Leadership – Best Practices

The art of leadership is not just leading a bunch of people through a task or a project, but helping them realise their own strengths and awaken them to live their dreams. The impact of the leader’s behaviour creates a bull whip effect on the follower’s performance. At times the act retains an indelible mark on the follower’s mind. In the words of Warren Buffett, “I was lucky to have the right heroes. Tell me who your heroes are and I’ll tell you how you’ll turn out to be. The qualities of the one you admire are the traits that you, with a little practice, can make your own, and that, if practiced, will become habit-forming.”

There are different styles of leadership. Ideally every human being is unique, so are their leadership styles. There are different theories which have clubbed human behaviours to form different leadership styles. In practise, there may not be the exact prototype to what have been written, but several permutations to it. As explained by Daniel Goleman on Leadership that gets results, Coercive Style with compliance focused “Do what I tell you”, Authoritative Style in leaders who have a clear vision saying “Come with me”, Affilitative Style to build harmony and teamwork through “People come first” attitude, Democratic Style to build consensus i.e. “What do you think”, Pacesetting Style who leads by example “Do as I do, now”, Coaching Style develop people through coaching with “try this.” concept. Ideally the situation and environment contributes to behaviour, whereas the dominant part of the nature would remain. During the organizational change, when leaders take the eye of the storm, it stands imperative to identify their innate nature and predict whom would they vie for be it people, process or the client.
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