How can you develop leadership skills that work for all types of employees?

Developing effective leadership skills for all types of employees begins with a deep understanding of one's own leadership style. Reflecting on my journey, I've realized that self-awareness is the foundation of adaptable leadership. Knowing my natural tendencies, strengths, and areas for improvement allows me to adjust my approach to suit different team members. For instance, I tend to have a collaborative leadership style, but I've learned that some situations require a more directive approach. By being aware of this, I can consciously adapt my style to meet the needs of various employees, whether they require more guidance or autonomy.

Knowing yourself" is an old but useful mantra. You need to be aware of your biases, what triggers you, your weaknesses, and your strengths. Several tools can help you with this, but nothing beats putting yourself out there and "observing" how you behave.

The most important element, in my experience, is to reflect on one's interactions. Did they go well, and if not, what could you as a leader have done differently? Over time, you should recognise patterns and feel like you are over-adjusting to balance out weaker areas. For example, if you don't convey conviction, then remind yourself to show even more conviction when the situation calls for it. Or, if you tend to make fast decisions without first exploring additional options, force yourself to take a breath and consider alternatives.

Despite the intensity with which we read skills such as leadership, strategic thinking, focus on results, and delivery capacity as keys for leaders, the skill of self-awareness is commonly forgotten and undervalued. From my experience, this is the most important competence for a leader to develop. By understanding their profile, strengths, weaknesses, and vulnerabilities, a leader can prepare more adequately and invest in a team that complements them in their challenges and missions. Knowing your behavioral profile is important, but conducting a personal SWOT analysis and materializing your values with tools like the "personal canvas" certainly help in this process.

Understanding our own leadership style is like having a compass in the professional world. It sets the direction for growth. Self-awareness, whether through tools like DISC or feedback from the team, helps pinpoint where we shine and where there's room for improvement. 🚀 For me, embracing my strengths and acknowledging my areas of development has been key. It's like decoding the leadership language – knowing how I communicate, delegate, and handle challenges. It's not just about leading; it's about leading effectively with everyone in mind. Each team member is a unique piece of the puzzle. Understanding their strengths, preferences, and how they respond to feedback creates a more harmonious workplace.

Let's start with heart-to-hearts - relaxed talks beyond work. What sparks your personal hopes? I aim to relate human to human, not mere manager to employee. My goal is understanding your unique needs and dreams, so I can better nurture what gives you purpose and fulfillment. My style is direct yet adaptable. If too blunt for you, tell me. If my rapid-fire pace overwhelms, say the word. This is about me caring for each of you individually, not pushing blanket motivations. I want to fan your personal flames while excelling together. My role is supporting your individual humanity.

One thing I learned is never to underestimate the power of open and honest communication. Ask your team what kind of leader they need, and don't assume you know what your team needs. Proactively seek their input because leadership is not one-size-fits-all. Consider asking these 3 questions: - What leadership style do you find most effective in supporting your work? - What specific actions or behaviours from a leader motivate you? - Are there any leadership approaches that you find challenging or demotivating? Also, have an ongoing dialogue and regularly check in to ensure leadership effectiveness. You won't get it right the first time and your leadership style will evolve. Be open to listen, learn and adapt.

Understanding and connecting with our team on a personal level is key. It's like having solutions with different approaches for different situations. I've found that taking the time to observe, listen, and ask questions has been a game-changer. It's not just about the work they do but understanding what makes each team member tick. It's about embracing diversity in how people approach tasks and challenges. Building this understanding isn't just for them, it's for us as leaders too. It's about creating an environment where everyone feels heard, and valued, and can contribute their best.

Look for people with different competencies, perspectives, and backgrounds, but never forget to identify whether the essential values needed to strengthen and maintain your corporate culture are present and valued by candidates and team members. Skills you can develop, styles you integrate and assemble teams in which different profiles collaborate, but values are hard to change - and they can risk everything that makes your company "who" it is.

Different dimensions to think about would be:-- 1. How much direct/indirect communication does this person function best in? 2. What are their psychological safety needs; the ones that you are highest in are the ones you will give to someone, the ones you are lowest in are the ones you might accidentally not give to someone. 3. What is their neural wiring-- e.g. attention span/ADHD, introversion/extraversion/ambiversion, autism spectrum, dyslexia, dyspraxia. 4. Are they people who will answer you straight away, or are they the kind who will digest what you said and address that with you at a later date? The more you can figure out re this, the better you can tailor.

Adjusting your communication style between big picture and key details is essential. Sharing insights into the company or project can help individual team members see how their work connects to the overall business strategy and allows for connections between silos and specialties. On the other hand, individuals might start to feel like they don’t know where they should focus their actions. That’s when you need to switch your communication style to share details and information that directly impacts their individual role. Next time you’re communicating with your teams, take a moment to consider which communication style will be best empower them to move forward in the work.

Leadership is entirely situational. What works for one person at one time, may change at another point. Ultimately, your role as a leader is to grow and develop your people. Identifying what they need at a point in time is key. Then you can decide what hat you need to wear: Coach, Director, Supporter or Delegator.

"Seek first to understand then to be understood". Before using any leadership styles, you need to spend time to understand our team members development levels which are defined in two aspects: competences and commitments. Competences are something rationally demonstrated but Commitments require more human touch observations.

