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How To Answer “What Is Your Leadership Style?” (Interview Question)

By Biron Clark

Published: November 20, 2023

If you’re job searching, the interviewer is likely to ask about your leadership style. I’m going to walk you through exactly how to give an impressive answer to the interview question: “What is your leadership style?” so you can get hired. And I’ll cover a few “traps” and mistakes you want to avoid to get the job offer.

Let’s get started…

How To Answer “What Is Your Leadership Style?” In Job Interviews

If they’re asking you this question in an interview, it means they care about your leadership ability and are likely using it as a factor in deciding who to hire. This doesn’t have to be direct leadership. You don’t need to have managed or supervised people in a past job. And you might even hear this question for a position that isn’t going to require any direct leadership. But maybe in a few years, they plan on promoting you. Maybe they want someone who can lead by example and mentor newer people in a year, etc. For whatever reason… the interviewer wants to know how you lead and more importantly- how comfortable you are doing it (that’s the real reason they’re asking here!) So you need to show them you’re confident when leading and that you’ve done it before!

Let’s get into some do’s and don’ts now, so you can give a great answer.

1. Don’t say you’ve never led anyone

Pick your most impressive leadership experiences as you think back and try to come up with an answer for this. It might be on a sports team, in a class project, or in previous jobs. But whatever you do, don’t answer this interview question by saying, “I’m not really a leader”, or “I’m not sure, I’ve never really led people in the past”. Find SOMETHING, no matter what. (If you want to get hired, that is).

2. Sound like you have a method or system that works for you

There’s no single “right” or “wrong” answer to this interview question… but the hiring manager wants to know you have a system that works for YOU. When they ask, “what’s your leadership style”, they want to hear that you’ve figured out something that consistently works when you’re put in a position to lead. And you need to sound somewhat reasonable and easy to get along with. Sound likable. Don’t make yourself sound like a dictator or somebody who leads by bossing everyone around. It’s ineffective and definitely won’t get you hired.

3. Share specific examples if possible

After you answer the basic question and describe your general style of leadership, I recommend you ask the hiring manager if they want you to go into more detail. You can say, “do you want me to give an example of a time I’ve done this?” They’ll probably say “yes”, and if they do, you can tell them a specific story. (It’s always best to ask though, rather than diving into a super long answer when they might be looking for a quick response. This is a strategy I recommend frequently because it prevents you from annoying the interviewer or giving answers that are too long). If they do want a story, talk about how you used your leadership ability to make a past project a success. What was the final result? Did you help your company make money or save money? Did you win an award in school? etc. Talk about real, measurable results.

Options & Examples for How to Describe Your Leadership Style

Now that you know the 3 steps to answer, “what is your leadership style,” I’m going to give you a few word-for-word examples and phrases you can use to describe your style of leading. These will all make you sound great to an interviewer.

Remember what I mentioned above though – you’re going to need to share stories and examples when they ask this interview question. So don’t lie. Pick something that really fits you!

Common leadership styles:

  • Lead by example: “I like to lead by example. I lead from the front by taking action, demonstrating what needs to be done, and keeping my team organized to make sure we’re all on the same page and contributing equally.”
  • Lead by facilitating communication: “Communication is one of my greatest strengths. I lead by facilitating open communication, and trying to bring out the best in every team member”.
  • Lead by delegating and making others better: “I’m great at delegating and finding the strengths of other team members. I try to give each person a chance to do what they’re best at and create a team effort that delivers a result that’s greater than the sum of its parts”

If you’re having trouble coming up with your leadership style, here’s a trick:

Ask people who know you! Ask your parents, friends, other family, classmates, etc. People you’ve been on sports teams with, on class projects with, or worked with. Ask them how they’d describe your leadership, and try to notice a few themes that multiple people repeat. That’s what you can take and use. If you follow the steps above, you should be able to give a great answer when they ask about your leadership style or leadership experiences in any interview. Be ready to get specific, and don’t give vague responses like “I’m a hard worker, so it’s always a success when I lead a project”. That’s meaningless. That tells them absolutely nothing. They want real details, results, and specific facts. They want to really see if you’ve developed a style that works for you, and they want to see that you can describe it clearly. So practice your answer at home before going into the interview.

“What is Your Leadership Style?” Sample Interview Answers

Before we wrap up, I’m going to leave you with a couple of word-for-word example answers for describing your style of leadership in an interview.

Example Answer #1:

“I would describe my leadership style as direct, and leading by example. I enjoy delegating tasks and taking the lead on projects, but I also like to stay involved and inspire my team by showing that I’m working hands-on to help them, too. For example, in my last job, we had an emergency situation where a client’s website went down. I quickly delegated tasks to my team of 4, but then got on the phone with the client myself to find out more information for my team and give the client temporary steps they could take to make the issue less costly while we came up with a permanent solution. When my team saw me working hard to fix this, it made them realize the importance of the issue and work hard as well.”

Example Answer #2:

“I think my strengths as a leader are effective delegation and communication. So my leadership style takes advantage of those strengths. I always try to delegate tasks to whoever is best-equipped to perform well in the task, and I try to communicate clearly about what needs to be done, and why. This eliminates back-and-forth, mistakes, and the need to re-do tasks. Taking more time to communicate effectively at the beginning of the project, and delegating properly, both end up saving time as a project advances.”

If you follow the advice above and make your answer sound like these examples, you’ll impress the interviewer and quickly move past the interview question!

As a final step, make sure you practice your answer. You want to sound sure of yourself and confident when they ask, “what is your leadership style?” This isn’t a question you want to hesitate on or draw a blank, so use the steps above and practice until you feel ready.

Biron Clark

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Very informative article. We can add few more common leadership style –

1. Thinking and Responding Quickly 2. Successful Negotiator 3. Managing Difficult Conversations 4. Debate like a Pro

Thank you for your help

Please send the questions

Incredibly #Helpful

Please provide the common questions during the interview. Thank you.

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Interview questions answered: What is your leadership style?

Great leader can make all the difference in any team at the workplace, or outside of it. Once you interview for a job in which you will lead someone–be it only one person , or a department of dozens of employees, or anything in between and beyond, you can expect to get at least a couple of questions about leadership.

They can inquire directly what leadership means to you, whether you consider yourself a leader or a follower, or they can ask you to share with them an example of a successful leadership from your last job. We analyze all these questions on different pages of InterviewPenguin.com , and no we will look at another one–the question about your leadership style .

Before I proceed to 7 sample answers to the question, I want to make sure you understand two things. First: job interview is not a school exam at the college of management. Second: people sitting in the interviewing panel are not teachers. And though we have many categorizations of leadership styles and you can relate to one of them in your answer, the most important thing is to describe, in a language they will understand , how you lead the people who work under you, and the great results you yield with your leadership . Or how you plan to do it, if this happens to be your first job application for any leadership role. You do not need any special terminology for this purpose…

Let’s have a look at the sample answers. I tried to come up with a variety of answers on my list, including some unconventional answers. Just to make sure at least one of them will resonate with you. Do not forget to check also my concluding thoughts at the end of this article.

7 sample answers to “How would you describe your leadership style?” interview question

  • I would describe my leadership style as results oriented . In an ideal case I’d like to have goals in place for every single employee –regardless of how simple their job is. Once we have the goals in place, we can set milestones, or daily schedule for everyone, and I can lead them on their way to continuously attain their goals , by checking their progress daily, making sure they know what they are supposed to do, delegating work, counseling them, and so on. It is also important to me to lead people in the way that they can see the bigger picture . Their work may seem routine or even lacking sense at times, especially here in automotive. That’s why I make it a point to personally explain everyone the role their work plays on the final product, the role they play in the team, and why it is indispensable. In my experience, it works wonders with their motivation . At the end of the day, we are all looking for a purpose, for a meaning to our everyday work and existence…
  • I would characterize my leadership style as highly democratic . Always trying to empower the people , and make them participate on the decisions we make in the department, I am no strict leader. In such a working environment everyone learns from everyone , and the entire department grows under my leadership. In my opinion, in an organization of this size, with so many employees working under me , empowering people and letting them to make decisions on their own, any time a situation allows it, is the only way to meet deadlines and progress faster than our competitors. Of course, it is my role as a leader to make sure every employee understands our values , and the direction we follow in the company, and decides accordingly …
  • Working on a construction site , I believe that only leadership style which works is a strict authoritative leadership . Let’s not be naive. Most of the people working here do not love their jobs . If they had better education or an opportunity to do something else to pay their bills, they would not be here . Hence they will do just as much as they have to, in order to keep their job and get their wage. If I do not set a specific deadline for finishing something , they will work slowly, spend a lot of time smoking cigarettes, and simply won’t progress at a desired pace. Hence it is crucial to set strict goals, to be present in the workplace , and do not allow for too much of independent decision making of the laborers. In my opinion, this is the only way to succeed as a construction supervisor.
  • I can talk about an example from my last job . Leading a group of seven creative people in a graphic design department, the best thing I could do was to set an overall direction for the team , tell them the final goal of each campaign, and then simply let them brainstorm, dream, imagine, and work. You can call it Laissez-faire leadership style if you want. And I would love to do the same in your company. Of course, it is crucial to have weekly or even daily team meetings , to make sure people stay on the task, and progress, and to encourage them and give them feedback and everything. Except of that, however, I believe it is best to let people work independently. Interfering too much would only limit their creativity.
  • This is my first application for a leadership job , and it hard to define my leadership style at work. However, I have an experience with leading some sport teams , such as at the college, or a group of friends. And I would characterize myself as a positive leader . I never hesitate to recognize someone for a good job they’ve done , praising them for their work. In my opinion, praise beats criticism. I also try to lead by an example. I would never ask someone to stay longer in work if I was to leave at time. In my opinion, this approach can yield great results, though I haven’t tested it yet in a corporate environment.
  • I would describe myself as a flexible leader . Having led various people and teams in my long managerial career, I’ve learned that different things work with different people and teams. Hence I do not like to limit myself to one leadership style only. As a good leader, I always try to assess the strengths and weaknesses of my team members . And I also like to test their decision making ability with some seemingly trivial decisions. If I see that the team works great without strong intervention from my side, I won’t intervene. On the contrary, if I see that the motivation drops quickly and so does the effectiveness , or other problems occur in the team–such as regular conflicts, I will opt for a more authoritative style of leadership. And when it comes to exceptional employees , people I can imagine in my own role one day , I will give them a special attention and try to work with them as a coach. To sum it up, I try to adjust my leadership style to the people I lead, situation in the business, and other circumstances. The goal always remains the same: to achieve the best long-term results for the business .
  • It would be probably better to ask my former subordinates . What I wanted to achieve, and how I wanted to lead them, and what they perceived, can be a completely different story. Anyway, I always tried to give a special attention to every employee . Regular one on one meetings  formed the core of my leadership. Understanding what each employee wanted, and how it related to the goals of the business, as well as what their strengths and weaknesses were, I tried to coach everyone to achieve their best at work . Was I hard sometimes on them? For sure I was. But I did it with the best intention , and at the end of the day I also had goals to meet as the leader of the department. And I never hesitated to praise someone for a good job they’ve done…

