What’s in Your Leadership Box?

Leadership BoxYou’ve likely heard the saying, “Big things come in small packages,” which can be translated into practical terms as: “Do not underestimate something’s value based on its packaging.” This concept applies as much to leadership as it does to a gift.  Leadership is not necessarily packaged in a big box with a boldly colored bow but likely wrapped in a modest box with a refined ribbon.

Although leadership expresses itself in casting vision, building effective teams, setting goals, solving problems, and inspiring teams to action, I propose most people would describe leadership by the attributes of a leader who casts vision and inspires people to change.  While many give leadership recognition to the person who articulates the vision, Hybels (2009) describes 10 key leadership styles that are required for any organization to grow.  Which ones can you identify on your team?

  • Visionary: casts vision; draws people in
  • Directional: chooses the right path at critical junctures
  • Strategic: align teams and breaks an exciting vision into actionable steps
  • Management: organizes people, processes, and resources to achieve the mission
  • Motivational: keeps the team fired up
  • Shepherding: builds, nurtures, supports, and listens to the team
  • Team-building: finds and develops the right people with the right characteristics, character, and chemistry, and puts them in the right positions to get the right results
  • Entrepreneurial: possesses many leadership styles but optimally functions in start-up mode
  • Re-engineering: thrives on turning around teams who struggle because they are missing a leadership element
  • Bridge-building: deals with complexity and brings many groups under a single leadership umbrella

I believe great leadership involves building an organization, where all the leadership styles are represented and recognized for their contribution.  No leadership style is more important than another, because failure in one area impacts a company’s ability to achieve their goals.  A company is only as successful as the sum of its parts or as strong as its weakest link.

Each leadership style has a critical mission to accomplish.  Do you know your primary leadership styles and how they impact your organization?  I suggest all leaders answer these three questions for themselves:

  1. On a scale of 1-10, what is your ability on each of the 10 leadership styles?
  2. Does your current position allow you to drive on your leadership strengths?
  3. If not, how can you use more of your leadership strengths in your current role?

 

Reference

Hybels, B. (2009). Courageous Leadership: Field-Tested Strategy for the 360o Leader.  Grand Rapids, MI: Zondervan.


HE21118Davis_07-medAbout the Author: Sandra Dillon is a professional coach and consultant with an extensive background in business development and leadership.  She coaches individuals as well as designs and facilitates workshops that address her clients’ specific  business needs.  Reach out to her at sandra.s.dillon@hotmail.com or 281.793.3741 to further the conversation and determine how she can help you grow your business.

Where Does Leadership Start?

Leadership LeadAlthough everyone has their own perspective on what leadership entails and the key characteristics embodied by leaders, few would disagree that leadership involves the ability to influence people.  Many people struggle with how to increase their leadership capacity within their families, work, and communities.  I propose that the first step in expanding your leadership capacity is learning to lead yourself better.  What are your emotional intelligence, attitudes, and behaviors reflecting into the world? How are you preparing and working on yourself to be a better leader, so you have greater influence with your skills, competencies, creativity, and knowledge?  Although self-reflection might be the start in developing self-awareness, an objective self-evaluation may prove difficult.  You may receive more useful feedback, when you ask trusted friends and colleagues.  Although family can be a source of leadership feedback, the closer the emotional connection, typically the more biased the feedback.   The following general questions are examples that should solicit concrete feedback for self-reflection.

  • Would you provide an example where you believed I could have had more influence?  What could I have done more or less of that would have affected a better outcome?
  • What changes should I consider in my general behaviors to achieve greater influence?  Would you provide an example where this change might have led to a different outcome?
  • When you observe me leading at my best, what am I doing or not doing?

Some people only provide congratulatory remarks and refrain from feedback that could result in “shooting the messenger.”  Other people will be caught off guard when you ask such questions and may need time to process and think of specific examples.  In this case, schedule a second meeting to receive that feedback.  I find if you appear sincere in wanting the feedback for self-improvement, people are likely to provide an honest evaluation.


144-2 - CopyAbout the Author: Sandra Dillon is a professional coach, consultant, and mentor with an extensive background in business development, leadership, and ministry which provides her with the experience, relational skills, and proven processes to move individuals, couples, and leaders to higher levels of personal awareness, effectiveness, and goal achievement.  She coaches in a variety of areas including life purpose and plans, business, finances, and premarital/marriage.  Email: sandra.s.dillon@hotmail.com