Leadership has evolved over the years owing to the dynamic needs of societies. The leadership styles adopted in different aspects such as organizations, political leadership, and institutions are all based on the needs of the specific groups of people. There are diverse leadership styles all of which are designed to increase the success of teams and groups of people through collective efforts and collaborative measures. In this respect, my to-go leadership style is the collaborator and entails aspects such as empathy in dealing with employees. In this case, the leader strives to understand what the employees go through, their roles in the organizations, and the challenges they face (Anonymous). In this regard, the leader, therefore, works closely with the employees. The other element of this leadership style is team-building as the leader explores the strengths and weaknesses of the employees and find ways to increase their ability to work together.
Talent coaching is yet another aspect of the leadership archetypes and entails selections of talent through the recruitment and selection process. This process entails the attraction of talent in numerous fields relevant to the organizations. The purpose of selection and recruitment in this case is to attract and hire talents to increase the chances of innovations in organizations. Supplementary leadership styles include pilot which entails strategic goals based on prevailing circumstances and dynamics in society. A visionary leader focuses on ideas that transform the organizations by anticipating the needs of the organizations both present and future (Anonymous). Other significant aspects of the pilot include team-oriented through collaborative efforts and lastly open to inputs.
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Potential blind spots
Leadership styles have blind spots as well some of which impact the leadership quality and eventual outcomes of the same. In this regard, the blind spots are attributed to human weakness all of which are based on the desires and intentions of leaders despite the leadership styles that adopt. The leadership style, therefore, does not usually align with the personalities, desires, and interests of the leaders. In some cases, these styles are adopted as a means to end aspects that make it hard to identify the intentions of leaders (May & Stahl, 2017). Shifts in circumstances also affect the effectiveness of leadership styles despite their abilities. This perspective can be linked-to remarkable leaders in history who ended up making mistakes that shifted their records all of which were based on circumstances. Balancing enthusiasm with risks is yet another blind spot. Leadership entails risk-taking from time to time. However, enthusiasms can be mistaken for necessary risks and eventually lead to significant losses.
Environments to Thrive
Leadership styles can either thrive or struggle based on circumstances. In this case, the leadership archetype is collaborator a style that is based on collective efforts through team building, empathy, and goal orientation. In this case, there are several aspects that support leadership strategies such as collaborative efforts. This leadership style, therefore, thrives in dynamic changes in leadership and society. Transformation amid challenges and innovations to meet the dynamic needs of society are the basic aspects of this type of leadership (Allison & Cecilione, 2016). In this respect, therefore, the organizations thrive in the face of challenges and uncertainty an aspect that requires leaders to constantly evolve through constant selections and recruitment of talents. Although leadership styles vary, one of the constant factors is evolutions with changes in society (May & Stahl, 2017). Collaborative leadership styles are designed to ensure that organizations and institutions stand the tides of changes in society particularly the evolving needs of the people and trends both present and future.
Environments to struggle
Like any other leadership, style challenges tend to increase the struggles of organizations and subsequently the leadership styles. In this case, competition is one of the aspects that increase the struggle in leadership styles. The leaders are faced with the need to get ahead of their competitions through dynamic innovations some of which require substantial resources and funds. Innovations entail experimentations some of which fail and therefore lead to losses for the organizations. This further increases the struggles in both organization's operations and leadership (Allison & Cecilione, 2016). Although collaborative leadership is designed to thrive under challenges and uncertainty in markets, these leadership styles also struggle in cases where the competitions and other significant changes faced by the organizations are somewhat intense.
SMART goals in self-improvement
Standard SMART criteria are used to gauge leadership goals implying that they need to be Specific, Measurable, Attainable, Relevant, and Time-Bound. Some of the SMART goals relevant for team development include patience with employees in the sense that different employees have different abilities and respond differently under pressure (May & Stahl, 2017). It is, therefore, necessary to take time to understand this difference and devices ways to ouch all the employees. The other goal is improvement team-building capabilities through intensifying exercises that enhance team cohesion ad collaboration among employees.
Team building exercises can be outdoor activities that increase interactions between the team members. Leaders need to assess themselves honestly to ascertain their strengths and weakness and way to improve them, this is a basis of growth as a leader. Frequent evaluations come in handy for the organizations and the leader as well (Allison & Cecilione, 2016). Self-improvement also entails constantly embracing changes. In this regard, leaders need to be flexible and adjust to all the changes that come with the dynamics and trends in the needs of consumers. Self-improvement also entails seeking support frequently as a way to gain divergent perspectives in leadership. This will help improve the skills and knowledge of the leaders.
References
Allison, S. T., & Cecilione, J. L. (2016). Paradoxical truths in heroic leadership: Implications for leadership development and effectiveness. Leadership Paradoxes: Rethinking leadership for an uncertain world. London: Routledge .
Anonymous. (n.d.). Heidrick & Struggles: What’s Your Leadership Signature? Retrieved Jan 05, 2021, from AESC: https://www.aesc.org/insights/thought-leadership/c-suite-leadership/heidrick-struggles-whats-your-leadership-signature
May, G., & Stahl, B. (2017). The significance of organizational change management for sustainable competitiveness in manufacturing: exploring the firm archetypes. International Journal of Production Research , 55 (15), 4450-4465.