Think about the job, working environment, and a fitting leadership style before your interview

Different working environments require different leadership styles . You will hardly succeed letting ten construction workers “do whatever they want”, letting them a complete freedom in the workplace. If you did so, you may as well return to the construction site after six hours and find people talking together and smoking cigarettes, having made no progress whatsoever.

On the opposite side of the spectrum, leading a team of creative engineers with an iron fist would not only hinder the progress of the team. Such people would simply leave the company , because freedom to decide and to think creatively and implement their own ideas is the reason why such people love engineering .

* Special Tip: This isn’t the most difficult question you will face while interviewing for any decent leadership role. You will face questions about prioritization, dealing with pressure, solving problems , and other tricky scenarios that happen in the workplace and with the people you manage. If you want to make sure that you stand out with your answers and outclass your competitors, have a look at our Interview Success Package . Up to 10 premium answers to 50 tricky scenario based questions (+ more) will make your life much easier in the interviews. Thank you for checking it out!

what is your preferred leadership style essay

These are two extreme examples, of course, but I hope you got the point. Think about the company, values they try to promote in the workplace, type of people you will lead, and a style of leadership that should work well in such an environment. It should help you decide about the right answer to this tricky interview question.

Describe your leadership style in three words

Trying to avoid lengthy answers , the hiring managers may sometimes ask you to describe your leadership in three words. It is especially common on job application forms, and during the first rounds of hiring process, While I personally do not like the question, since each word can be interpreted in various ways , and without you elaborating on the “three words” they can make a completely wrong impression about your leadership style based on such a short description, you may face the question, and it is better to prepare for it .

One of the three words in your answer should perhaps characterize your leadership in general, such as authoritative, autocratic, democratic , etc. The other two words should help them understand the way in which you actually lead the people or project. Some good words you can use (depending on your way of leading others) include: friendly, inspiring, motivational, goal-oriented, demanding, personal, coaching . Choose some of them and then hope that the person reading or hearing the words will understand them correctly :).

Ready to answer this one? I hope so! Do not forget to check also sample answers to other tricky interview questions about your leadership:

  • What does leadership mean to you?
  • Are you a leader or a follower?
  • Who inspires you?
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  • Your leadership style: why understanding yourself matters
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  • http://orcid.org/0000-0003-0110-2378 Clare Felicity Jane Price-Dowd
  • People Directorate , NHS England and Improvement , Leeds , West Yorkshire , UK
  • Correspondence to Dr Clare Felicity Jane Price-Dowd, People Directorate, NHS Improvement, Leeds LS1 4HG, West Yorkshire, UK; clare.price-dowd{at}improvement.nhs.uk

Understanding of personal leadership style has been shown to be a key part of effective leadership practice. It has been a topic of interest for many decades as we have tried to understand, and replicate, what makes those considered to be ‘great leaders’ so successful. This article gives a brief introduction to different leadership ‘theories’, leadership ‘styles’ and the effect they have on the ‘climate’ in organisations. Having an understanding of the different approaches can help leaders be more effective through comprehending how and why they do what they do, as well as helping them identify where and when they need to adapt their style. By considering how our understanding of leadership has evolved, it is possible to show how effective leadership is not linked to one approach. It is a combination of knowledge, attitudes and behaviours with a focus on both the task in hand and concern for those undertaking that task. Furthermore this understanding supports impactful personal development, which creates positive climates in organisations where compassionate and inclusive leadership behaviours can, and do result in better outcomes for staff and patients.

  • effectiveness
  • leadership assessment
  • role modeling

https://doi.org/10.1136/leader-2020-000218

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Introduction

Who, when flipping through a publication has not been tempted by the ‘personality quiz’, hoping to get the ‘mostly A, B or C’ that indicates we have the attributes for long and successful careers or lots of friends? While this level of ‘knowing how we are’ could be dismissed as flippant, when it comes to leadership, understanding our personal approach can be invaluable. If you asked people around you ‘what sort of leader do you think you are?’ they would most likely answer in the singular ‘I lead by example,’ ‘I build relationships with people,’ or ‘I don't tolerate underperformance’. They are unlikely to say ‘I do this here, and that on other occasions’ yet the most effective leaders are those who attune to their context, consciously adapt their practice and have an awareness of how their own style effects others. This article introduces the different theories and styles of leadership and how they can be used to create positive work climates. The key terms are given in table 1 .

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Evolution of leadership theory and understanding of style

A desire to understand what makes a successful leader is not new. For centuries there has been debate about what differentiated leaders from non-leaders, and leaders from followers. In a comprehensive review of leadership theories by Stogdill, 1 a number of categories were identified and in the 80+ years since Lewin et al 2 published their theory on patterns of behaviour in 1939, we have seen an evolution from trying to identify ‘common traits’ based on inherent characteristics of ‘great men and women’ through to the what we now understand to be the successful combination of person, place and approach. Looking further into this evolution, although this is not a comprehensive list, it is possible to group the stages of development as follows:

Trait theory—for example as seen in the work of Carlyle 3 and Stodgill 1 is concerned with the type of person that makes a good leader and the innate qualities and associated leadership traits they have. A meta-study by the Centre for Excellence in Management and Leadership 4 identified over 1000 leadership traits in the literature, which they distilled to 83 more or less distinct attributes. While no specific trait or combination was found to guarantee success, trait theory did help in identifying qualities that are helpful when leading others such as integrity and empathy.

Later, behavioural theory identified what good leaders do—effectively how they ‘lead well’. Examples include the Tannenbaum and Schmidt continuum 5 —seven stages of reducing control namely Tells, Sells, Suggests, Consults, Joins, Delegates and Abdicates; the Action-Centred Leadership Model of Adair 6 which sets out the three responsibilities of the leader—‘achieving the task, managing the team and managing individuals’ and the Blake Mouton Managerial Grid 7 also referred to as ‘The Power to Change’ which outlines two behavioural dimensions: Concern for Results and Concern for People.

Situational and contingency theory: looks at the leader in the context of where they lead. By considering how the leader’s success is directly influenced by their environment, it became possible to identify the conditions that support or constrain leaders as seen in work including Feidler 8 Vroom and Yetton 9 Yukl 10 ; Hersey and Blanchard 11 ; Thompson and Vecchio. 12

Transactional theories—as seen in the work of Weber 13 and later by Bass, 14 focuses on the leader getting results by using process and structures while applying reward and penalty in response. Within this are power and influence theory, exchange and path-goal theory by House 15 16 which concentrate on the relationship between leader and led as a series of trades or ‘leader-member exchanges’.

In more recent years, while the transactional and positive view of hero leadership has never entirely gone away, the notion of ‘Hero to Host’ 17 which describes the move to transformational and ‘new wave’ styles outlined by Burns 18 Bass 14 and Kouzes and Posner 19 among others. Transformational leadership not only serves to enhance the motivation, morale, satisfaction and performance of followers, but also sees the leader role model compassionate and inclusive behaviours, which are valued. In ‘Good to Great’ by Collins, 20 the Level 5 leader is described as possessing both indomitable will, but also humility and is often self effacing and shy, the opposite of what we might have previously described as leadership traits!

Relevance for leaders

Every day, leaders in healthcare must constantly analyse complex situations, engage, motivate, empower and delegate. Many leaders now operate within complex adaptive systems—organisations that are an interconnected whole of many parts, which may and may not function effectively together depending on changing circumstances. This calls for leadership skills and behaviours that can move between each required activity with seemingly effortless ease and without loss of effectiveness.

Having an appreciation of different theories and styles also helps us identify our reaction to these changing situations. In considering the global COVID-19 pandemic, the leadership behaviours required, and experienced, may be different to anything encountered before. The effect of leadership in this situation is profound and will have a lasting impact. Displaying command behaviours may be necessary but uncomfortable, while teams may not be used to being directed with minimal consultation. Sustained pressure may have a negative effect, but it does not follow that leadership behaviours slide into being disrespectful or non-inclusive—it is about the leaders focusing on the task and ensuring individuals and teams are clearly instructed on the part they have to play; consulted where possible and informed of when and when they need to do as instructed.

