Vous avez du mal à définir votre style de leadership ?

Desde mi práctica resumiría 3 consejos para definir tu estilo de liderazgo: Sé auténtico: Conócete a ti mismo y lidera desde tus valores y principios. No intentes ser alguien que no eres; la autenticidad genera confianza en tu equipo. Escucha y adapta: Recoge retroalimentación de tu equipo y ajusta tu enfoque según las necesidades del momento. El liderazgo flexible es clave en tiempos de cambio. Lidera con el ejemplo: Tus acciones deben reflejar tus expectativas. Un líder coherente inspira respeto y motiva a su equipo a seguir su ejemplo.

To define your leadership style, start with self-reflection. Take the time to consider how you naturally respond to challenges, motivate others, and make decisions. Tools like MBTI, DISC, and StrengthsFinder can provide valuable insights into your personality traits and behaviors, but the key is to observe your strengths, weaknesses, and patterns in various situations. By combining self-awareness with these tools, you can identify your unique leadership style and how to leverage it effectively.

One of the most effective ways is it to take a personality assessment like Strengthsfinder, Enneagram or DISC. Although they may not be 100% accurate, they help to distill our strengths which will help define an authentic leadership style

While I agree with the importance of self-awareness and self-reflection as the foundational steps in defining your leadership style, it’s crucial to recognise that these practices should not be confined to the beginning of your journey. Instead, they must be sustained consistently throughout your leadership journey, which often means for the entirety of your life.

"5 Ways to Define Your Leadership Style" 1. Self-reflection: Identify your core values, strengths and weaknesses. 2. Observe Role Models: Learn from inspirational leaders and their approaches. 3. Seek Feedback: Gain insights and feedback from colleagues and mentors about your impact. 4. Experiment: Try different leadership styles in various situations. 5. Adapt and Evolve: Continuously refine your style as you learn and grow. Remember leadership is a journey, not a destination-embrace the process of self-discovery and empower yourself to lead with authenticity and impact!

A auto-consciência é o motor para o auto-desenvolvimento e a alta performance, que são características natas presentes em líderes. Ao nos conhecermos melhor, saberemos nossos pontos fortes e nossos pontos fracos, e teremos a sensibilidade e humanidade necessária para gerir e guiar os outros com honestidade e transparência, vendo-os não como instrumentos, mas como seres humanos.

Defining my leadership was a profound personal journey of discovering and embodying the essence of who I am and who I want to be. It’s more than just a role—it's the powerful blend of vision, conviction, and authenticity that ignites and guides you, and others. True leadership is about carving a path with unwavering integrity, sparking inspiration through your actions, and cultivating an environment where potential flourishes. By staying rooted in your core values and leading with empathy and courage, you transform your leadership into a beacon of influence, motivating those around you to embrace and contribute to a collective dream.

To lead effectively, it’s crucial to understand yourself—your strengths, weaknesses, and values. Self-awareness, supported by experiences and feedback, helps define your leadership style and guide your unique, driven approach.

El liderazgo no es una competencia, el liderazgo es una actitud. 1. Lo interesante es poder entender cual es, en primer lugar, nuestro estilo de liderazgo que tenemos de manera natural, para eso podemos apoyarnos en un test de "Liderazgo Situacional". 2. En segundo lugar, conocer cuales son los estilos de liderazgo que las personas podemos adoptar. Para esto existen una infinidad de estudios y modelos, te invito a indagar un poco en esto. (Por ejemplo, los 6 estilos de liderazgo de Daniel Goleman) 3. Y en tercer lugar, analizar cual estilo de liderazgo debo yo desarrollar según las necesidades de mi equipo actual. (Puedes mapear el nivel de madurez de las personas de tu equipo según liderazgo situacional)

I love feedback. I often seek feedback but mostly receive trite responses. So I have started giving others the type of feedback I would like to receive: constructive, in-depth, include open-ended questions to gauge how the person receiving the feedback felt about things. By modeling, I hope I will receive better feedback. An unintended benefit of these in-depth sessions is having more meaningful, helpful communications. This is a huge benefit because at the end of the day, leadership is about relationships.

Start with personal and professional networks. Ask "how would you describe my leadership and opportunities for growth?" Eventually you will get themes that stand the test of time. Assessments and 360 feedback are then a great way to specify your behaviors. Several leadership assessments at a cost or free measure different styles so that you can match the assessment to your feedback.

