established protocols and guidelines. Bureaucratic leaders are often seen as stable and reliable, and they work to maintain a clear and consistent organisational structure.
Charismatic: A charismatic leader has strong personal charm and the ability to inspire and motivate others. This style is characterised by a focus on vision and charisma, and a willingness to take risks. Charismatic leaders are often seen as inspirational and dynamic, and they have the ability to rally others around a common cause.
Coaching: A coaching leader focuses on developing others' skills and abilities. This style is characterised by a focus on individual growth and development, and a willingness to invest time and energy in helping others achieve their full potential. Coaching leaders are often seen as supportive and encouraging, and they work to create a positive and supportive work environment for their teams.
Democratic: A democratic leader involves their team in the decision-making process. This style is characterised by a focus on collaboration and a willingness to listen to the opinions and ideas of others. Democratic leaders encourage open communication and a sense of shared responsibility among their team members.
Laissez-faire: A laissez-faire leader provides minimal direction and lets their team take the lead. This style is characterised by a hands-off approach and a focus on individual freedom and autonomy. While this style can lead to high levels of creativity and innovation, it can also result in a lack of direction and a lack of accountability among team members.
Servant: A servant leader prioritises the needs of their staff and works to empower them. This style is characterised by a focus on the well-being and growth of team members, and a willingness to put the needs of others before one's own. Servant leaders are often seen as compassionate, caring, and selfless, and are able to create a positive work environment for their staff.
Situational: A situational leader adapts their style to fit the needs of their staff and the situation at hand. This style is characterised by a flexible approach and an ability to adjust one's leadership style to meet the changing needs of the team. Situational leaders are able to switch between different leadership styles as needed, depending on the situation and the needs of their staff.
Transactional: A transactional leader sets clear expectations and rewards or punishes based on performance. This style is characterised by a focus on achieving specific, measurable goals and a clear chain of command. Transactional leaders use rewards and punishments to motivate others, and they emphasise stability and order in the workplace.
Transformational: A transformational leader inspires and motivates staff to achieve a shared vision. This style is characterised by strong emotional and intellectual stimulation, and a focus on individual and team development. Transformational leaders have the ability to inspire team members to believe in a common goal and to work together to achieve it.
Looking for Leadership?
You can ask about these and any other questions
when you arrange a one to one support for interview practice.
You can ask about these and any other questions
when you arrange a one to one support for interview practice.
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