However, knowing about ‘how we are’ is only part of the picture, equally important is understanding the effect we have on other. Goleman 21 found that the one of the biggest mistakes leaders make was to default to a style of personal choice rather than responding with the most appropriate in the situation, while Blanchard 22 suggests that 54% of leaders only ever apply one preferred leadership style regardless of the situation. The result is that almost half of the time, leaders are using the wrong style to meet their current objective or lead the people around them well.

The danger here is trying to be the most popular leader and everyone’s favourite, rather than developing an authentic repertoire of skills. If you have never considered your leadership style or the types of leadership behaviours you have there are a number of tools to help such as the National health Service Healthcare Leadership Model. Based on research of the behaviours of effective leaders, Storey and Holti 23 defined nine domains (Inspiring shared purpose: leading with care: evaluating information: connecting our service: sharing the vision: engaging the team: holding to account: developing capability and influencing for results) against which can leaders can self assess and gain pointers on how to strengthen their style.

Relevance for the work environment

Research by KornFerry Hay Group 24 shows an up to 70% of variance in climate and an up to 30% increase business performance can be directly attributable to the climate leaders create through their style of leadership. This includes feeling included, supported and having a role that is meaningful. To help leaders create a positive climate, Goleman 21 defined six leadership styles—see table 2 —which he then correlated with the type of climate each created for those around them. Those able to deploy the styles in the left column have been shown to create high performing teams in positive climates.

Leadership Styles and the climate they support (adapted from Goleman 21 )

These are not the only leadership styles: others include Autocratic leadership where leaders/managers make the decisions and employees follow orders as previously stated; laissez-faire leadership where the manager empowers employees but gives them few rules to follow with little oversight or direction: bureaucratic leadership where hierarchies and job titles to determine responsibilities and rules and servant leadership which focuses on the needs of employees, seeing them as the organisation’s most important resources and often treating them as clients, but only the six here were included by Goleman.

The effects of the leadership styles displayed and the effects they have on the climate within organisations has far reaching impact for team members. The ability to flex your leadership style and create a positive climate has been shown to create greater job satisfaction and pride in work, greater collaboration and creativity. Having an awareness of the effects of personal style, is therefore an essential part of a leaders toolkit and something every leader should have awareness of

In practice

Delivering health and care is highly complex and effective leadership calls for a match of style and approach to context and presenting challenge. Leadership styles is not a neat category of things, the increasingly interconnected world with ever-evolving technology has dictated a need for leaders who can adapt effortlessly as the situation dictates. Daniel Goleman 21 likens leading to being a golfer—one game but choosing the right club, at the right moment, for the next shot. Lets think about what this could look like: again, thinking about the COVID-19 pandemic the deteriorating clinical condition requires a leader who draws on all their experience, interprets the situation, takes control and ‘tells’ in order to get the best outcome for the patient—transactional and it’s wholly appropriate. At other times, that same leader will need to take time to build relationships and coach others in order to give the best care possible.

We all have a natural tendency towards our preferred style and when under pressure, there is evidence that we ‘revert to type’, relying on the most comfortable part of our personality to see us though. Unfortunately this means using fewer of the leadership skills that usually provide balance. Skilful, mature leadership is about leading ourselves as much as leading others. This level of understanding our style helps us recognise triggers that support adopting the right style for the given situation.

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Different situations require different leadership style and each style can be considered a tool in itself. How we lead needs to be a combination of concern for the task in hand and also the people undertaking it, as both individuals and collectively as teams. We have looked briefly at small number of the plethora theories and styles that can help us understand how we lead. Leaders who understand themselves and can move effortlessly between a range of styles in response to changing situations have been found to have more positive outcomes for their teams and patients.

  • Stogdill RM
  • Lippitt R ,
  • Carlyle T ,
  • Tannenbaum R ,
  • Blanchard K
  • Thompson G ,
  • Wheatley M ,
  • KornFerry Hay Group
  • Newstrom JW ,
  • Griffin MA ,

Twitter @clarepricedowd

Contributors CFJP-D completed all part of this paper:

Funding The authors have not declared a specific grant for this research from any funding agency in the public, commercial or not-for-profit sectors.

Competing interests None declared.

Patient consent for publication Not required.

Provenance and peer review Not commissioned; externally peer reviewed.

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How to Develop Your Leadership Style

  • Suzanne J. Peterson,
  • Robin Abramson,
  • R.K. Stutman

what is your preferred leadership style essay

Bosses often sense that something is missing in an employee’s tool kit but can’t put a finger on what it is. They say something like “You need certain important intangibles” or “You don’t have enough gravitas,” but they fail to provide advice or guidance.

What they’re talking about is leadership style. In every interaction, we send signals to others that fall into two categories: power and attractiveness. Powerful markers are associated with confidence, competence, charisma, and influence but also arrogance, abrasiveness, and intimidation. Attractiveness markers are related to agreeableness, approachability, and likability but also diffidence, lack of confidence, and submissiveness. The more consistent our signals, the more distinctive our style.

This practical guide offers concrete advice for developing a dynamic and effective leadership style that draws from both types of markers for maximum impact.

Concrete advice for a squishy challenge

Idea in Brief

The problem.

Bosses often sense that something is lacking in an employee’s tool kit but can’t put a finger on what it is. They say something like “You’re missing important intangibles” or “You need more gravitas” but fail to provide advice or guidance.

The Research

What they’re talking about is leadership style. In every interaction, we send signals to others about our power and status. The more consistent we are in our signals, the more distinctive our style becomes.

The Approach

This practical guide offers concrete advice for developing a dynamic and effective leadership style, including tips such as what volume and pace to use in your speech, whether to take notes in a meeting, and how and when to interrupt others.

Few things are more frustrating for talented professionals than hitting a ceiling in their careers because they lack the appropriate leadership style. A boss senses that something is missing in a person’s tool kit but can’t put a finger on exactly what it is or how the person can improve. The boss says something like “You’re lacking important intangibles” or “You need more gravitas” but fails to provide specific advice or tools for improving.

  • SP Suzanne J. Peterson is an associate professor of leadership at the Thunderbird School of Global Management and a partner at CRA, a leadership consulting and advisory firm.
  • RA Robin Abramson is a partner at the leadership consulting and advisory firm CRA and the cohead of its leadership practice.
  • RS R.K. Stutman is the managing partner of the leadership consulting and advisory firm CRA and founder of the Admired Leadership Institute.

what is your preferred leadership style essay

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A Full Guide On How To Create Good Leadership Essay

Guide On How To Create Good Leadership Essay

Attempting a leadership essay isn’t such a daunting task, provided you have a grasp of the necessary information needed for a leadership paper. To write this special essay, you’ll need to redefine what exactly an essay on leadership is, how to choose the perfect topic, what should be in the content, and how to organize and structure the paper. Let’s delve deeper!

What Is A Leadership Essay?

A leadership essay is a well-formatted, organized and specialized type of formal writing which elaborates on a generic leadership topic or a superior human figure exercising a great influence on people and transmitting desire and optimism to achieve goals.

What Makes A Good Leader Essay?

There are some peculiarities needed to infuse in your write-up if, for example, you’re trying to learn how to write a leadership essay about yourself.

Also, if you’re just trying to produce leadership essays for college, then you’d first and foremost, learn  how to structure an essay , among other skills needed for this type of essay. Here are some qualities which can be found in a good essay about leadership.

  • Choose a creative topic
  • Avoid the passive voice (the active voice sounds stronger)
  • Search for and study leadership essay examples
  • Follow the appropriate essay style
  • Focus on the essay structure
  • Review the essay

How To Choose A Topic And Make A Great Title?

To choose a topic for a paper on leadership, you need to do some research on the concept of a leader (whether in the corporate industry, political society or even in the criminal world). You have to know the current leadership tendencies in organizational groups or society. You can choose to make a leader the point of your reference by explaining the consequences of their leadership abilities or inabilities.

In the body of your essay, don’t forget to mention several types of leadership styles and point out which one the subject portrays. Finally, you should not rule out making comparisons of famous leaders in the modern world or in history. An example of a great prompt for a leadership essay that deploys the comparison technique would be the leadership styles of President Trump and The Philippines’ Rodrigo Duterte as both leadership styles have been subjected to political reviews in recent times since their emergence as president of their respective countries.

Outline For A Leadership Essay

When writing a college or professional essay such as -long and short essays on leadership, planning is the key to perfection. The general outline for any essay, including leadership papers, include an introduction, the body paragraphs (which must be properly linked with transition words and/or phrases) and a recapitulating or finding-based conclusions. Here’s what your outline should look like:

Introduction

Knowing how to start a leadership essay depends on your introduction writing ability. The introduction is the gateway to the essay. Aided by punchy opening words, which are the hook, the purpose of the introduction is to draw the reader’s attention. The introduction presents the thesis statement and leaves the body paragraphs to sustain the reader’s interest.

Body Paragraphs

Having informed the readers of the topic of the essay in the introductory paragraph(s), the body paragraphs follow immediately.

Here, you can elaborate on the concept of leadership and do a meaningful interpretation of the subject – the topic or the thesis statement. Don’t forget to talk about your leadership philosophies and leadership experience in whatever capacity you might have found yourself in. Remember, people are more interested in personal experiences. They are great in helping to sustain readers’ attention.

Remember to state a thesis or hypothesis in the opening paragraphs – which is the intro. In each of the body paragraphs of the essay, try to relate your points to the thesis and use each point to prove its validity.