I think it's important to get feedback from others. For instance, when I'm hiring someone new, I ask them to talk to my current team members to get their honest opinion about me and my leadership style. This helps me understand what I'm doing well and what I can improve on. It also helps the new person know what to expect from me. I believe that by listening to feedback, I can become a better leader and create a more positive team environment.

To clarify your leadership style, ask for honest input from coworkers and team members. Their insights can reveal your strengths and areas for growth. Embrace constructive feedback as a chance to improve. Remember that effective leadership involves both your intentions and how others perceive your actions.

Coletar feedback é crucial para refinar seu estilo de liderança. Buscar a perspectiva de colegas, mentores e membros da equipe permite que você compreenda como suas ações e decisões são percebidas, revelando tanto suas fortalezas quanto áreas que necessitam de ajustes. Esteja receptivo a críticas construtivas e encare-as como oportunidades de crescimento. Afinal, a eficácia da liderança depende tanto da percepção dos outros quanto das suas intenções. Usar esse feedback como um guia pode transformar sua abordagem, tornando-a mais alinhada às necessidades e expectativas daqueles que você lidera.

Leadership is definitely about perception! And therefore, fully "exposed" to subjectivity. A friend of mine used a term the other day that she called "otherly short-sightedness". Other's feedback may be somewhat raw and unprocessed. Coaches are great to help Leaders talk through the various sources of feedback they have received and avoid ego-based defense and encourage a balanced perspective so that feedback is useful and empowering.

No two people are the same, no two leaders can lead the same and no two people can be led the same way. Yes, seek feedback from your mentors and boss. AND. Seek feedback from those you are leading. What do they need? How can you help them most? How are they motivated? How do they want to receive appreciation and acknowledgement? What is their "why" for this job?

Studying leaders affirms to us what are the traits we wish to endorse in our leadership style, and which we insist to stay away from. Someone I look up to, once advised me to regularly ask, "Would the leader I admire handle this situation in the same way?" This perspective can help guide your leadership practice and ensure it remains authentic and effective.

Observar líderes bem-sucedidos é uma fonte inestimável de aprendizado. Ao acompanhar aqueles que você admira, tanto dentro quanto fora do seu setor, preste atenção em como eles se comunicam, tomam decisões e inspiram suas equipes. Esse estudo não é sobre copiar estilos, mas sobre identificar características que ressoam com você e que podem ser incorporadas de forma autêntica ao seu próprio estilo de liderança. O objetivo é adaptar essas qualidades de maneira que elas reflitam sua verdadeira essência, criando uma abordagem de liderança que seja tanto eficaz quanto genuína.

Before you move into your first management position, you may have assumptions of what a leader should look, sound, and act like. Not every great leader has the style of Steve Jobs or Sheryl Sandberg. In fact, no two leadership methods are the same. Here’s the thing: When you do step into that managerial ring—and even before—the work of leadership requires flexing different qualities depending on the context and situation. When you notice you’re starting to imitate the style of your idol, throw that archetype out the window. The work of developing your own style doesn’t start outside the self, it starts from within.

Studying other leaders provides valuable insights into what makes leadership effective in different contexts. It’s important to note that while emulating aspects of admired leaders, one must remain authentic. The distinction between transformational and transactional leadership styles can be observed here leaders, such as Simon Sinek and Brene Brown, emphasise inspiring change and fostering innovation, while transactional leaders focus on structure and efficiency. However, the most effective leaders often blend these styles, depending on the situation. This can be especially crucial within Emergency and frontline military services. Observing how these leaders manage this balance can guide your own leadership development.

Do some modeling and separate skills you emulate from the person themselves. Sometimes you want to model their skills, but not copy attitudes that don't fit with you.

A verdadeira sabedoria na liderança vem de observar aqueles que já trilharam o caminho do sucesso. Inspire-se nos líderes que você admira, sejam eles do seu setor ou não. Preste atenção em como eles comunicam suas ideias, tomam decisões complexas e inspiram seus times a alcançar o extraordinário. Mas aqui está o segredo: não se trata de copiar, mas de absorver e transformar essas qualidades em algo autêntico para você. Ao integrar essas inspirações à sua essência, você não apenas molda sua própria liderança, mas também cria um estilo que ressoa genuinamente com quem você é e com quem você lidera.

As an introverted leader, I find it important to take a look at the greats who have gone before you and to review how they may have handled situations very similar to what you may have encountered. Knowing what makes you gravitate toward someone can help you excel with horning your leadership style.

