I find it amusing when managers articulate their leadership styles, akin to those without wealth attempting to flaunt affluence. True prosperity doesn’t demand a grand display. Your management style becomes apparent through the reactions of your team; there’s no need to explicitly declare it. A common manifestation of this is seen when someone reads a business book that resonates and then tries to replicate all its advice. You can witness eye rolls from employees who brace themselves for being experimental subjects in the latest trend.
Business books and advice should be approached like cooking recipes. While strictly following the recipe may yield an acceptable meal, the best dishes come from the heart. Changes made to reflect the cook’s experience or taste contribute to the meal’s uniqueness. I always emphasize that learning from others’ experiences is fantastic, but it must be integrated into your own values and style to create authenticity in delivery. You must genuinely feel it to effectively convey and influence others to follow and collaborate with you.
Genuine leaders let their actions speak, welcoming feedback when sought. To assess your management style, observe how your employees interact with you. Do they freely share thoughts, or do they withhold until prompted? Some managers inadvertently offer unsolicited opinions, unknowingly crossing boundaries and unintentionally disrespecting their peers. This lack of self-awareness is particularly prevalent among recently promoted managers or executives adopting a “fake it till you make it” approach.
This behavior risks losing authenticity as seasoned employees see through the facade. Forgetfulness sets in regarding the qualities that led to promotion—hard work, attentive listening, authentic engagement, and productive teamwork. While management skills differ from subject expertise, it’s crucial to respect team dynamics, allowing the best minds to contribute direction. As a leader, you make final decisions, but they must be informed ones.
Merely occupying a position doesn’t automatically equate to possessing all the requisite skills. It’s disheartening to observe a focus on image preservation rather than a commitment to continuous learning. When someone is new to a role, everyone understands and is naturally inclined to assist in their learning process. However, this willingness quickly wanes when the individual, instead of being open to feedback and information, resorts to false praise and attempts to appear knowledgeable on every topic.
Highlighting the importance of continuous learning within your team earns respect, especially when making challenging decisions. Asserting to be a great listener while simultaneously imposing authority sends a conflicting message. Authentic leadership involves recognizing the collective wisdom of the team and making informed decisions, cultivating a culture of mutual respect.
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