The conclusion is the end part of any well-structured essay. Its purpose is a no-brainer. You don’t want to leave your reader hanging by ending the essay cold turkey. Any standard essay without a conclusion is just as useless as an essay with no purpose. However, be careful not to present new ideas not mentioned in the body.

As mentioned, the conclusion serves to summarize the developed points, restate the thesis and/or present the findings. It is your last opportunity to create an impression on the reader, and this is where they take the message away. If your conclusion is weak, then we might say the essay’s objectives are not achieved.

What To Include In A Leadership Essay?

Here are some tips on what your leadership essay should include.

Your Definition Of A Good Leader And Why He Or She Is Important

Since your essay revolves around leadership and the traits of a good leader, you’ll need to define what it takes to be one. You may also take this opportunity to trash some common myths on what a leader is (i.e., a manager being confused for a leader).

For reference purposes, the concepts of leadership and being a good leader are explained:

Leadership is the quality of a leader and is that person capable of exercising a great influence on people and transmitting desire and optimism to achieve goals. A leader is a guide; someone with ideas and goals that can spread to a large group of people who still believe he or she can lead them in the right direction.

There are many types of leaders and therefore, of leadership since people generally always look for a person or group that shows them a direction to follow. You can find religious, political, social, or philosophical leadership. Leadership can be exercised in a traditional way. In many countries, there is a monarchy. The king or queen is a leader with limited political power, at least in western democracies, but still have the respect and consideration of the people. Their words continue to be heard and taken into account, especially in problematic times. There are other types of leadership that are not given by birth, such as legitimate leadership exercised by, for example, political leaders freely chosen by their people, or charismatic leaders.

In a way, charismatic leaders are what many understand as leaders since they are people who, by their way of behavior and characteristics, get many people to follow and adhere to their ideas. Some charismatic leaders can become legitimate leaders if they choose the path of politics. A traditional leader can also be charismatic. There have always been kings loved by his people more than others. But it can also be a person who prefers independent movements outside of power.

Charisma is the personal magnetism a person has. It is something very difficult to define but makes one capable of convincing others without too much effort, making people follow and trust the leading figure. Charisma can be used positively or negatively. The leaders of the most destructive sects are very charismatic people that are capable of convincing their followers of the eeriest ideas, including donating all their belongings or committing collective suicide.

Examples Of Your Leadership Style

In the content of your essay, you may consider giving an interpretation to your (or your chosen leader’s) leadership traits. Below are some examples of leadership qualities that separate a good leader from a bad leader.

What qualities are necessary for leadership

  • Communication
  • Emotional intelligence
  • Strategic thinking
  • Commitment and passion
  • Knowledge and experience
  • Leading by example
  • Active listening
  • Ability to enhance talent
  • Setting goals and expectations
  • People investment
  • Discernment
  • Concentration
  • Positive attitude
  • Problem-solving
  • Self-discipline

Leadership Essay Example

To know how to do essay fast, you’ll need some ready-made essay examples for the sake of guidance and inspiration. You may find below a leadership essay written by Oliver Smith useful in your leadership paper.

Writing a leadership essay should be easy. A good essay on leadership starts from the hook, and the thesis statement in the introduction. The points developed in the body paragraphs help affirm the hypothesis. Finally, the conclusion offers the reader a summary through the restatement of the essay’s main idea.

As required for every essay type, your essay on leadership has to follow a definite style and format. Examples are MLA, APA, Chicago and AP styles. Take your time in choosing a creative but new topic and also in writing the content. By following this guide, everything should be as perfect as possible.

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21 Answers to ‘What is Your Leadership Style’ Interview Question

What is your leadership style? To answer a job interview question about your leadership style, you will need to know, so read on to figure out which category or categories best describe yours. Your answer will give recruiters an insight into your personality and how you fit within the existing leadership team.

Typically, the seven leadership styles are autocratic, authoritative, pacesetting, democratic, coaching, affiliative, and laissez-faire. But often, job seekers may not precisely fit into one category, so it can be beneficial to talk about how you use attributes of multiple styles of good leadership.

5 Tips for Your Answer

Providing well-rounded and thorough sample answers can show the hiring manager that you know your leadership style and can be a strong leader in the workplace.

  • Include positive examples from your past employment, school, volunteer activities, or other situations
  • Be flexible in your answer and how you use a combination of styles to fit the situation
  • Have a method in mind as your primary leading method, but not your only way of leading a team
  • Show how observant you are in finding a compelling style that fits various groups and projects
  • Learn about the various leadership styles so you can prepare the ideal answer for your next interview

5 Mistakes to Avoid

When applying for a management or leadership position, correctly answering common interview questions can bring you forward in the hiring process. You want to avoid these mistakes:

  • Telling recruiters that you have never led a team or managed anyone before
  • Coming across as inflexible or rigid
  • Appearing that you feel superior to anyone below you and will not show respect for the team members
  • Talking negatively about past teams who did not work well under your direction
  • Forgetting to include positive examples of your past leadership role

How to Answer: STAR Interview Response Technique

The STAR method for answering behavioral-based leadership questions gives recruiters the most information possible in a concise and practical response. This technique includes four elements: the situation, the task, the action, and the result.

S: Situation – Here, you will provide a specific example of a situation that will help show your leadership style. Remember to use who, what, when, where, and how elements in your answer for conciseness.

T: Task – You want to include the task you were responsible for or the goal you were working toward. Here, you can highlight any obstacles that came up in the process.

A: Action – This part of the answer will show the interviewer exactly what you did in the situation. You want to include how you overcame any challenges, what steps you took in the process, and how you moved toward the end goal.

R: Result – The result section of your answer is the outcome of the situation. How did you contribute to this result, and did you learn anything different because of this result? You want to include how you specifically helped to provide a positive outcome with concise details.

For the best answers to past work experiences, use the STAR technique when answering behavioral interview questions such as your leadership style. This method provides the best informational response possible to showcase your leadership skills and communication ability.

The 21 Best Example Answers for Your Leadership Style

A. leading by example.

1. Example Answer: I believe leading by example is the most effective way to produce successful results. For instance, working at one of my previous jobs, I was the project manager and the first one on my team to jump in and tackle the scheduling calendar. Once this step was complete, other team members and I found it easy to stay on track with our assigned tasks.

I made sure to include realistic deadlines for all aspects of our project, and it made it easy to check in with everyone to see where they were during completion. As a result, we not only finished the project on time, but we completed it before the tight deadline.

Key Takeaways:  Your leadership experience in this possible answer gives a recruiter insight into how you are a hands-on leader. You take the initiative to do work and expect subordinates to follow your lead and act responsibly with their tasks.

2. Example Answer: In my last position as a floor manager, I found leading by example is the best way to achieve results. Before my team began the workday, we would sit down and discuss the many necessary jobs for the day. I would be the first one to accept a task, while the other team members would quickly follow suit and volunteer for other open jobs.

When a leader shows the initiative to involve themselves in the tasks, subordinates are more willing to participate and complete their jobs successfully. My team was always ready to accept jobs, and I was there to help them if they had challenges during the day.

Key Takeaways:  This example of a time includes details of taking the first step in projects to help your team members succeed, so a hiring manager sees your personality and leadership potential. You do not feel other team members are beneath you, and you are there to help them succeed and get the job done.

3. Example Answer: When I lead by example, my team is more engaged and receptive to me as a leader. One of the more recent difficult situations in my first job was when the head office made overtime mandatory for all production staff.

Although I was technically office staff and oversaw the production floor, I chose to stay late on the days that my team was working extra hours. Not only did it show solidarity for my team members, but I also kept up to date on my reporting because of the additional production.

Key Takeaways:  This answer can show how you include yourself as part of a team, even if you are a leader. Many subordinates will respect their management when they also take responsibility and do their part each day.

4. Example Answer: My leadership style has always focused on leading by example. One position I remember clearly was an advertising contract with a pet food company. As an animal lover myself, I was excited and interested in maintaining open communication with the client throughout the process.

I would take back what I learned from my weekly client meetings to my team to create the best advertisement possible to generate new sales. Our client was thrilled with how well our team worked together, and we secured a future contract with them for another similar project.

Key Takeaways:  Showing passion for your work can be infectious for team members. When you provide an example of a time where you were excited about a project and engaged your team members for success, recruiters can see how you motivate and inspire others.

B. Effective Delegation

1. Example Answer: I find that my leadership style includes effective delegation with the team members. For example, when I worked at the city office as an office manager, I got to know the staff well enough to make proper choices for tasks.

One example that I remember is when we had to coordinate a yearly budget reconciliation with multiple departments. I chose which staff member would provide the annual departmental report to the management team for our internal audit. I could easily compile all department information within the allotted time by selecting the best person for these jobs, so I had it ready for our auditors.

Key Takeaways:   When you use specific examples like this one, you display how effective your type of leadership is when completing a task. It also showcases your intuition on finding the best person for group tasks and delegating work accordingly.

2. Example Answer: As a leader in my last job, I realized that effective leaders use delegation as a critical tool for time management. For example, when I had to orchestrate a team of different people for our condominium association, I needed to choose the right individuals for each task.

By assigning my neighbor, the banker, as our treasurer, she had the background knowledge for all our financial statements. It took her less time to complete this task than it would for anyone else on the condo board without the training and experience she had. All the board members trusted her judgment when it came to tough decisions on the budget.

Key Takeaways:  If you have no previous work experience, you can include real-life examples to show your style of leadership. This response gives recruiters an idea of how you choose and delegate tasks to fit an individual and make it easier for the team to be more effective.

