So far in this series we’ve discussed the directing and coaching leadership styles.

In this article we’re going to move onto the last two leadership styles – encouraging and empowerment.

The Encouraging Leadership Style

The encouraging leadership style is similar to coaching but has a few unique characteristics.

While coaching it’s not uncommon to offer direct feedback and advice as to the performance of the individual or team.

Conversely, the encouraging leader does not offer such direct feedback and advice. Instead, they are there to offer their support and assistance when called upon… but rather than coach and guide they are more apt to encourage and motivate.

The encouraging leadership style might be best suited when an employee has the obvious ability to do the task and has proven many times to be extremely reliable.

However, and this is really the key point, this employee really excels when hearing they are doing a great job and are appreciated.

The Empowerment Leadership Style

Finally, the last leadership style I’d like to share with you is empowerment.

The empowering leader essentially shares the task and/or mission and then lets his or her people go. There is little directing, coaching, or encouraging.

Instead, the leader has complete trust and faith in the person or group they are empowering and simply turns them loose.

In Review

Throughout this series of articles we’ve learned about:

• The directing leader who offers strong advice and guidance on what to do.
• The coaching leader who openly listens to and shows interest in the ideas of others in an energetic and passionate manner while also providing regular feedback and constantly monitoring the performance of the person and/or team.
• The encouraging leader who motivates and inspires without a lot of direction
• The empowering leader who turns things over to his or her trusted team

The Versatile Leader

As the title of this series states… I firmly believe the best leaders are those that can apply the appropriate leadership style at the appropriate time.

In other words, great leaders don’t always empower when empowering would be disastrous.  For example, my 7 year old daughter needs to improve her softball skills so ‘empowering’ her to excel at this stage would be fools work.

However, I work with some people who are true experts in their trade and don’t need a lot of coaching but do like to be encouraged from time to time.

And, of course, I also know people who most definitely thrive under the empowerment leadership style of management and anything less is actually counter-productive.

Do You Agree and Final Homework

What do you think? Do you agree with me that a leader should be versatile depending on the situation and person they’re dealing with?

Finally, your last homework assignment requires some reflection.  I’d like you to think back to your “favorite boss or leader.”

Once you have this person’s face in your mind I’d like you to think of how they lead you.  Were they dogmatic or versatile?  I bet I know the answer.

“That’s what I do now: I lead and I teach. If we win basketball games from doing that, then that’s great, but I lead and teach. Those are the two things I concentrate on.” -Mike Krzyzewski, Duke University

In part 1 of this series we learned about the directing style of leadership. Feel free to check that article out before reading this one.

The Coaching Leadership Style

In this article we’re going to introduce another leadership style – coaching.

The coaching leadership style is best described as one where the leader openly listens to and shows interest in the ideas of others in an energetic and passionate manner.

Additionally, the coaching leader also provides regular feedback and constantly monitors the performance of the person and/or team.

Coach K

I am huge Mike Krzyzewski fan. For those that don’t know… Krzyzewski is head coach of the Duke University basketball team.

The thing I’ve always admired about him is how he is constantly encouraging his players while also teaching and demanding nothing but the best of them.

That, in a nutshell is what this leadership style is all about.

A Word of Caution

For some, coaching comes naturally which can, believe it or not, get you into a jam if you’re not careful.

You see those who get “too engaged” in the coaching leadership style often get far too involved and might end up doing the job, or worse yet, the “thinking” for the person or people they are coaching.

So, keep this mind, the next time you set off to coach someone. Your job is teach, involve, and mentor… your job is not to do it for them.

Your Homework Today

You homework today is simple. I’d like you to read as many of these Coach K quotes as possible. I find them truly inspiring.

Coach K or Bob Knight?

Here’s a question for those of you into American college basketball.  Which coach would you want your son to play for – Mike Krzyzewski or Bob Knight?  Why?

There’s one thing I know for sure… being a leader of people is hard work.

No matter if the “people” are those you work with or your children at home… knowing how to best inspire and move them to greatness is no easy task.

However, one thing is certain… great leaders all have one thing in common – they’re versatile. In other words, they are able to adapt their leadership style to the person or situation in front of them.

Along these lines, there are at least 4 different – possibly more – leadership styles that can be used.

And if you’re curious what these are you are in luck as I’ll explain exactly what each of these styles are all about over the next several articles.  So, if you want to be alerted of when these new articles are available please click here and subscribe to LSS Academy.

The Directing Leadership Style

OK, let’s get started.  First we have the directing leadership style which basically means you make the call and people do what you say.

You are not asking for consensus or opinions or alternative ideas. Nope. You are in charge and people better follow.

Sounds sort of harsh, doesn’t it? I tend to agree.

However, if you’re ever faced with extreme adversity (think 9/11) do you want your leaders to ask you to brainstorm for awhile? Possibly “ideate” for a bit? Of course not.

In situations like this we want, and need, leaders to stand up and take charge of the situation.

Additionally, if you are dealing with a new employee or possibly a child, a certain amount of direction is going to be needed from time to time.

Your Homework Today

Throughout this series of articles I’ll be assigning some homework… giving you chance, if you’d like, to practice or at least think about some of the things we’ve covered.

So, today you’re homework is twofold:

1. Seek out someone who is leading with a directing style. Once you locate the person and situation just observe. How is the “other person” reacting to this directive style? Do you feel this style of leadership is/was appropriate for the situation? Why? Why not?
2. Reflect on your own leadership style. Ask yourself how often you lead others, even those you may not have direct “authority” over, with a directing style? Has it been appropriate?

What do you think?

What do you think? Do you agree that a directive style of leadership is appropriate in certain situations? Also, do you agree with me that a leader should be versatile? Or do you feel a leader is what he/she is and they shouldn’t attempt to change?