As a leader, regularly evaluating your leadership style is essential to ensure that it aligns with your values, meets the needs of your team, and drives progress. In times of organizational change or when you feel like things are not clicking among your team, performing this evaluation may help quickly improve the environment and boost your team’s outputs.
One type of leadership style may feel most natural to you, but that may not be the best style to motivate your staff. It may also be that circumstances out of your control call for a change in how you lead, even for a short period of time.
Consider these styles as you evaluate what would best serve your team.
- Transformational leadership – Inspires the team through a shared vision and an emphasis on innovation. This style is best suited for a fast-paced environment where everyone is working toward an agreed-upon future vision.
- Servant leadership – The leader puts the needs of the team above their own and is frequently seen as someone who “rolls up their sleeves” to get the work done. This style is collaborative and succeeds due to strong interpersonal relationships.
- Autocratic leadership – Focuses on the leader making decisions independently without team input. This style is beneficial in high-risk, fast-paced situations, especially when working with a less experienced team.
- Democratic leadership – Actively involves the team in decision-making and encourages continued collaboration. This style is particularly beneficial in creative teams where diverse perspectives enhance the output.
- Coach leadership – Focuses on developing employees and their skill sets for the long term; features a culture of mentorship and continuous learning. This style benefits organizations that need to retain talent and increase engagement.
While one of these styles may feel the most comfortable to you, and may have served your team well for years, it may not be the best path forward. When faced with problems such as low engagement, high turnover, rising miscommunications, or burnout (your own or your staff’s), it may be time to look at a new way to lead.
How to make the change
Leadership changes must start with self-reflection. Understand what style you prefer — then take an honest look at how you are leading. Are you actually using the framework that resonates with you? Is that model best suited for your team’s current situation? Answer these questions with an assessment of team outcomes. Look at performance metrics as well as more personal metrics, such as team growth. Are employees developing new skills, taking on new projects, bringing innovative ideas to meetings?
After this look inward, it’s time to gather outside feedback with one-on-one conversations or anonymous surveys. Ask questions like “What could I do more to support you?” or “What’s one thing I could improve as your leader?”
Once you’ve determined what changes you need to make, start by implementing small ones first. You do not have to overhaul your leadership style overnight. As you make these shifts, communicate each change and the reason for it to ensure understanding and trust among your team.
Understanding leadership’s role
Leadership is not about control — it’s about influence, trust, and enabling others to succeed. Evaluating your leadership style isn’t a sign of weakness or doing something wrong; it’s the mark of a leader who’s committed to growth. When you’re leading in a way that aligns with your values, meets the needs of the moment, and resonates with your team, you’ll find greater fulfillment, stronger relationships, and better results.
As the founder of GovEvents and GovWhitePapers, Kerry is on a mission to help businesses interact with, evolve, and serve the government. With 25+ years of experience in the information technology and government industries, Kerry drives the overall strategy and oversees operations for both companies. She has also served in executive marketing roles at a number of government IT providers.
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