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Thursday, June 27, 2008
 Topic: Leadership Style
Reference: Brenner, Mark. “Success or Failure? It Comes Down to Leadership Style.” American Management Association: MWorld, Summer 2008. pp. 3-5.
Based on some recent events in my own practice, work performed doing strategic planning, and information gained through an environmental scan, I recently asked myself what difference leadership style really makes to an organization. Organizations have been successfully led by all kinds of personality styles from the swashbuckling to the pious; from the ultra-conservative to the totally maverick. I can understand that nobody wants to work for a tyrant; an officious micromanager; or anyone whose one management style is based on fear and loathing. While these managerial disasters are frequently portrayed with disdain in Hollywood, it is uncanny how they are always represented as the flawed souls in charge. It certainly seemed that way in Citizen Kane. Is it possible to be less flawed, more successful and still be respected for your management style? I believe that the answer is yes and the whole emotional intelligence movement in management strongly suggests that my belief is rationally based. It is simply not possible to effectively manage or lead other people with one autocratic style. Trends are emerging suggesting that managerial style may have a major impact on overall results. In the referenced article, the commentator indicates that an effective leadership style is the difference between winning and losing. “While a command and control (C&C) leadership style erodes performance and initiative, an engagement and empowerment (E&E) leadership style fosters development of innovative potential and drives high performance.” The C&C style is simply outdated and a legacy of the post WWII culture. The E&E style is marked by: feedback, inclusion, alignment between mission and values; flexibility, and true employee empowerment. E&E environments tend to yield the root cause of outstanding performance-employee engagement. Employees “want an inspiring and elevating corporate mission and reputation. Opportunities to achieve, excel, grow…flourish in a collegial culture…” The only way to increase employee engagement is through leaders comfortable in this kind of environment. They have to be either already oriented toward an E&E style or be the beneficiary of some outstanding coaching. Either way, I believe that the commentator is right and that an effective style makes a huge difference to the success of organizations. I find that I am always conscientious of this and frequently step back to encourage dissent, dialogue and idea sharing. I also find that my E&E orientation is inversely proportional to the amount of time left on my deadlines. In other words when the clock is winding down, I get a bit more C&C! However, the commentator sums it best when he states, “the wisdom that underlies empowerment is the recognition that the people closest to the work are very often the best experts on internal business processes and the needs and desires of the customer.” Let me know how you are embracing the E&E management style and how it has worked for you.
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