“Become the kind of leader that people would follow voluntarily; even if you
had not title or position.” ~Brian Tracy
“Debate is common about which leadership style is most effective. The answer, of course, is… it all depends.”
~Thomas Kohntopp Professor, Walden University
Facilitated by: Chris Lucerne
Master Certified Coach
Created for…
Association of Fundraising Professionals
San Antonio Conference – February 2016
Workshop Objectives • Discover your primary leadership
style and how that style creates the results you want, and perhaps sometimes works against you.
• Expand your leadership style to include six approaches you can use depending on the situation.
• Identify your current leadership challenges and create action steps for how you will approach them.
Meet Your Neighbor
• Introduce yourself and your organization.
• In one or two sentences describe what drew you to this particular workshop.
Inspirational Leadership
• WHO YOU ARE: Show up as your best self to shape the culture.
• WHAT YOU DO: Focus on your primary leadership responsibilities.
• HOW YOU DO IT: Fluidly use the right leadership approach at the right time.
Six Styles of Leadership
When changes require a new vision, or when a clear
direction is needed.
To help an employee improve performance by building
long-term capabilities.
To heal rifts in a team, motivate during stressful times, or strengthen connections.
To build buy-in or consensus, or to get valuable input from employees.
In a crisis, to kick-start a turnaround, or with problem employees. Use sparingly.
To get high-quality results from a motivated and competent team.
Use for short periods of time.
Visionary When is it Appropriate: When
changes require a new vision, or when a clear direction is needed.
How it Builds Resonance:
Moves people toward shared dreams.
Primary Competencies
Required: Self Confidence, Self-Awareness, Empathy, Transparency.
Impact on Climate: Most
strongly positive.
Visionary: Key Factors • Provides Direction: Where is the group going? What will it
accomplish (not how it will get there)? This sets people free to innovate, experiment and take calculated risks.
• Makes Individual Jobs Relevant: Knowing the big picture and how a particular job fits with the vision will support employees in knowing how they fit into that vision.
• Sets Expectations: Gives individuals and the team the clarity needed to understand what’s expected of them.
• Builds Commitment: Everyone is working toward a shared goal. This build team commitment.
• Creates Pride: People feel pride in belonging to the organization.
Exploration of Style
• How could I use this style in current or past situations?
• What are my strengths related to this style?
• How could I take it up a notch to be even more
effective?
• What action steps do I want to take with this style?
Coaching When is it Appropriate: To help
an employee improve performance by building long-term capabilities.
How it Builds Resonance:
Connects what a person wants with the organization’s goals.
Primary Competencies
Required: Emotional Self- Awareness, Empathy.
Impact on Climate: Strongly
positive.
Coaching: Key Factors • Fosters Personal Development: Coaching conversations support the development
of the employee vs. just accomplishing tasks. By linking inspiring goals to daily actions related to the employee’s aspirations, motivation naturally occurs.
• Creates Fertile Ground for Success: Employees see how their work fits into the big picture, giving them clear sense of how what they do matters and why it matters.
• Builds a Positive Relationship of Rapport and Trust: By exploring the employee’s life including dreams, life goals, and career goals you show a genuine interest in the employee instead of seeing them as a tool to get the job done.
• Creates Openness to Feedback: An ongoing conversation with your employee results in them being more open to feedback as it serves their own aspirations, not just your interests.
• Calls Forth Potential: By delegating and giving employees challenging assignments you stretch them vs. just getting the job done. The message is – “I believe in you. I’m investing in you, and I expect your best efforts.”
Exploration of Style
• How could I use this style in current or past situations?
• What are my strengths related to this style?
• How could I take it up a notch to be even more
effective?
• What action steps do I want to take with this style?
Affiliative When is it Appropriate: To
heal rifts in a team, motivate during stressful times, or strengthen connections.
How it Builds Resonance:
Creates harmony by connecting people to each other.
Primary Competencies
Required: Teamwork & Collaboration, Empathy, Conflict Management.
Impact on Climate: Positive.
Affiliative: Key Factors
• Expands Emotional Capital: Focus on emotional needs of an employee even over work goals. By offering emotional support during hard times (personal and professional) you build loyalty and strengthen connectedness.
