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Why Faking Leadership Is Doomed to Fail

Why Faking Leadership Is Doomed to Fail

Being an authentic leader requires self-reflection, an understanding of the expectations of your subordinates, and a firm grasp of your context. Different leadership styles can be effective in particular circumstances. For example, a drill instructor is expected to intimidate his or her recruits through an aggressive leadership style. If a schoolteacher used the same methods, he or she would be out of a job.

Part of the challenge of leading from a place of authenticity is understanding which approach is best for a given situation.[1] If you've ever witnessed a manager offer a tone-deaf response, you know that a leader's style can have major impacts on company culture.

There are many ways to classify leaders, but Daniel Goleman's [2] designations provide a valuable framework for our purposes.[3] You may see yourself in one or more of these styles.

Here are the 6 types of leadership styles.

Pacesetting leader

This type sets a rigorous standard for others to follow. Pacesetters work alongside their team with the intention of executing a specific objective. They have no tolerance for team members lagging behind.

Pacesetting leaders excel in the military. In this case, the team's ability to perform as a unit affects the success and safety of the mission. Ambitious entrepreneurs and high-level leadership also have this level of urgency and insistence upon meeting high standards.

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When your team is adequately prepared and you need something done quickly, this approach is most effective. This style is more concerned with forward motion than heaping on praise, which means that team members will need to be confident in their duties. Continual use of the pace-setting leader model without including other approaches can cause employee burnout. Inexperienced team members may become frustrated by limited opportunities to receive positive feedback.

Authoritative leader

Sometimes known as the visionary leader, this style is firmly grounded in a vision. Some of the most recognizable innovators, such as Mark Zuckerberg, Steve Jobs, and Oprah Winfrey[4] count themselves among the ranks of authoritative leaders.

This position is helpful if you are pioneering an approach. Your vision represents your values and those of your company. In the face of uncertainty, you stayed grounded in your vision. This leadership style is not effective when your team members have more experience than you.

Affiliative leader

If you consider getting to know your employees to be an important part of your leadership style, then you likely possess the qualities of an affiliative leader. This style necessitates compassion and good listening skills. These leaders see workers as people first.

If your organization has experienced an upheaval, this caring approach can put your culture back on track. The manager that has regular one-on-one meetings with staff members and takes the time to listen to their concerns embodies this style. This approach breeds loyalty because it provides encouragement and makes employees feel understood.

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If your style is too soft, you risk breeding apathy. To prevent slacking performance, you will need incorporate other leadership styles to help you demonstrate the importance of high-quality work outputs.

Coaching leader

Even though coaching requires a greater time commitment for leaders up front, the rewards are a major return on investment. Coaching creates a positive work environment in which people use feedback and support to improve their performance.

Employees and leaders who approach their work with a growth mindset[5] are more likely to feel affirmed and buy into the organizational mission. This collaborative approach does not work well if you need results in a hurry, and it is not effective if workers are unwilling to engage.

Coercive leader

The coercive leader, like a drill instructor, does not leave room for debate — they simply want their workers to follow instructions as quickly and effectively as possible. Using this approach for extended periods of time will have a negative impact on morale.

Despite the potential for negative impact, there is an appropriate context for this leadership style. During an organizational crisis or emergency, workers need a leader who can act decisively. Employees who refuse to respond to collaborative approaches may fare better with a commanding leader.

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Democratic leader

When you solicit the buy-in of others, you empower them through democratic leadership.[6] Leading through votes or by committee can foster a positive work environment because workers feel that their concerns are taken into consideration.

This style can avoid the conflict among groups in which people wish to voice their opinions, but there are contexts in which this style will not be effective. A committee full of aggressive communicators might spend more time arguing than fulfilling their duties. If employees lack access to all the information necessary to make an informed decision, then this approach is unlikely to yield the best results. For projects that require a quick turnaround, you will need to exercise a more authoritative style.

A strong leader can always apply the right leadership style depends on situations.

A strong leader will need to be able to embody different leadership styles depending on their circumstances. Consulting this flowchart can help you understand which styles you identify with most and which aspects of your personal brand of leadership will require refinement.

With so many considerations for how one can lead, finding your authentic voice as a leader can seem overwhelming.[7] So here's what you can do.

Call in the SWOT team to help you lead best.

SWOT analysis can help you understand the best leadership style for you. SWOT, an acronym for "strengths, weaknesses, opportunities, and threats," [8] helps you understand your gifts and mitigate deficiencies. Knowing which leadership styles work best for you gives you a greater capacity to inspire workers and respond to challenges in the workplace.

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  • S – Strengths: What are the things that you can do better than anyone else? What are your greatest accomplishments? Based upon these strengths, you can narrow down the types of leadership that resonate with you the most. For example, if you are a patient, asset-based thinker, then you may find that you are most comfortable as a coaching leader.
  • W -Weaknesses: Are there certain types of interactions that you seem to flub every time? Do you have tasks that you avoid because you don't think that you do them well? In the context of finding your leadership style, this can help you understand the types of leadership that do not resonate with you. If you hate telling people what to do without providing lots of feedback, then a coercive style is going to be uncomfortable for you.
  • O – Opportunities: After you have a clear understanding of your strengths and weaknesses, look for opportunities. Where are the places that you can use your strengths? Which leadership styles exploit your best characteristics? What can you do to improve your weaknesses? Can you attend training or find a mentor to help you improve?
  • T – Threats: External threats can impose limits on your leadership. Threats include prohibitive policies that prevent you from expressing your best leadership talents. Does the hyper-competitive environment prevent you from using coaching, affiliative, or democratic leadership techniques, which require greater time investments? Comparing the threats you face to the strengths and limitations of the leadership styles can help you find the strategy that maximizes your strengths in your environment.