3. Example Answer: When I worked as a shift supervisor at a local restaurant, I led a team of employees while reporting to the department manager. One time, my manager asked me to have all the tables and chairs cleaned and inspected for any structural problems like loose screws or other issues. Of course, we had to complete this task as soon as possible and without disrupting business in any way.

I had to devise a schedule of doing this quickly and effectively by delegating our busboy to inspect each table and chair as he cleaned dishes off. If there were any problems, he would report them to me to have them repaired or replaced. Another staff member would then sanitize all the tables and chairs that were satisfactory. In the end, we successfully completed this task in only a few short days.

Key Takeaways:  This answer details how you came up with a leadership plan, implemented delegation, and took responsibility for the task at hand.

4. Example Answer: While working as an office manager, I gathered many reports and presented them monthly to the board of directors. I could not have done this effectively if I had not delegated the weekly financial runs to my assistant.

By delegating smaller tasks that make up the larger jobs for completion, I was able to have everything finalized before my monthly presentations every time.

Key Takeaways:  This example shows recruiters how you delegate responsibility to other team members as part of the bigger picture.

C. Using More than One Leadership Style

1. Example Answer: I would say that I do not fit into one leadership style myself. In the past, using elements from several methods has brought me increased success in the workplace. For example, I led a team of designers who were working on a project for an important client.

Many of the team members were senior designers who had years of experience, and I did not have to stand over them to ensure they were doing their tasks. However, two individuals were new to the company, so I had to adapt and provide them with extra support and guidance as we worked through the project. In the end, everyone on the team completed their tasks successfully and on time according to their specifications.

Key Takeaways:  Here, you are adaptable to multiple leadership styles necessary for team success. This example enables them to see how your management style is modified when a team consists of individuals who need various levels of support and leadership.

2. Example Answer: I am hesitant to put myself into one leadership style box since I use many elements of several methods for effective leadership. For example, in my first management role at the plant, I would have to make significant business decisions for the production team each week based on our previous month’s sales.

The responsibility of adjusting production fell solely on my shoulders, but I did consult the floor staff on new ideas of how to help make their tasks easier. Many of their suggestions included changing suppliers and adjusting break times to help increase production, which is still in use today.

Key Takeaways:  When you include multiple leadership methods in your answer, the hiring manager can see how adaptable you are to a dynamic environment. It also exemplifies you taking responsibility for your task and considering some elements that team members found relevant to the production.

3. Example Answer: I find that using more than one leadership style is beneficial in many situations. For example, I remember when I had to use a more authoritative approach to some new employees who were not familiar with company processes or procedures.

Once these individuals became comfortable with their tasks, I switched to a more democratic approach and began to solicit their input on the next steps for our project. I believe this transition of methods helped these team members gain their confidence and trust me as their leader.

Key Takeaways:  Using a response where you switch leadership qualities shows a hiring manager how you adapt and are flexible. Being dynamic in a management position can be vital for success.

D. Effective Communicator

1. Example Answer: In my years of leading teams, I have found that effective communication is the most critical aspect of my leadership style. For example, when I was overseeing a team of agents from multiple district offices, I found that staff often overlooked duties and tasks, or that the tasks were not understood, when instructions had been delivered in a memo or email format.

I made sure to call and check in with each member of the district to ensure they were clear on the instructions and had everything they needed to complete their tasks. This small step ensured that we stayed on track and kept all our head office reporting on time.

Key Takeaways:   This answer shows that you are thorough in your communication skills and want to ensure that everyone understands the requirements and tasks assigned to them. You took the extra step to make that personal connection and offered help if they needed it.

2. Example Answer: My leadership style has always incorporated effective communication so all staff members know the expectations and can come to me at any time. For example, when I was overseeing a large team of executives at my last job, two staff members were clashing on where the responsibility fell for a department that served many areas of the office.

With an impromptu meeting and some constructive feedback, all three of us came up with a respectful and viable solution. This result would serve the department and the entire office when it came to decision-making without further confusion.

Key Takeaways:  When you include a situation like this, your use of effective communication and conflict resolution in the workplace is apparent. This scenario brought together opposing team members, and you helped everyone find a viable solution to the problem.

3. Example Answer: I know that a team will not work well with a leader who does not listen or communicate effectively. Unfortunately, in my last role, I was in a position where the previous team lead never acknowledged his staff’s needs.

Once I resumed the role of team leader, I brought everyone together to ask what they would need to do their jobs successfully. I was surprised that many employees did not have the proper tools and resources available to complete their tasks on time. However, once I implemented some minor changes, my new team was so successful that we got the sales award for the next quarter.

Key Takeaways:   This scenario shows a prospective employer that you are an effective listener for your team and want them to access the resources and tools needed for their success.

4. Example Answer: I believe that effective communication is the best approach to effective team leadership. Previously, I worked as a team leader for an organization with a good manager, but there was not enough communication to reach our weekly goals.

As the team leader, I took the initiative to meet with the department manager and open communication between departments. This move enabled my team to access the necessary resources to be more successful and reach their weekly targets.

Key Takeaways:  In this great leadership interview story, you outline how effective communication as a leader brought more success to your team and helped them achieve their goals.

5. Example Answer: Working as a shift supervisor for a local manufacturing plant gave me several ways to build my communication skills with team members. One situation involved an employee who was consistently late for his shift, and other staff workers began to complain.

I approached the employee with concerns about the tardiness and discovered that there was a valid reason for his continuous lateness. After discussing the available options, we found that adjusting his work hours to accommodate his home and work-life gave him the time he needed each morning to drop his kids off at school and be more productive at work once he arrived.

Key Takeaways:  In this example, proper and effective communication helped to resolve a problem. Instead of using disciplinary action, you communicated with the employee to solve both of your situations.

E. Innovative and Creative

1. Example Answer: As a manager of a boutique downtown last year, we had a drop in sales when a competitor moved in across the street. I quickly rallied all our team members to develop new and creative ways to gain attention from clients and draw customers into the store.

By thinking outside the box, I drew up a list of several great ideas that I gave to the owner of the company. He put me in charge of implementing two of these items, and I successfully increased our monthly sales once again.

Key Takeaways:   By including these details in your response, you show that you can think outside the box and find new ways to help a team succeed. Dynamic leadership abilities are beneficial in changing markets.

2. Example Answer: At my last job position, I was responsible for helping to increase productivity. However, after spending some time with my team members, I found that team morale was low and made small changes to help create a better working environment.

Bringing birthday cakes in for staff celebrations, organizing a staff potluck, and even beginning a social club for off-duty activities soon got the employees excited about coming to work again. These minor changes all had a considerable impact on increasing productivity overall.

Key Takeaways:   This situation shows you can find alternative ways to increase productivity and boost morale that may not be conventional. Moreover, you exemplify how workers perform better for their organization without financial bonuses or threats of downsizing.

3. Example Answer: I like to think I am an innovative leader. For example, I was in a position where I led a team of data entry employees for a financial client. After working there for several weeks, I realized there was a lot of wasted time during several procedural steps.

After compiling a list of alternative methods for procedures, I approached the management team with my findings. They asked me to implement one task with my team and report back with any results. Within six months, I revitalized the department procedures, saving the company time and money.

Key Takeaways:   When you include scenarios that depict your leadership and exploring new, innovative ways for cost-effectiveness, recruiters can see you are flexible and creative in the workplace.

F. Aligning Your Leadership Style According to the Company Culture

1. Example Answer: After exploring your organization’s corporate mission statement, I noticed that my leadership style aligns with how your company operates. In my current job, I make use of a more laid-back approach with my team. At the same time, a position at your organization will give me ample opportunities to explore a more democratic style and get feedback from everyone involved.

Key Takeaways:  This well-crafted response shows recruiters that you know the difference between various leadership styles and how you can be a good fit for their organization. In addition, mentioning your research of the company shows initiative and how you are genuinely interested in joining their team.

2. Example Answer: I have experience with both sides when it comes to leadership in the workplace. At my entry-level job, I had an autocratic team leader who worked effectively for only a small group of individuals.

After talking to an acquaintance who works here, their experience with your company’s democratic leadership team is a positive one that I would enjoy being part of. An energetic and positive work environment helps everyone in the workplace and makes leading a group easier.

Key Takeaways:  This scenario describes your past experiences and how you want to grow in your career path. If you have a common acquaintance, be sure to mention how this employee enjoys the organization’s leadership, and that it is one you would like to join.

If you have a big interview coming up, the STAR method is a terrific way to give great examples of past experiences that highlight your various leadership styles. Again, preparation is vital in the interview process. Showing how you can be adaptable and dynamic in the workplace during behavioral interviews can give you an edge over some of the best candidates competing for the same management role.

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Which Leadership Style Is Best for Your Team?

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Your natural leadership style may be a result of your personality, your values and your strengths and experiences. But effective business leaders avoid a one-size-fits-all approach to leadership. They know they need to adapt to the needs of their teams in order to effectively lead.

The leadership style you’re naturally inclined to may not be appropriate for every situation. When used inappropriately, it can fail to motivate those you’re leading.

For example, if your preferred approach is serious, dry and aggressive, you may have trouble connecting with a team craving empathy and sensitivity from a leader. If you tend to be more soft-spoken and hands-off, you could fail your team in a situation that demands take-charge leadership.

Effective leadership is important for the workplace because managers account for at least 70 percent of variance in employee engagement at work, Gallup reports. That’s why it’s best to take a situational approach to leadership, and adapt based on what you’re facing.

