Outdated and Dysfunctional: Leadership Styles in Today’s Workplace
“How would you describe your leadership style?” I was asked this question by a colleague and it cautioned me to think deeply and reflect. As a member of the Millennial cohort, I no longer buy in to the 20th century leadership models of “lead from behind” or “following in another’s footsteps.” The more that I have truly evaluated what constitutes a true “leader”, I honestly struggled with determining If I even qualify.
A leader is a cross functional assignment. It can refer to one (leader) or a group of people (leadership). In its conventional respect and relation to my current role, I do not consider myself as “leadership”. I am not an Executive nor a critical decider on policy, process or people function.
Instead, I focus beyond titles and accolades to craft a more modern definition of a leader as being a person who has a clear, attractive vision and who motivates and inspires followers to reach their potential. Often, I teeter on the line of considering myself a leader versus influencer. Similar to social media influencers, I have followers that are attracted to my updates and input on workplace trends. I tend to favor the latter. As a Talent Development Manager, I do have considerable influence and the responsibility to empower, advise and guide others. These factors alone can be considered as leadership qualities.
To fully embrace the leadership style that works best for me, I had to evaluate a few others that seemed a bit dysfunctional.
3 Types of Dysfunctional Leadership Styles to Avoid
1. The Shepherd — Leads from behind, is rarely seen and hard to hold accountable
2. The Shadow- Follows in the footsteps of the previous leader; same path, different shoes
3. The Relay- Simply picks up where the last leader left off and runs with it
The Shepherd
The style of leadership from behind leaves the vision vulnerable to ambiguity that can cause confusion and lead team members astray. At its core, the leading from behind strategy has an intent to be supportive and collaborative, likened to a shepherd leading a flock. The practical downside to this style is the leader takes on an observational approach and is not as actionable, more reactionary. The Shepherd can inadvertently arouse employee disengagement and lack of commitment to the vision.
The Shadow
The core principle and practice of celebrating diversity and being inclusive seems to be a perfect opposite of the “follow my footsteps” leader. Through my adulthood this has been probably the most promoted style of leadership to either follow or aspire to. This approach seems to be more outdated than the former. Businesses are quickly adopting more diversity, equity and inclusion practices, and as a result, are hiring and promoting diverse leaders. These emerging leaders are reclaiming their space, their stories and allowed room for their unique perspectives that inform their vision and approach to leadership. In today’s work environments, the Shadow leadership approach is not sustainable.
The Relay
The third dysfunctional leadership style to avoid is the Relay. The Relay leader is often thrown into a cycle of picking up where the last leader left off. This often occurs as an anecdote to an unexpected transition in the workplace. Nonexistent or irresponsible succession planning sets an expectation that the predecessor’s blueprint would be followed to the exact, relying heavily on sometimes incomplete or uninterpreted SOP’s (Standard Operational Procedure). This practice can set unrealistic expectations and can perpetuate the faulty application of “this is how we’ve always done it.”, disqualifying the potential and autonomy of the new leader. The Relay approach is quite common and can be the default style, but is archaic and contributes to the dysfunction of teams.
Enough of all the dysfunction. Tell me what works!
In the conversation with my colleague, I crafted an honest and thoughtful response. Replying, “My leadership style is more of a lighthouse, not a finish line.”
Let me explain.
As a leader, I have constructed a vision that others can clearly see and understand and as a result, are motivated to work towards and beyond by navigating their own path. This style is most representative of that of a lighthouse because by definition and functionality, a lighthouse is a structure adorned with a beacon light with a purpose to guide or warn those in its path. Its rotating or flashing light peers over to warn and guide individuals along the paths that they seek.
I assume leadership to come with the responsibility to serve as a navigational aid and to protect others due to my proximity and awareness to, at times, dark and or dangerous places. With this, comes the understanding that leadership is perpetual and does not have a destination as that of a finish line.
3 Traits of a Functional Follow-Worthy Leader
1.The leader is visible and accessible to their teams or followers
2. Affirms and pronounces their vision and delivers it in and tangible and digestible manner
3. Can be held accountable every step of the way to themselves and followers
Continual automation of leadership and development of the individual efficacy could shift the relevancy of the lighthouse leader in the future. Until then, I remain armored with hope that there remains a leader among us who is willing to be a beacon of light for others.
Today and Tomorrow, I choose to be a lighthouse.