Amplify your strengths, always.

After you perform a SWOT analysis, you'll have a good idea of your individual gifts, and you'll be more cognizant of your weaknesses as a leader. Knowing your weaknesses can help you avoid leadership styles that make you come off as disingenuous.

Mind your mentors.

Picture a person who epitomizes strong leadership style for you. Analyze their style using the SWOT model, and pinpoint what types of leadership they most closely represent. Acting as an observer can help you understand your own values as leaders.

And know thyself.

To be an authentic leader, you have to be yourself. Leslie Stein eloquently illustrates the gains that come from owning your truth.

If you try to adopt a style that doesn't fit your personality, it will be difficult to function in a leadership capacity. Workers can always spot a phony, and if they know that you don't believe in the way that you are leading, they will be less likely to respect you. Your authentic self is your greatest leadership asset.

As a leader, you will be faced with situations that require you to adopt specific approaches. With some self-study and a strong vision for your team, you can be yourself and take charge.

Reference

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Angelina Phebus

Writer, Yoga Instructor (RYT 200)

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Last Updated on December 7, 2018

10 Steps For Success: Applying The Power Of Your Subconscious Mind

10 Steps For Success: Applying The Power Of Your Subconscious Mind

How big is the gap between you and your success?

What is the difference between successful people and unsuccessful people?

It is as simple as this: successful people think and talk about what they are creating, and unsuccessful people focus on and talk about what they’re lacking.

So how do you bridge that gap between wanting success and having your success? Let’s make an important distinction. You see, there is a big difference between “Wanting” and “Having” something.

Wanting: means lacking or absent. Deficient in some part, thing or aspect.

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Having: means to possess, to hold, to get, to receive, to experience.

You can have one OR the other, but not both at the same time with any particular object of your desire. You either have it or you don’t.

When it comes to your subconscious, if you’re focusing on the “wanting”, i.e. the not having, guess what, you will build stronger neural networks in your brain around the “wanting.” However, through the power of your subconscious mind, you can focus on the “having” as if it has already happened. Research has shown that your brain doesn’t know the difference between what you’re visualizing inside your mind versus what is happening out there in your reality.

This is a regular practice of elite athletes. They spend as much timing creating the internal mental imagery of their success playing out as they do actually physically practicing. This helps create both the neural pathways in their brain and the muscle memory to consistently deliver on that success.

Here are 10 “brain hack” steps for success that you can take to create your version of a happy life. Make these steps a regular habit, and you will be astonished at the results.

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Step 1: Decide exactly what you want to create and have

This is usually the biggest problem that people have. They don’t know what they want and then they’re surprised when they don’t get it.

Step 2: Write down your goal clearly in every technicolor detail

A goal that is not written down is merely a wish. When you write it down in full detail, you signal to your subconscious mind that you really want to accomplish this particular goal.

Step 3: Write your goal in simple, present tense words

…that a three year old can understand on a three-by-five index card and carry it with you. Read it each morning after you awake and just before you go to sleep.

Step 4: Backwards planning

See your goal achieved and identify all the steps required that it took to bring it to life. Making a list of all these steps intensifies your desire and deepens your belief that the attainment of the goal is already happening.

Step 5: Resolve to take at least one step every day from one of the items on your list

Do something every day, even if it is just one baby step, that moves you toward your goal so you can maintain your momentum.

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Step 6: Visualize your goal repeatedly

See it in your mind’s eye as though it were already a reality. The more clear and vivid your mental picture of your goal, the faster it will come into your life.

Step 7: Feel the feeling of success as if your goal were realized at this very moment

Feel the emotion of happiness, satisfaction, and pleasure that you would have once you have achieved your goal. Visualize and feel this success for at least 20 seconds at a time.

Step 8: “Fake it till you make it!”

Confidently behave as if your subconscious mind was already bringing your goal into reality. Accept that you are moving toward your goal and it is moving toward you.

Step 9: Relax your mind

Take time to breathe, pray or mediate each day. Disengage the stress response and engage the relaxation response. A quiet state of mind allows your brain to access newly formed neural pathways.

Step 10: Release your goal to your subconscious mind

When you turn your goal over to the power of the universe and just get out of the way, you will always know the right actions to take at the right time.

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Starting today, try tapping into the incredible power of your subconscious mind.Start with just one goal or idea, and practice it continually until you succeed in achieving that goal. Make it a game and have fun with it! The more lightly you hold it, the easier it will be to achieve. By doing so, you will move from the “positive thinking” of the hopeful person to the “positive knowing” of the totally successful person.

Hit reply and let me know what you’re creating!

To your success!

Featured photo credit: use-your-brain-markgraf via mrg.bz

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