Authentic leadership is all about being true to yourself, your purpose, your values, and your personal style. But what exactly is “being true to yourself”? And how do you align that true self with the expectations of your organization and your stakeholders? How do you incorporate a palette of different leadership styles in your day-to-day actions to achieve your purpose and manage expectations?

At NGL, we understand that the demands put on today’s executive leadership have accelerated. This means that today’s leaders must display readiness, shape opinions (inside and outside of their organization), and mobilize their teams to deliver to new standards. Our coaches help you to explore, identify and execute your own purpose, values, and style. We are your trusted guide as you develop your executive presence into meaningful influence—including personal growth, building a diverse network, and effectively communicating your vision.

Let’s talk about… how to make your leadership style more effective

Being an effective leader can mean many things. But more than any one thing, it implies the ability to code-switch between diverse styles of leadership, to accommodate your presence and influence to the situation at hand. In other words: being a good leader means being many leaders.

At NGL we see this as having a “wardrobe of styles.” We identify five distinctive leadership styles that you can choose to apply as you provide direction, implement plans and motivate your people and stakeholders. They are leadership by authority, participation, delegation, transaction, and transformation.

Leadership by authority

An authoritarian leadership style can be appropriate when a leader is the most knowledgeable person in the team, or when the other members need clear guidance. This style speeds up decision-making and simplifies the chain of command. But it can also stifle creativity and hamper the team’s synergy. Leadership by authority can be a good choice when consistent results and minimal mistakes are a priority, and when innovation and open collaboration are less important.

Leadership by participation

A participative style of leadership is all about making team members feel included, engaged, and motivated by actively involving them in the decision-making process. This style encourages creativity and helps to foster strong team dynamics. On the other hand, solution-finding can take more time and results depend heavily on the individual team members’ qualifications and ethos. Leadership by participation can be a good choice to boost productivity and engagement, and when the team consists of effective communicators.

Leadership by delegation

A delegative leadership style relies on giving team members a large degree of individual autonomy. This style enables a positive work environment and lets experienced team members make the most of their personal competence and experience. However, locking down a decision can be difficult if command responsibility is not clearly defined. Leadership by delegation can be a good choice if team members are competent, take responsibility, and prefer engaging in individual work, and when delivering fast change is not a priority.

Leadership by transaction

A transactional leadership style applies and give-and-take model in which the job gets done by the team members in exchange for rewards, punishments, and other “transactions.” This style establishes a rigorous performance system that is easy to follow, eliminates confusion, and boosts team members’ motivation. However, it also discourages leadership ambitions in the team. Leadership by transaction can be a good choice if the leader defines specific, measurable, and realistic goals, and if team creativity and innovation are not required.

Leadership by transformation

A transformational leadership style depends on the leader motivating the team with an inspiring vision and then encouraging and empowering them to achieve it. The leader often also serves as a role model for that vision. This style is not coercive and places high value on corporate vision and on relationships. On the other hand, regular motivation and feedback may be required. Leadership by transformation can be a good choice to boost team morale and lower employee turnover rate, and when compliance to protocols is less important.