The internet is replete with articles on leadership styles. Whether it is the what, the how, the why. In fact, leadership as a topic has been thrown around a whole lot lately so much so that people in organisations roll their eyes when the topic comes up. But leadership and leadership styles remain a mainstay for organizations interested in remaining competitive and relevant. 

The secret to sustainable success is good leadership and demands on leadership styles grow as success grows. Therefore, it is imperative that people in leadership positions focus on adapting their leadership styles to accommodate the new realities. Just have a look at the “great resignation” to see the role leadership played in it.  

The results of good leadership are evident for all to see. But it is those that pay attention to their leadership style with the intention to improve on it, that will continue to reap the benefits. And it starts with identifying, improving, or adapting your leadership style. So, what is yours?  

Nurturer: This is a leadership style that identifies or works with people referred to as “rough diamonds.” The nurturer can see what others cannot see. They are optimistic by nature, patient, and will put in a lot of empathy in their leadership style. A Nurturer welcomes people with open arms and takes responsibility for improving them. The downside is the likelihood of people taking them for granted and pressures emanating from expectations of an organization excessively focused on short-term wins/goals.

Assembler: Keen sense of purpose, effective communication skills and an eye for talent, a leader with an Assembler style prides his or herself in bringing people together from diverse backgrounds to deliver on a goal or vision. They are quick to spot talent and place them in areas their strengths will find expression best. Assemblers are results driven and may be perceived as insensitive and manipulative. 

Builder: Slightly like the Nurturer, the leader with the Builder style like the name suggests speaks to the leader happy to work with anyone; even someone without prior experience and they are willing to take calculated risks like handing inexperienced people important roles but certainly not critical tasks with dire consequences in case of failures.  

So, what do you think? Are you all 3? Each style has its implications on recruitment, talent, collaboration, developing talent and communication. And what you will find is that some leaders have a bit of these 3 styles but have mastered one.  

Since the pandemic, a lot has changed. And some of those things will not go back to the old normal. From people’s values to priorities. And it is up to the leaders to adapt their style to come up on top whether it is employee retention or delivering on corporate goals.

The implications for leaders? Being self-aware and open to being flexible. The “this is how I am, take it or leave it” era is long gone. It will not work. Power for instance is swinging in the employee’s corner today in the labour market. A nurturer must be able to balance showing empathy to the led without KPIs suffering in the process. Same applies to the Assembler. Diverse backgrounds must be managed while avoiding chaos that can slow down the pace of projects. Builders must be able to read the room and adapt their risk-taking leadership style accordingly. 

Finally, is one leadership style superior to the other? Depends on the context. But it is safer to begin to embrace all these styles because they tend to complement each other. This is not about faking it, but mastering it. You are better being a well-rounded leader with unique styles at your disposal as against being a rigid one.