What makes people unique is their authenticity, and to be authentic, you need to first be aware of your values and stay aligned with them. Failure to do so will create a gap in fulfillment and satisfaction, and the beauty is that everyone is unique with a set of values, beliefs, and character traits. You can have many leadership approaches in different situations, but what will guide you in the moment to choose is self-awareness. I also believe in seeing yourself as others see you so you can reduce blind spots. Every person's PERSONALITY has four areas (Johari's window model) The open area: known by self and others The blind spot: known by others but not by self, the hidden area, and the unknown by self and others.

Your values are the foundation of your authentic leadership style. When we've reached midlife, we've spent years refining what truly matters to us. Now's the time to leverage that wisdom! Start by identifying your core values. What principles guide your decisions? What matters most to you? Once you're clear on these, let them inform your leadership approach. For example, if you value collaboration, your leadership style might emphasize teamwork and open communication. If integrity is key, you'll likely prioritize transparency and ethical decision-making. Remember, there's no one-size-fits-all leadership style. Embrace your unique values and experiences. It's never too late to lead authentically and make a meaningful impact.

Your values are the cornerstone of your leadership identity. They provide a clear sense of direction and purpose, influencing every decision you make. When your actions align with your values, you build trust and credibility with your team. Your values are also the magnetic force that attracts like-minded individuals and fosters a strong, cohesive team culture. To truly embody your values, go beyond simply listing them. Integrate them into your daily actions and decision-making process. Share your values openly with your team and encourage them to live by them as well.

Neste caso, talvez o primeiro exercício de reflexão seja definir seus valores - que são os princípios ou crenças fundamentais que guiam comportamentos e decisões Por que isso é importante? Porque eles são a bússola que pode nortear seu estilo de liderança. Reflita sobre o que é mais importante para você e como esses princípios podem influenciar suas decisões e interações com a equipe. Considere como seus valores se alinham com os objetivos da organização e como podem inspirar e motivar os outros. Ao ter clareza sobre seus valores, você pode desenvolver um estilo de liderança autêntico e consistente, que não só guiará suas ações, mas também fortalecerá a confiança e o respeito dentro da equipe.

Seus valores fundamentais são a base que guia sua liderança. Ter clareza sobre o que você defende é essencial para criar um estilo de liderança que inspire e ressoe com os outros. Seja integridade, inovação ou inclusão, esses valores devem ser refletidos em cada decisão e ação que você toma. Eles não só definem sua abordagem, mas também atraem e mantêm ao seu lado pessoas que compartilham esses mesmos princípios, criando uma equipe alinhada e comprometida.

Your core values are the compass that guides your leadership journey, shaping decisions, actions, and team culture. By clearly defining and consistently living these values, you create a leadership style that resonates deeply with others and drives meaningful impact. Examples like Warren Buffett's unwavering integrity, Elon Musk's relentless innovation, and Jacinda Ardern's commitment to inclusivity show the power of values in leadership. To embed these values, consider workshops to define them collaboratively, storytelling to bring them to life, and values-driven hiring to ensure alignment across your team. We swear by the Winslow Assessment and The Confident Hiring Solution ™

Start by reflecting on what truly matters to you. Is it integrity? Innovation? Collaboration? Understanding your values provides a solid foundation for your leadership style, as it ensures that your actions are aligned with what you believe in. Leadership isn’t always easy, and there will be times when your values are tested. The true measure of your leadership style is how well you can stick to your values, even in challenging situations. Staying true to what you believe in, even when it’s difficult, reinforces your leadership identity and inspires others to do the same.

Defining your leadership style starts with understanding your core values. These are the principles that guide your decisions and actions every day. Take a moment to reflect: What matters most to you? Integrity? Innovation? Compassion? For example, if you value transparency, you'll likely foster open communication. If you prioritize growth, you can focus on developing your team. Authentic leadership is about aligning your actions with your values. When you lead from this place of authenticity, you inspire trust, motivate your team, and create a culture of purpose. Don't just manage - lead with intention. Start by defining your values, and watch as your authentic leadership style unfolds.

Just as the research reads clearly on the reality of bias, it also shows that subconscious attitudes can be counteracted when others are exposed firsthand to performance track records. You can work to be more aware of how others’ impressions of you may differ from what you think you are communicating. Similarly, acknowledge your own potential biases or perceptions and how they may be affecting your judgment of others. This self-awareness and honest reflection is the work of a confident leader, and confidence is one thing every leadership style should possess.

Core values will come back time after time to guide you. However, there are also other values in play that will need to be raised up in importance or remodeled so you can grow and progress as a leader.

