Leadership Styles

As I thought about and then accepted the president’s role in my Missouri Master Naturalist chapter, I thought about the leadership styles I’ve learned over the years…and the ones I am applying in my post-career endeavors.

Probably the first, and most natural for me, is lead-by-example. It is the style I am least conscious about….and that I only notice when someone obviously emulates what I am doing…or volunteers to collaborate or help.

Organizational judo is a style I heard about in my career and realized that I could apply without being in ‘management’ and in situations where the structure of the organization was working against a project’s success. This type of leadership involves influencing actions of others not in the regular ‘chain of command’ either through timely prompts or providing key information that will encourage their action to achieve a desirable shared outcome. I have always been very organized and am very aware of what is critical for success both near and long term….and have found that my insights are often important in helping others take the actions required. Most people want their organization to be successful but are not always aware of what it will require of them – and sometimes the organization is not as overt of explaining either.

Servant leadership is easy for me to – it is the type of leadership that focuses on getting what the organization needs for everyone to contribute what is needed….realizing that long term success of an organization is built on the individuals in that organization being successful.

Coaching leadership is the type of leadership I often utilize when there is a problem. It is an overt type of ‘lead-by-example’ – pinpointing an issue and structuring conversation to help an individual or small group get through a difficult situation.

I often apply Situational leadership with students or people I don’t know well – assessing what they need from me to be successful in what we are doing. Sometimes they already know what is needed but sometimes I must provide a lot more information before they can proceed.

Transactional leadership is the type of leadership that is highly directive (i.e. I don’t like telling people exactly how to do things!) and I don’t follow it very often with experienced people…I generally want people to bring their experience to bear on whatever we are doing so we need wiggle room for that to happen.

All of these are styles I have used for years and I find myself slipping into different ones depending on what I think will be most effective in the organizations where I volunteer.