It can help to take a leadership self-assessment so that you recognize your prevalent style. You should also learn other types of leadership styles and situations where they can be effective, so you can lead appropriately and be there for your team.

Here are six types of leaderships styles and what types of situations they work best in.

1. Authoritative Leadership

The authoritative leader knows the mission, is confident in working toward it, and empowers team members to take charge just as she is. The authoritative leader uses vision to drive strategy and encourages team members to use their strengths and emerge as leaders themselves.

The authoritative leader provides high-level direction, but she lets those she leads figure out the best way to get there. Authoritative leaders are always striving for progress. They inspire others to adopt a similar attitude.

When This Type of Leadership Style Works Best

An authoritative team leadership is not restrictive. It propels advancements when:

  • A leader is truly competent to take charge.
  • Detailed instructions are not required.
  • Employees already have the tools they need to do their most effective work.

Those who adopt an authoritative leadership style when they don’t have the appropriate experience, or when they try to wield authority over others in an aggressive way, will fail. An authoritative leader must be confident and have the experience to back it up in order to be successful.

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Many executives manage teams that span five generations: The Silent Generation, Baby Boomers, Generation X, Millennials, and Generation Z. Download our free eBook, “The Executive’s Guide to Leading Multi-Generational Teams,” for practical advice on how to communicate with, motivate, and manage each generation.

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2. Transactional Leadership

A transactional leader may be in a position of leadership, such as in a managing role, but this leader is not necessarily one to embrace going above and beyond what is expected. The transactional leader dangles a carrot in front of each workhorse. If the employee does something positive, they are rewarded. If they don’t meet the exact expectation, they may be punished.

This type of task-oriented leadership focuses on meeting basic expectations. The transactional leader may decide roles and ways to monitor performance so that results are delivered. But encouraging innovation isn’t as prevalent with this type of leadership style.

Transactional leadership may be appropriate when:

  • You are working with team members who are new to a certain type of project or need detailed guidance.
  • Clear goals and a plan to get there will increase productivity.
  • The team will benefit from celebrating victories together or holding each other accountable when someone doesn’t do the work they’re supposed to.

The downside to transactional leadership is that this type of style focuses on the work, not the people. Employees want to feel like their work has a broader purpose and want to meaningfully connect with work. Transactional leadership doesn’t foster the human-work connection.

3. Servant Leadership

Servant leaders get in the trenches with their team. Their goal is to achieve the best outcome. To do that, these types of leaders make themselves available to help with issues, work alongside those they manage, and develop those they manage into better employees.

Servant leaders coach. They’re willing to stay late and get in early when it’s called for, just like everyone else. Servant leaders are focused on constantly transforming their teams into stronger, more efficient, more productive and happier entities. Servant leaders are empathetic and use emotional intelligence to guide their leadership decisions.

You might want to employ a servant leader mindset when:

  • A team is in desperate need of a great example to look up to and learn from.
  • A team has conflict and needs mending.
  • Big projects require all hands on deck.

Servant leadership can have many positive outcomes, but it’s also time-consuming. Servant leaders must also be aware that they need to avoid doing all the work. When they give too much of themselves, they don’t give team members as much of a chance to learn. That can create inefficiencies and missed opportunities to lead in other areas.

4. Democratic Leadership

Just like a political democracy, where people with diverse opinions work together to come up with a consensus for decisions, a democratic leader gets everyone involved. The whole team is a part of creating a vision and the ideal way to get there. Democratic leaders embrace group meetings and surveys. They value transparency in decision-making. They want their team to feel as involved in work processes as they are.

Employees who work for a democratic leader are aware that they’re part of a larger team. They learn the value of collaboration and know they play a role in the evolution of their work environment. Democratic leaders foster discussion, but they also are able to step in when needed and make a decision that’s guided by overall input.

A democratic leadership style could help teams when:

  • A new project that will benefit from brainstorming is introduced.
  • There is a problem to tackle and fresh ideas are needed.
  • Tight-knit, highly collaborative teams are in the formation stage, like those at startups or new small businesses.

Using this type of democratic, team leadership theory on a constant basis can have drawbacks, though. A leader who never really takes charge and instead lets everyone else debate every decision can lose respect as an authority. Team members may not understand why they’re even reporting to someone who only leads in a democratic style in the workplace.

5. Empathetic Leadership

The empathetic leader recognizes that great work starts with engaged workers. This type of leader strives to create strong emotional bonds on a team so that those working on it feel a sense of belonging. The empathetic leader makes it a priority to make teammates satisfied with them as a manager and with their team. The empathetic leader focuses on people first, then work.

Empathetic leaders aren’t micromanagers. They empower team members to do their work, and offer themselves up as a resource whenever their team members need them. They’re quick to dole out praise and offer support when needed.

Empathetic leadership can be effective when:

  • A competent team knows the job they need to do and how to effectively execute that.
  • Little direction is needed from the leader.
  • The team will benefit more from space and independence to complete tasks than micromanaging.

An empathetic leader who only focuses on the people and not the work, though, can leave employees confused and unmotivated. With no clear direction, a hands-off approach to work-related leadership can lead to mistakes, inefficiencies and poor results.

6. Narcissistic Leadership: The Style to Avoid

One type of leadership that is best avoided in most work situations is the narcissistic leader, also known as a coercive leader. Instead of empowering team members to work toward the best possible outcome, the narcissistic leader has an agenda and aims to coerce those they’re leading to carry it out.

Narcissistic Traits

Narcissistic leadership is self-centered. It’s not often results-focused, and it is disrespectful to the team. This type of leader doesn’t lead – he dictates.

Leadership should foster collaboration and intrinsic motivation. A narcissistic leader who lacks empathy will instead breed disinterest or resentment.

There is one exception to when a narcissistic leadership style may be appropriate – when quick action is needed to avert a crisis, like a battlefield situation. But in the workplace, be aware when narcissistic leadership traits are emerging. Try to avoid those actions.

Find the Most Effective Leadership Style for You

If you recognize that there is one type of leadership style that dominates your work style, look for opportunities to put other leadership styles into practice when they’re appropriate.

If you haven’t connected with your team members on a personal level, put on your empathetic leader hat and have some one-on-ones where you get to know each team member’s perceived strengths and career goals. If you’ve taken a more hands-off approach to leadership, think about future projects where being more vocal can enhance the results.

Shifting your leadership style based on the situation or team member you’re dealing with doesn’t make you inconsistent. It can make you more successful, because you can connect more effectively and guide your team toward better results.

For more leadership insights, download our free ebook, The Executive’s Guide to Leading Millennials, Gen Xers and Baby Boomers.

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  • How to Structure a Leadership Essay (Samples to Consider)

Leadership is a complex concept, but it’s essential for boosting your career. That’s why a leadership essay focuses on applying the theoretical models and concepts of successful management to real-life situations. 

If you don’t know where to start writing such a paper, please read on for professional tips!

What Is Leadership Essay?

A leadership essay is a paper that analyzes leadership concepts and their application to real-life situations that may involve everyday business management, crisis situations, and other scenarios. 

Every essay on leadership is about defining a concept. Then, it’s either comparing it to similar management tools or proving that it’s useful (or not).

While some students enjoy writing such papers, other learners hate them. The below samples will come in handy, no matter which group is yours.

What Does Leadership Mean to You? (Essay Sample)

It is one of the most popular topics for a leadership essay. If you need to write a paper like that, ask yourself:

  • Who is a good leader?  
  • What style do they use?  
  • What are the situations when they might switch styles?

You may take a more personal approach to such an essay if your professor allows you to. In the example below, you will see the academic approach to this topic. It analyzes three leadership styles to discover which one corresponds to the meaning of leadership if one thinks of it as guidance and support.

leadership-essay-sample

Why I Want to Participate in a Leadership Program (Essay Sample)

It’s another example of a popular topic. Such papers often have a meaning beyond the classroom since they may decide whether you plan to participate in a specific program. It’s critical to make them as effective and compelling as possible.

A personalized approach is the best when it comes to essays like this. In the example below, you will see the paper that relies on individual beliefs and a personal life story to explain why it’s so important for the specific student to participate in the chosen program.

How to Write a Leadership Essay

Like every other essay, this paper has an introduction, several body paragraphs, and a conclusion summarizing your thoughts. (1) The most important part of the introduction is the final sentence,  aka  a thesis statement. That’s where you state your claim to prove or develop in your leadership essay.

Each body paragraph should correspond to the purpose of your essay. To ensure you don’t stray from the aim you’ve established in the thesis statement, write the topic sentences for all your paragraphs in the outline . In simple words, write the first sentence of every paragraph to define its development in advance and see if you cover everything you need.

And now, to the conclusion:

Its most essential element is thesis restatement or the first sentence of that paragraph. It’s not just paraphrasing your thesis; it’s also considering the new information you’ve discovered while writing the essay.

leadership-essay-structure

Structure :

  • Introduction (End it with a thesis statement.)
  • Body paragraphs (Each one starts with a topic sentence.)
  • Conclusion (Start it with a thesis restatement.)

Understand the purpose of a leadership essay

When starting to write, think about why you’re creating this paper. Before you sit down and type the words, think about the ideas you want to convey and their meaning in your life:

Can this essay teach you to take responsibility? Or maybe will it help you understand how to be a leader in crisis situations? When you’ve answered the “why” question, begin outlining.

Build a strong thesis

Always start with your thesis statement. It will help incorporate your answer to that notorious “why” question into your essay. Once done, you can plan out the rest of the paper and start working on the body paragraphs as soon as you finish the introduction.

There’s another important tip —don’t rush into writing the conclusion before you finish everything else!