• Creates Transparency: Sharing what is going on with you and how you feel about it, opens the door for that kind of sharing from your employees. This builds transparency and connection.
• Strengthens the Team: Valuing downtime for team events and casual conversations allows greater connection. By fostering friendly interactions and building personal relationships the connective tissue of the team expands.
• Heal Rifts, Navigate Stressful Times, Repair Broken Trust: Candid conversations bring together diverse employees and create fertile ground for better relationships.
Exploration of Style
• How could I use this style in current or past situations?
• What are my strengths related to this style?
• How could I take it up a notch to be even more
effective?
• What action steps do I want to take with this style?
Democratic When is it Appropriate: To build
buy-in or consensus, or to get valuable input from employees.
How it Builds Resonance: Values
people’s input and gets commitment through participation.
Primary Competencies Required:
Teamwork & Collaboration, Conflict Management, Influence, Empathy.
Impact on Climate: Positive.
Democratic: Key Factors
• Offers Valuable Input: With a strong vision in place, gathering ideas from your employees will help chart the course to manifest the vision and offer innovation.
• Builds Collaboration: Gathering ideas from a team of people with expertise on the subject can result in a strong collective integrated effort.
• Reveals the Truth: Creating a safe environment to speak up and being willing to hear the truth (positive & negative) opens the door to inclusiveness and solid relationships.
• Builds Consensus and Buy-In: When employees get their ideas seriously considered it becomes easier to get to consensus and supports buy-in.
Exploration of Style
• How could I use this style in current or past situations?
• What are my strengths related to this style?
• How could I take it up a notch to be even more
effective?
• What action steps do I want to take with this style?
Pacesetting When is it Appropriate: To get high-
quality results from a motivated and competent team. Use for short periods of time.
How it Builds Resonance: Meets
challenging and exciting goals. Primary Competencies Required:
Initiative, Achievement, Empathy, Emotional Self-Awareness, Teamwork and Collaboration, Emotional Self-Control.
Impact on Climate: Because too
frequently poorly executed, often highly negative.
Pacesetting: Key Factors
• Offers a Model of Excellence: The leader exemplifies high high standards of excellence… constantly encourages, pushes, and demands that the team meet those standards.
• Yields High Quality Work: A highly competent, self-motivated team
who require little direction will deliver what is expected. • Supports Growth and/or Meets Exciting Goals: Used most
effectively in the entrepreneurial stage of development or with an important project that has a tight deadline.
• Creates Burn Out: The more pressure that is created, the more
anxiety and stress that occur. If used too frequently and not in conjunction with other styles employees will become ineffective and resentful.
Exploration of Style
• How could I use this style in current or past situations?
• What are my strengths related to this style?
• How could I take it up a notch to be even more
effective?
• What action steps do I want to take with this style?
Commanding When is it Appropriate: In a
crisis, to kick-start a turnaround, or with problem employees. Use sparingly.
How it Builds Resonance:
Soothes fears by giving clear direction in an emergency.
Primary Competencies
Required: Influence, Achievement, Initiative, Self-Awareness, Emotional Self-Control, Empathy.
Impact on Climate: Because so
often misused, highly negative.
Commanding: Key Factors
• Provides Forceful Direction: In times of crises, a direct order offers a path to follow. Use sparingly and only when absolutely imperative.
• Supports Rapid Change: With a delivery that gets people’s attention but does not intimidate them, rapid change in behaviors and processes can occur.
• Offers a Feeling of Security: When in crises, it can be very comforting to know that there is a powerful leader at the helm making decisions.
• Dissolves Team Harmony: If used incorrectly, people will feel bullied and disrespected resulting in a poor quality of work and staff turnover.
Exploration of Style
• How could I use this style in current or past situations?
• What are my strengths related to this style?
• How could I take it up a notch to be even more
effective?
• What action steps do I want to take with this style?
Wishing You the Best!
Thank you so much for your attention,
your participation, and especially for
the difference you make in the world.
I wish you the very best.
Chris
“Become the kind of leader that people would follow voluntarily; even if you
had not title or position.” ~Brian Tracy
“Debate is common about which leadership style is most effective. The answer, of course, is… it all depends.”
~Thomas Kohntopp Professor, Walden University
