Searching for safe cover, fearing damage and destruction, and expecting the worst…is that a description of East Coast residents preparing for this weekend’s immense blizzard or does it describe the way your team members react to your leadership style?
Your style of leadership – the way you speak, act, and relate to your people – can either build or erode trust. While this is a gross oversimplification that undoubtedly leaves out many leadership styles and patterns, which of these weather conditions describes your predominant style of leadership?
The Hurricane Leader
“I’m rolling thunder, pouring rain. I’m coming on like a hurricane.”
Hells Bells ~ AC/DC
Hurricane Leaders leave a path of destruction in their wake. Team members duck and cover when the boss approaches and hope they survive the storm without any personal damage. The company grapevine serves as an early warning system – “Watch out! The Boss is on his way!” Hurricane Leaders aren’t too concerned with employee morale, engagement, or career development. Their primary concern is whether or not the work is getting done regardless of the human cost. This type of leadership may produce short-term results, but like any hurricane, its power will diminish over time and cease to be effective.
Employees have low trust with Hurricane Leaders because their behavior is often mercurial and unpredictable. Employees are also hesitant to be vulnerable with Hurricane Leaders because they aren’t sure if the leader has their best interests in mind. Hurricane Leaders can build trust by establishing consistent patterns of behavior and dialing down their gale force winds.
The Rainy Day Leader
“That woman of mine she ain’t happy,
unless she finds something wrong and someone to blame.
If ain’t one thing it’s another one on the way.”
Rainy Day Woman ~ Waylon Jennings
Rainy Day Leaders perpetually sees the glass as half-empty. Either through ignorance, apathy, or being constantly beat-down by organizational dynamics, these leaders have surrendered their power and given up hope of a better future. People are not inspired by Rainy Day Leaders. Team members want and need a leader who sets a compelling vision of the future and rallies the team to achieve that vision.
I once had the pleasure of meeting Rosey Grier, the All-Pro NFL football player and member of the L.A. Rams’ “Fearsome Foursome” defensive line in the 1960’s. He was speaking about his work in leadership development with inner-city youth and he made the comment that “leaders are dealers of hope, not dope.” That phrase has stuck with me and serves as a reminder that a primary role of leadership is to serve as a beacon of hope, especially during the dark and dreary rainy days.
The Sunshine Leader
“Sunshine on my shoulders makes me happy. Sunshine in my eyes can make me cry. Sunshine on the water looks so lovely. Sunshine almost always makes me high.”
Sunshine On My Shoulders ~ John Denver
Sunshine Leaders are so pie-in-the-sky optimistic about everything that team members find it hard to completely trust them. Perhaps in an effort to constantly boost team morale, Sunshine Leaders can go overboard by not making realistic assessments of difficult situations around them and just “hoping” everything works out for the best. Team members want leaders with positive outlooks, but they also want leaders who acknowledge reality, admit when conditions are bad, and work to make things better.
Sunshine leaders can build trust by surrounding themselves with trusted advisers that are given permission to “speak truth” to the leader and hold him/her accountable to addressing the unpleasant issues of leadership.
A Leader for All Seasons
“To everything, turn, turn, turn
There is a season, turn, turn, turn,
And a time to every purpose, under Heaven”
Turn! Turn! Turn! (to Everything There Is a Season) ~ The Byrds
Leaders for all seasons recognize there isn’t a cookie-cutter approach to leadership. The first step to being a trustworthy leader is to be true to yourself by having a deep understanding of your values, purpose, gifts, and abilities as a leader, and blending them together to create your leadership persona. People trust and follow authentic leaders who are comfortable in their own skin and live with a clear and purposeful mission.
All Season Leaders know they have to meet each of their followers at their own level, and then partner with them to reach higher levels of performance. These leaders flexibly use different amounts of direction and support to provide the right leadership style that helps their direct reports develop the competence and commitment needed to succeed in their roles. This investment in the growth and development of your people builds trust and identifies you as a Leader for All Seasons.