It might seem like a good idea to create a thesis statement and thesis restatement right off the bat. However, you’ll find yourself with more refreshing ideas after completing all the research and thinking necessary for the introduction and each body paragraph.

Decide on a structure; format accordingly

Even if your essay about leadership seems not so formal, and you can use personal pronouns, you still need a clear structure.

The best way to write any academic paper is to keep your introduction and conclusion as short as possible. (But no shorter than three sentences and four lines of text). 

Another important tip is to try making all your body paragraphs equal in length. That way, you’ll give the same attention to all the vital points of your essay.

Ready to Write Your Essay on Leadership Now?

Hopefully, this article has helped you understand the most critical elements of a leadership essay. 

Remember the structure, grammar, and appropriate academic style to create a top-level paper. Please don’t forget to answer the “why” question and remember  why  you’re writing. Then you’ll impress everyone with your results!

References:

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Leadership Style of Managers Essay

Introduction, styles of leadership, leadership and hospitality industry, leadership, gender and culture.

Leadership is the process of putting up a practice for people to throw in their efforts to make something happen (Burns 1978, p. 6). In a nutshell, leadership is perceived to mean the capacity to put in order a group of people to accomplish a common objective. The kind of a leader that an organization has will determine the direction that the organization will take in terms of development.

Visionary and exemplary leaders will steer an organization to prosperity and success, while inefficient leaders will drive the organization to disarray and disorder (Burns 1978, p. 6). The people under a leader will often derive their modes of behavior from their leader. They always look upon the leader to give them directions and instructions that are aimed at steering the organization forward (Chen, & Silverthorne, 2005, P. 289).

The overall definition of leadership is not easy to find. However, most definitions of leadership include elements found in the standard definition proposed by Stogdill (1974, p. 5). Stogdill defined leadership as a process of influencing the actions/operations of a structured group of people to establish or achieve a specific goal.

Leadership as a process entail three fundamental aspects: First, influencing people to act in a given manner; second, working with individuals as a group; and last but not least, influencing the group towards goal setting or goal attainment (Stogdill, 1974, p. 5; Sosik & Godshalk, 2000, p. 366).

The most recent debates on leadership concepts tend to stress on the leader as manager. Nonetheless, both new and old concepts of leadership view leadership as a process where leaders recognize what is considerable for the organization (Gitsham & Wackrill, 2012, p. 2; O’Connor, 2005, p. 268).

This study will explore the leadership process in different contexts and will mainly focus on the hospitality industry. The essay will also examine specific leadership requirements in the industry using specific companies as examples.

Over the last century numerous studies have been conducted on leadership. Among them are studies related to different styles of leadership (Sosik & Godshalk, 366). According to Northouse (2004, p. 7), leadership style is the prototype behavior of leaders and how they related to their juniors.

Woods and King (2012, p. 4) defines leadership style as a pattern of relations between the management and junior staffs, which includes organizing, directing, method and mode used by the management to inspire the junior employees. The styles of leadership are influenced by a number of factors and these include: organizational environment, leadership traits and characteristics of the junior staff (Al-Ababneh, 2013, p. 94).

As a result, leadership styles can be identified in accordance with the influence and behavior of the leaders. Some of the most common styles of leadership include autocratic leadership, egalitarian and laissez-faire (Al-Ababneh, 2013, p. 94).

Chen and Silverthorne (2005, p. 283) emphasize that different styles of leadership may be embraced due to the leader’s discernment of their juniors’ preferred approach. Therefore, leadership style preference could be altered in accordance with the authority exercised by a leader over the subordinates. For this reason, power is very important in achieving organizational goals.

In the hospitality industry, leadership is described as a “hands-on” style, which offers stress intercession, management of operations and relations between employees at all levels (Bolden et al., 2003, p. 5). In addition, Woods and King (2002, p. 55) confirmed that “hands on” management style is common to the hospitality industry.

He adds that “hands on” style is the most effective style in realizing the work satisfactorily, since most managers work closely with the junior staff and therefore are always more concerned about their welfare. Nonetheless, there is no single ideal style of leadership in the hospitality sector (Bolden et al ., 2003, p. 6).

On the contrary, experts argue it is never easy to embrace the laissez-faire style of leadership in the hospitality industry. This does not imply that dictatorial style is favored, but it is desirable in the hospitality sector. While Woods and King (2002, p. 65) point out that the most preferred style of leadership in the hospitality industry is dictatorial leadership.

Quite the opposite, Al-Ababneh (2012, p. 98) established that the most prevalent style of leadership among managers in the hotel industry was based on power sharing. In other words, the most preferred style was democratic style.

Al-Ababneh (2013, 95) emphasizes that the hospitality industry is characterized by a strong culture and tradition. However, things have changed over the last few decades. Most of the current managers base their leadership on classical management style which focuses planning, managing, and assessing.

The outcome of this style of management is absolute adherence to laws and regulations with modest room for personal liberty, inventiveness and novelty. He recommends transformational leadership which makes efficient use of human resources. As a transformational leader, managers in the hospitality industry will be able to develop a strong vision which will assist in clarifying and communicating organizational goals.

In addition, transformational leadership will create an environment that cultivates enthusiasm, loyalty and steady improvement (Al-Ababneh, 2013, p. 96). Nonetheless, besides Al-Ababneh no other hospitality literature reveals any aspect of transformational leadership. Most of them emphasizes on strong leadership that entails transformational aspects.

According to Mullins (1998, p. 10), many studies have been carried out on leadership but very few are related to the hospitality industry. Raelin (2003, p. 20) argues that the most successful companies in the hospitality industry are those whose leaders have embraced the democratic style of leadership.

This means that all the employees take part in the decision making process and operate as a team. However, the greatest challenge in the industry is the steady delivery of high quality services, workers motivation and satisfaction through high quality performance (Tien & Tsai, 2008, p. 56).

Cutler (2010, p. 15) identified a number of features and challenges facing the hospitality industry and these include: first, the industry is constantly changing and faces consolidation and internal rivalry. In addition, the industry is expanding with labor mobility across the borders becoming a custom. As a result, the industry has been experiencing leadership challenge due to a diverse workforce.

Second, the industry has the highest employee turnover rate due to high competition for quality staff. For that reason, most companies have resorted to expatriates and older workers who require a different style of management.

Third, the industry has been experiencing a high level of competition among the players and low level of customer loyalty. Fourth, nearly half of the employees within the industry have not received adequate formal education and training (Cutler, 2010, p. 16).

Given the above challenges, Cutler (2010, p. 23) came with distinct characteristics of excellent leader in the hospitality industry. First, an exceptional leader must be able to turn difficult situations into opportunities. Second, excellent leader must be able to create a culture that promotes personal growth and respect for individual contribution.

Third, an exceptional leader must be able to encourage employees to take individual responsibility and work as a team. Last but not least, a good leader must build a close relationship within and without the organization (Raelin, 2003, p. 12; Cutler, 2010, p. 24).

According to Ayman and Korabik (2010, p. 160), male and females will always achieve different results even when working under the same conditions. This attributed to the fact that men enjoy high privilege and respect in society compared to women. On the contrary, women enjoy low status and less privilege. Competency model used in the field of psychology show that leadership ability varies between men and women.

The difference is attributed to leadership traits and skills. These traits and skills are presumed to be the same regardless of gender and culture. However, the difference is attributed to external interference. Therefore, since these features have an effect on the way gender is perceived they considerably have an impact on access to leadership positions (Ayman and Korabik, 2010, p. 165).

In a study conducted by Al-Ababneh on Middle East five-star hotels (2013, p. 95), very few women held top management positions. In addition, most of the female employees were foreigners. Therefore, gender and culture still have a considerable impact on leadership even in the current era.

Leadership has evolved continuously throughout the years, passing through various stages. The evolution of leadership can be traced from the pre-industrialization period to the current digital era. Leadership is simply a process of influencing a certain group to achieve a specific goal.

There are different styles of leadership which are influenced by both internal and external factors. Some of the most common styles of leadership include autocratic leadership, egalitarian and laissez-faire. There is no single ideal style of leadership in the hospitality sector. However, experts attribute the success of most companies within the industry to a democratic style of leadership.

Al-Ababneh, M 2013, “Leadership Style of Managers in Five-Star Hotels and Its Relationship with Employee’s Job Satisfaction”, IJMBS , vol. 3, no. 2, pp. 93.97.

Burns, JM 1978, Leadership, Harper & Row, New York.

Ayman, R & Korabik, 2010, Leadership: Why Gender and Culture Matters, American Journal of Psychology , vol. 65. No. 3, pp. 157-170.

Bolden, R, Gosling, J, Marturano, A & Dennison, P 2003, A Review of Leadership Theory and Competency Frameworks , Exeter University, Exeter.

Chen, J & Silverthorne, C 2005, “Leadership Effectiveness, Leadership Style and Employee Readiness”, Leadership & Organization Development Journal , vol. 26, no. 4, pp. 280-288.

Cutler A, 2010, Aspire to inspire Inspirational Leadership within the Hospitality, Leisure, Travel and Tourism ”, www.hospitalityleadership.com.

Gitsham, M & Wackrill J 2012, Leadership in a rapidly changing world: How business leaders are reframing success , Ashridge Business School, London, UK.

Mullins, LJ 1998, Managing People in the Hospitality Industry , 3 rd edn, Addison Wesley Longman Limited, Harlow.

Northouse, PG 2004, Leadership: Theory and Practice , 3 rd ed, Sage Publications,

California.

