Adapting Leadership to People – Pandering or Proper Management?
Consistency is important for anyone in a leadership position. Where your values are concerned, you can’t be moving the goalposts back and forth. However, when you’re leading people in an individual or team setting, you have to be willing to adapt the way you lead in order to get the best out of your people.
Situational leadership is a style of leading that varies based on the current circumstances and the people you’re in charge of. When you can learn to be flexible with your management style to adapt to the needs of your team and your organization, you’ll be in a better position to get the results you want.
When I’m working on a one-on-one basis, I like to get a read on the kind of person I’m dealing with so I can manage them appropriately. By paying attention to what they respond to, I’m able to communicate in a way that makes everything go more smoothly.
“People prefer different management styles. Adapting to that is all part of good leadership.”
Some people do better with a collaborative approach. They want to be part of the decision-making process and to be heard. A coaching and supportive leadership style works well. When people have a preference for collaboration, a gentler approach is usually more effective, allowing them to participate and bounce ideas back and forth.
Others are not as fond of collaboration, preferring a more direct leadership style. This means they’d really prefer it if you just skip the dialogue and let them know what you want from them. It’s possible they would rather you take charge and be assertive.
Most people don’t fall exactly on one side or the other. You have to observe their behavior and how they respond to you and others. Especially if you’re working with a team, pay attention so you can get an understanding of how each individual in your team works.
Teams don’t always have the same communication preferences. You may have a few people who lean towards collaborating, a few others who would rather just get the orders and carry on, and others who sit somewhere in between. As the one in charge, it will help you manage your team if you can differentiate the needs of the individuals themselves.
Once you know who you’re working with, you can adapt to accommodate them, within reason. Stick to your values and your better judgment. By allowing yourself to be flexible to the needs of those under your leadership, you’re setting yourself up for a better experience working with your team.
We’d love to hear how you adapt your leadership style and share them with our community. Lastly, please Like, Comment, and Share this article with anyone you think could use this information!