RightToLead.com

The demands of the workforce today are different than yesterday. The corporate world is changing very fast, causing the pressure to create a new profile of what a leader should be.

Nowadays, leader with one main leadership style cannot survive. New demands from customers, employees and society drive the company and the leader to be different.

This means that a leader needs to assess and evaluate what he must to become a successful leader. It also requires him to be ready, willing and able to change.
The characteristics of a successful leader of the 21st century are:

- He regularly evaluates himself and constantly asks: “How can I do this better?”
- He is flexible, learns fast, thinks and acts globally and creates value for all stakeholders.
- He takes full responsibility for his own behavior and drives his team to achieve exceptional results.
- He applies situational leadership styles to ensure each team member creates value and results for the company.

Once you take charge of a department or division, you may have to help your team members understand and fully internalize the principles of self-motivation and self-responsibility.

You need to use different leadership styles for different people and different situations to get your people to perform at peak levels. You need to evaluate your subordinates’ ability and motivation to perform their tasks, what type of support your subordinates need in their various tasks and responsibilities, in order to choose the correct leadership style. That is the essence of a successful leader.

Divide your team members into three categories. It will be a different leadership style for each task, depending on their ability and performance.

1. Low performer.

This person has little or some ability and is often new to the job or specific task. He doesn’t deliver significant results. The reason for the low performance can be a lack of ability for and understanding of the job, demotivation (not committed to the work) or a negative work attitude. The leadership style for a low performer is directing. You tell him what he needs to do: provide him with a clear direction, clarification and training, then supervise closely and follow-up accordingly.

2. Average performer.
This person has a good understanding of the job or specific task and moderate or even high ability. His performance varies throughout the year. Sometimes, his willingness to perform is reduced due to a lack of self-confidence, low motivation or difficulties faced in performing the task. The leadership style for an average performer is coaching. You encourage, support, motivate him, and give some direction and clarification.

3. Peak performer.

This person has an excellent understanding and ability of what needs to be done. He achieves beyond expectations or even produces superior results. The motivation is high and he seldom needs encouragement. He is a self-starter and needs very little or even no direction and supervision. He will expect a facilitating management style and a manager who is more a colleague and mentor than a boss. The leadership style for a peak performer is empowerment. You delegate responsibility, give him authority to decide and challenge him to take additional responsibilities.

A successful leader must therefore master the situational leadership. He must be flexible in applying the right leadership style.