Releasing my grip and embracing the leader within unveiled the chains that had long constrained my vision. My ego, the mask of omniscience, the avoidance of my own vulnerabilities, the denial of my limitations, and the neglect of the brilliance around me—these were my personal shackles. As I let go, the rigidity and narrowness of my perspective melted away, making space for flexibility and presence. I became attuned to the pulse of every corner of the organization, soaking in its diverse activities, understandings, and insights. The illusion of my superiority, the belief that I was somehow above the collective, began to dissolve, revealing a more genuine connection with those I led.

Defining your leadership style isn’t a one-time task. It’s something that evolves with every new challenge and situation. You need to adapt based on the context sometimes that means being more collaborative, other times it requires you to take quick action. Define your core values and then build wrapper over it to adapt based on situations

You don't need to DEFINE your leadership style! It should evolve based on three variables: Situation/context Person/people Your personality and mental state Different styles are important.

Leadership is not static; it evolves as you and your environment change. The adaptability quotient's subdomains, particularly mental flexibility and unlearning, are critical here. Leaders must be willing to unlearn old habits that no longer serve them and adopt new strategies that align with the current context. Whether it’s adopting a more collaborative approach in a team-based setting or being decisive in a crisis, the ability to adapt your leadership style while staying true to your core values is essential. This flexibility is what separates effective leaders from the rest.

Leadership is a complex topic, which, to date, still has no con- crete definition. For this reason, different people will perceive leadership in very unique ways. The perception of what traits and behaviors define a leader seems to derive from one's cultural upbringing. I always believe that how you manage people is how you want to be treated :-)

There will be times when you feel the need or desire to adapt. That's ok. Adaptability is yet another key leadership competency that will take you far.

Liderar é um processo dinâmico, que se transforma à medida que você cresce e se depara com novos desafios. A chave está em ajustar seu estilo sem jamais perder de vista os valores que o definem. Em certos momentos, a liderança pode exigir mais colaboração e, em outros, decisões rápidas e firmes. A verdadeira grandeza na liderança reside na habilidade de se adaptar, de ser flexível diante das mudanças, enquanto permanece autêntico e fiel ao que você acredita. Essa adaptabilidade não só garante relevância em tempos de mudança, mas também fortalece o impacto da sua liderança no longo prazo.

Ser um lifelong learner é fundamental para qualquer líder pois ao desenvolver-se continuamente, ele/ela sempre estará pronto a adaptar-se à qualquer situação crítica do dia a dia que venha a aparecer.

¿Te extingues o te distingues en tu liderazgo? Un líder tiene que tener la habilidad de adaptarse y evolucionar. Crear un liderazgo situacional y transformacional. Adaptarte a cada situación y transformar a las personas de las que te haces cargo.

A mentoria é uma ferramenta essencial para o desenvolvimento da liderança. Encontrar mentores que ofereçam orientação e perspectiva pode ser transformador, pois eles o desafiam, ajudam a refinar sua visão e oferecem apoio enquanto você enfrenta os desafios da liderança. Da mesma forma, ao mentorar outras pessoas, você não só aprimora suas próprias habilidades de liderança, mas também se expõe a novas perspectivas e desafios que enriquecem sua jornada. Esse intercâmbio de conhecimento e experiência fortalece tanto o mentor quanto o mentorado, criando uma rede de liderança mais robusta e conectada.

Mentorship is key in leadership, but it’s vital to also consider teaching, coaching, and sponsorship. Teaching imparts necessary skills and knowledge. Coaching fosters self-discovery, aligning with transformational leadership by guiding others to find their own solutions. Mentoring combines guidance with sharing wisdom from experience, while sponsorship actively advocates for someone’s advancement, using influence to create opportunities. Leaders must adopt a 360-degree approach, recognizing when to teach, coach, mentor, or sponsor, ensuring a well-rounded, adaptable team. And when there is a need to be taught, coached, mentored, and achieve sponsorship.

A mentoria é uma alavanca poderosa no desenvolvimento da liderança, tanto ao buscar orientação quanto ao oferecer. Encontrar mentores que possam expandir sua visão e desafiar seu pensamento é essencial para crescer como líder. Esses guias não apenas iluminam o caminho, mas também ajudam a moldar suas decisões e fortalecer sua confiança. Da mesma forma, ao mentorar outros, você não apenas compartilha seu conhecimento, mas também ganha novas perspectivas que enriquecem sua própria jornada. Esse intercâmbio contínuo entre aprendizado e ensino é o que realmente eleva a qualidade da liderança, criando líderes mais completos e preparados para enfrentar qualquer desafio.