O’Connor, D 2005, “Towards a new interpretation of hospitality”, International Journal of Contemporary Hospitality Management , vol.17, no.3, p.268.

Raelin, J 2003, Creating Leaderful Organizations , Berrett-Koehler Publishers Inc, San Francisco.

Stogdill, RM 1974, Handbook of leadership: A survey of theory and research , Free Press, New York.

Sosik, JJ & Godshalk, VM 2000, “Leadership styles, mentoring functions received, and job-related stress: A conceptual model and preliminary study”, Journal of Organizational Behaviour , vol. 21, pp. 365-390.

Tien, H & Tsai, C 2008, “Does national culture really matter? Hotel Service Perception by Taiwan and American tourists”, International Journal of Culture, Tourism and Hospitality Research , vol.3, no.1, pp. 56-60.

Worsfold, P 1989, “Leadership and Managerial Effectiveness in the Hospitality Industry”, International Journal of Hospitality Management , vol. 8, no. 2, pp. 145-155.

Woods, RH & King JZ 2002, Leadership and Management in the Hospitality Industry , 2 nd edn, Educational Institute of the American Hotel & Lodging Association, Michigan.

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IvyPanda. (2019, December 12). Leadership Style of Managers. https://ivypanda.com/essays/leadership-style-of-managers-essay/

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1. IvyPanda . "Leadership Style of Managers." December 12, 2019. https://ivypanda.com/essays/leadership-style-of-managers-essay/.

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Leadership Style, Essay Example

Pages: 2

Words: 655

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I have confidence in myself but also try to remain aware of my limitations. I believe in working with others which may be why I prefer democratic leadership style. This leadership style will allow me to have strong relationships with my suppliers and keep them motivated and committed to the goals. The leadership style does have certain drawbacks such as longer decision making process. But I still believe it is the most appropriate leadership style since I work at Boeing where each project can have material impact on the company. Thus, it is essential to have followers who are motivated and dedicated to the success of each project.

I have great confidence in my abilities but at the same time I also strive to remain aware of my weaknesses and limitations so as not to underestimate myself. I believe this helps me make better decisions and have more realistic views. At the same time, I also believe that one can only do so much by himself and we need people to successfully achieve difficult goals. In my opinion, it pays to understand people and build good relationships with them. Thus, it is no surprise that I consider myself a democratic leader. I may ultimately make the final decision myself but I like to seek others ideas and opinions. This helps me expand my perspective and become aware of possibilities I might not have thought of otherwise.

The benefits of democratic leadership style are that it keeps employees satisfied and increase their motivation level. They are also more committed to the final decision because they feel they played a part in it. In addition, it also helps the leader develop people skills which are increasingly important in today’s competitive environment. The major drawback is that the decisions may take longer to be made. Thus, this leadership style may not be appropriate for occasions when decisions have to be made quickly (MindTools). Another disadvantage of democratic leadership style is that it may also be less appealing in rapidly changing competitive environment.

Democratic leadership style also helps reduce the communication gap between the leadership and the subordinates (Speedupcareer.com). This may have several benefits. First of all, the leadership will have a better knowledge of the operations and may also be able to quickly respond to problems. In addition, there may be lower employees’ turnover due to higher job satisfaction rates.

Another leadership style that shares similarities with democratic leadership style is people-oriented leadership style. People-oriented leadership style inspires followers to unlock their potential and encourages teamwork and collaboration. This style places a special emphasis on human relationships and helps create trust and loyalty between the leader and the followers. The main drawback is that the emphasis may be too much on human relationships that the actual performance may become a lower priority (Pearsons).

Democratic leadership style is in a stark contrast to the autocratic leadership style in which the leader makes the decision himself without consulting the subordinates (Pearsons). The advantage is that it results in quick decision making and the leadership style may be appropriate if the leader has expert power and is trusted by the followers for his professional competency and experience.

I work at Boeing which is one of the largest organizations in America and often takes multi-billion dollar projects. This is why I believe democratic leadership style is the most appropriate because it will help me motivate my followers to do their best, increase their commitment to the project, and give them the confidence to come to me with any issue they may have. When each project can have material impact on the company, there is nothing better than having committed followers who are as dedicated to the success of the project as the leader is.

MindTools. (n.d.). Leadership Styles . Retrieved February 14, 2012, from http://www.mindtools.com/pages/article/newLDR_84.htm

Pearsons. (n.d.). Leadership and teamwork in the public services . Retrieved February 14, 2012, from http://www.pearsonschoolsandfecolleges.co.uk/FEAndVocational/PublicServices/BTEC/BTECLevel3NationalPublicServices/Samples/StudentBook/BTECLevel3NationalPublicServicesStudentBookSampleMaterial-Unit2Leadershipandteamworkinthepublicservices.pdf

Speedupcareer.com. (n.d.). Democratic Leadership Style . Retrieved February 14, 2012, from http://www.speedupcareer.com/articles/democratic-leadership-style.html

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Your Preferred Leadership Style And How You Adapt Your Leadership Style

Book used:  Lussier, R. N., & Achua, C. F. (2016). Leadership: Theory, application, and skill development [VitalSource Bookshelf version] (6th ed.). Retrieved from https://online.vitalsource.com/#/books/9781305890237

This unit discusses the relationship between your preferred leadership style and how you adapt your leadership style, based on the situation. This unit’s discussion forum includes two parts:

Part 1: Determine Your Preferred Normative Leadership Style Complete the self-assessment on pg. 136-139 in the textbook, circling your preferred approach (a, b, c, or d) for #1-12 of the self-assessment. To determine your preferred normative leadership style , tally your scores, following the directions on pg. 138.

Part 2: Apply and Share what You Learned from this Self-Assessment Discuss your preferred normative leadership style and how this style contributes to your effectiveness as a leader. Secondly, give an example of a time when you adapted your leadership style—and used a style that is different than your preferred normative leadership style—in order to succeed in a particular situation or to appeal to the particular people involved. What was the outcome?

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20+ chatgpt prompts to discover your leadership style in 2024.

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Understanding your leadership style is a fundamental step in building self-awareness as a leader

Contrary to popular belief, leadership is not one-size-fits-all. There are varying styles of leadership that suit different circumstances, organizations, and personality types. Some are better suited to the needs of a situation than others. But one factor is undeniable: leadership styles can directly impact the positive relationships between employees and their leaders or managers, and consequently impact the outcomes of the organization.

But it's easy to be overwhelmed by the plethora of information that is available on diverse leadership styles.

In fact, if you were to conduct a Google search on "leadership styles," there would likely be a plethora of different ones listed in a range of scholarly and business publication articles.

All this might be confusing to you, as you're most likely curious to know, What's my leadership style?

To find yours, it can be useful to conduct research so you can identify which resonate with you the most, and conduct introspection and ask yourself (and others who have worked with and observed you) what characteristics and behaviors they see you demonstrating in your role as a leader or manager.

You can also attend leadership training courses and events as they will provide more useful information to help you find your leadership style. There are also quizzes that you can take online that provide clear insight into your character and methods as a leader and can be useful in helping you build self-awareness as an aspiring leader.

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However, in addition to all of these helpful approaches, one other way to build self-awareness and understand yourself better as a leader is to use ChatGPT. The chatbot can provide answers to your questions and offer guidance in your journey or exploration as you seek to improve in your career as a leader. Of course, it is technology after all, so it's always useful to take what it says with a pinch of salt and double-check/verify elsewhere, but it can provide a useful starting point to your journey.

Below are more than 20 ChatGPT prompts you can use to help you find your leadership style, and learn new ones:

  • What are the different leadership styles, and how do they differ from each other?
  • I'm a newbie and have just been promoted to my current role as a __ manager. Can you explain the concept of situational leadership in layman's terms to me?
  • My role as a [job title] entails [list out your responsibilities]. Provide me with practical examples of how I can apply transformational leadership within this context.
  • List some common characteristics of effective leaders, and what leadership styles they exhibit.
  • How does my personality influence my leadership style?
  • What are the strengths and weaknesses of democratic leadership?
  • List some pros and cons of transformational leadership, in relation to its impact on organizational culture.
  • Generate some examples of servant leadership in action, within a [name of industry or sector] setting.
  • Can you explain the key differences between transactional and transformational leadership?
  • What are some ways I can cultivate emotional intelligence as a leader?
  • Ask me a series of questions to help me identify my leadership style. I will respond, then you can tell me what my predominant style is.
  • How does communication style vary depending on one's leadership style?
  • What are some strategies I can employ to assess which leadership style to use in a unique scenario?
  • My team is/organization is [describe the scenario]. What are the best leadership styles to use in my approach to handling this situation?
  • In what ways does leadership style impact team performance, and can you provide examples?
  • What does it mean to be an authentic leader?
  • List the key principles of ethical leadership.
  • How can I adapt my leadership style to build and maintain trust within my team?
  • How can I learn to be a visionary leader?
  • What three leadership styles are most essential in times of crisis and change?
  • Provide examples of ethical/transactional/visionary [name your style] leaders in history.
  • Can you provide examples of successful female leaders and what leadership styles they used?
  • How can I adapt my leadership style to accommodate cultural differences?

It's essential to understand different leadership styles so you can be adaptive and responsive to ... [+] the needs of your team and organization

Ultimately, regardless of what your dominant leadership style is, it's key to remember that you need to be adaptive to the evolving needs of your team and organization, so your style should change from time to time. It's also essential to be self-aware and undertake leadership style questionnaires and surveys regularly so that you maintain your own leadership development, can spot your flaws, and can excel in all business scenarios.

Rachel Wells

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