As HR, People and Culture professionals, our role in this ecosystem is akin to that of a gardener who understands the unique needs of different plants.
Role of HR in Leadership Styles is more important than we think it is.
Here’s how we can help leaders identify and embrace their natural leadership style:
- Leadership Assessments: Utilise tools and assessments to help leaders understand their innate strengths and tendencies. Just as a gardener tests the soil to understand what it needs, these assessments can reveal whether a leader is more outward or inward in their approach.
- Feedback and Coaching: Provide regular feedback and coaching sessions. These sessions are like pruning and nurturing plants – they help leaders understand how their style impacts their team and organisation, and guide them in refining their approach.
- Leadership Development Programs: Tailor leadership development programs to cater to both types of leaders. These programs should be like a diverse garden, offering a range of growth opportunities and learning experiences.
- Encouraging Self-Reflection: Promote an environment where self-reflection is valued. Encourage leaders to regularly take a step back and assess their style, much like a gardener observing the growth and health of their plants.
- Creating Supportive Networks: Help leaders build networks with peers who have different styles. This can be likened to companion planting, where different plants support each other’s growth.
Supporting Leaders in Their Chosen Path
Once a leader identifies their style, it’s crucial to support them in that path:
- Resource Allocation: Provide resources that align with their style. For Outward Visionaries – Leaders, this might mean more opportunities for customer-centric foresight, strategic planning, market analysis, investor readiness and engagement. For Inward Nauturers – Managers, resources might include tools for team development, training in giving and receiving constructive feedback, transitioning from a traditional boss role to a coaching role, initiatives to boost employee engagement, and mechanisms for personalised recognition that resonate with individual team members.
- Recognition and Validation: Acknowledge and validate their chosen style. Celebrate the successes that come from their unique approach to leadership.
- Flexibility in Roles: Allow flexibility in roles and responsibilities to enable leaders to play to their strengths. This might mean adjusting their scope of work to align more closely with their natural style.
- Encouraging Collaboration: Promote collaboration between different types of leaders. This can lead to a more balanced and effective leadership approach within the organisation.
Conclusion
By helping leaders identify and embrace their natural style, and supporting them in their chosen path, HR can play a pivotal role in fostering a more engaged and effective workforce. Just like in nature, where diversity leads to a healthy ecosystem, a diverse range of leadership styles can lead to a more dynamic and successful organisation.
Here are some more blogs which you will find interesting to boost your leadership skills:
Strategies for Developing Effective Leadership
Discover proven strategies to become a more effective leader. Learn how: https://satoriconnect.com/strategies-for-developing-effective-leadership/
Great Leaders and Managers: The Symbiotic Dynamics in Leadership
Explore the symbiotic relationship between great leaders and managers. Read on: https://satoriconnect.com/great-leaders-and-managers-the-symbiotic-dynamics-in-leadership/
Kintsugi Leadership: Transform Your Workplace
Apply Kintsugi principles to transform your leadership and workplace. Find out how: https://satoriconnect.com/kintsugi-leadership-transform-workplace/
