Leadership Styles

My reflections on the “Leadership and the One Minute Manager”

Last week, after a good chat with my manager where we discussed the career path from one of my team members, he advised me to read a book that inspired me to write this article and share with all of you.

The book, “Leadership and the One Minute Manager” talks about basic principles to help leaders build trust with their people and achieve leadership success. It helps empower leaders and managers to be more productive and satisfied in their jobs and consequently in their lives.

First of all, what is a leadership style? Leadership style is defined as, the way you work with someone. It’s how you behave over time, when you are trying to influence others, as perceived by them.

The styles identified are:

Directing: the follower is characterized by low competence and high commitment, the inability to comply, with possible feelings of insecurity. As a leader, we need to spend much more time working with the employee, offering clear instructions and regular follow up. (low competence and high commitment)

Coaching: in this stage the follower already developed some competences with an improved commitment, but is not totally confident in his abilities. At this point, the leader still needs to focus on tasks, but the focus is building on the trust that has begun to develop and the encouragement that has been demonstrated (some competence and low commitment).

Supporting: The follower is now highly competent, but is not yet convinced in his ability or not fully committed to do his best and excel. The leader must now focus less on the tasks assigned and more on the relationships among the follower, the leader, and the group. (high competence and variable commitment).

Delegating: The follower is highly competent, highly committed, motivated, and empowered. As a leader you can now delegate tasks to the follower and observe with minimal follow up, knowing that acceptable or even excellent results will be achieved. (high commitment and high competence)

Now, the 1st thought after reading this could be… what is my style, right? Where do I fit here? And here is the first great insight: THERE IS NO ONE BEST LEADERSHIP STYLE, as it is dependent upon the individual’s level of ability and willingness to complete the specific task. Some people are more developed in some areas than in others. They can function independently, without supervision on some areas but need more direction and support on others… So, in some cases using 2 different styles with the same person is valid too. “There is nothing so unequal as the equal treatment of unequals”.

For example, a team member that is extremely competent and confident handling complex business and technical tasks, but has not demonstrate that same degree of development when it comes to trust on the team to delegate certain tasks or to coach some of them to be able to execute on the same level. This is where a leader needs to diagnose and observe to be able to adapt the best style in different situations.

And here is where it comes the best quote I read in this book: “When I Slow down, I go faster…”

Slowing down allows you to notice more, make more connections and engage more of your own feelings with the others… and consequently to be able to address the needs of your team.

Anything you would like to comment?

Please feel free to challenge my thoughts, ask questions and add comments in the comments section. Looking forward to know your opinion.