Adaptability is a cornerstone of effective leadership. Leaders must tailor their communication, decision-making, and motivational strategies to align with the preferences of individual team members. How Cultural Intelligence Helps: Behavioral Cultural Intelligence focuses on knowing how to act in cross-cultural situations. Through practical training scenarios, leaders develop the ability to adjust their behaviors to accommodate diverse cultural expectations. For instance, a leader with high behavioral Cultural Intelligence may modify their communication style to be more direct or indirect based on the preferences of individual team members.

From experience, I'd say that everything you do as a leader is situational. Situational Coaching, Situational Leadership, and Situational Communication, to name just a couple of things. The best leaders know how and when to flex their style to suit the people and the situation.

Some questions that are helpful:-- 1. What do you like most about how we work together? Why? 2. What can be improved? Why? 3. What targets can we set, when shall we review that?

Les feedbacks doivent e faire dans les 2 sens pour être moins "top down" donc des feedbacks quelque soit le niveau hiérarchique. Les données sont précieuse d'où qu'elles viennent et surtout permettent de faire remonter les problèmes et de trouver des solutions au plus vite. Il faut être authentique et à l'écoute des autres. la clef du leadership est l'authenticité

Continuous improvement is inherent in effective leadership. Seeking feedback and learning from experiences, both successes and failures, are crucial elements of growth. How Cultural Intelligence Helps: Metacognitive Cultural Intelligence encourages leaders to monitor and adapt their learning processes. Leaders with high metacognitive Cultural Intelligence actively seek feedback on their cultural interactions. They reflect on their experiences, identifying areas for improvement. For example, a leader might solicit feedback on the effectiveness of their communication in a diverse team setting, using this information to refine their approach.

Feedbacks should go both ways to be less 'top down,' meaning feedback at every hierarchical level. Data is valuable, no matter where it comes from, and, above all, it helps to identify issues and find solutions as quickly as possible. It's important to be authentic and attentive to others. The key to leadership is authenticity

Seeking feedback through teams, junior and senior to you, will always proved valuable, whether you like the feedback or not. Feedback provides growth. In my experience it’s been important in stepping into new team situations to give yourself a 90-day period, let your team members and direct reports get a chance to see how you lead, their own thoughts on you (leader & person), and how you fit into the team. Once you ask for feedback, they can give you a true, honest assessment of you as a leader.

As a leader, it is hard to take time out for learning, but 100% necessary. In the world of technology, functions such as marketing and product management are progressing rapidly - if you don't set aside time to learn, you will quickly become obsolete. It may feel overwhelming, but with potentially an entire company dependant on you, you owe it to them to find the best sources of information and encourage others to do so as well.

Effective leadership requires a commitment to continuous learning, adaptability, and empathy. I find it concerning when I observe senior leaders dismiss the need for their own training, as ongoing development is crucial for success. Leadership is akin to a muscle that requires regular exercise and refinement. To resonate with all employees, leaders should embrace a growth mindset, seek diverse perspectives, empower and inspire, emphasize emotional intelligence, and invest in ongoing training and development.

In a rapidly evolving global landscape, leaders must embrace a mindset of continuous learning. Stagnation in understanding cultural dynamics can hinder leadership effectiveness. How Cultural Intelligence Helps: Motivational Cultural Intelligence, the willingness to engage with people from different cultural backgrounds, underpins a leader's commitment to ongoing learning. Cultivating curiosity about diverse cultures and a desire to understand evolving societal dynamics are integral to this dimension. Leaders with high motivational Cultural Intelligence are more likely to proactively seek learning opportunities, such as cross-cultural workshops, language courses, or participation in diversity and inclusion initiatives.

Cultivating a diverse set of competencies enables a leader to develop and foster an inclusive and supportive work environment, allowing all types of employees to thrive and contribute to the organizations success. Some of these competencies include: Adaptability, Effective Communication, Accountability, Recognition & Feedback, and Coaching.

Developing leadership skills that resonate with all types of employees is a tough challenge. People differ a lot in how they work and what they need. Some like clear rules, others prefer freedom. In my opinion tailoring leadership approaches to cater to the uniques needs and preferences to each individual demands a refined understanding and continuous adaptation.

Remember that leaders often become leaders because of their technical skill, and no one is born with leadership skills. The most important thing is the ability to be open to learning. Keep learning, refining, getting feedback, and tweaking your system.

Understanding and managing one's emotions, as well as empathizing with the emotions of others, enhances interpersonal relationships and contributes to effective leadership, creating a positive organizational culture by fostering a sense of belonging and psychological safety. Encouraging open communication, recognizing and celebrating diversity, and promoting a collaborative environment are integral aspects of inclusive leadership. Adaptability to technological advancements and industry trends is crucial in the rapidly evolving landscape of I/O psychology. Embracing digital tools for communication, project management, and feedback mechanisms to better align with the preferences of a technologically diverse workforce.

Adaptability and empathy are key attributes for anyone in a leadership position. However, one must be aware of not trying to please everyone but ensuring that everyone understands why empathy is a priority. It's a matter of balance.

The one thing I have found really helpful are the one-on-one meetings. I am able to adapt according to the employee that I am speaking to at that particular time, and during the conversations, there are times I have had to adapt all of my leadership skills when dealing with an individual, depending on the complexity of the discussion. However when dealing with a team, I will pick up one leadership skill depending on the task ahead.