I often work with people who are new to leadership. One of the things I always find surprising is that people new to leadership assume they need to act in a certain way – as if they have a mental model of what a perfect leader ‘should’ be.
It’s surprising, because leadership literature tells us that leadership is not a one-size-fits-all concept. There is no one perfect style of leadership.
Of course, there is nothing wrong with aspiring to be a better leader, and having in your mind some of the leadership skills and traits you wish to hone. The key is to grow and develop as a leader in a way that helps you to stay true to your own unique individual leadership style.
A skilled leader should have the ability to inspire, motivate, and guide their team towards achieving common goals in a way that is completely authentic to them. Different situations and organisational cultures call for different styles of leader.
In the Australian business landscape, we see different styles of leadership on display. Do any of these match your own leadership style?
Transformational Leadership
Transformational leadership is all about inspiration and motivation. Through the strength of their vision and personality, transformational leaders inspire their teams to reach their full potential.
They create a compelling vision for their team and work towards aligning individual goals with the organisation's objectives. By fostering a sense of purpose and empowerment, transformational leaders cultivate high levels of employee engagement, creativity, and productivity.
An excellent example of transformational leadership in Australian business is Mike Cannon-Brookes, the co-founder of Atlassian.
Under Cannon-Brookes' visionary leadership, Atlassian has emerged as one of Australia's most successful tech companies, known for its innovative and collaborative culture. Cannon-Brookes fosters a culture of creativity, continuous learning, and growth, which has led to the development of innovative industry-leading products and solutions.
Servant Leadership
Servant leadership is a style that places the leader's focus on serving the needs and interests of their team members above their own. Leaders practicing this unselfish style prioritize the growth, development, and well-being of others – their mindset is truly that leadership is about serving others.
By fostering a supportive and nurturing environment, servant leaders build strong professional relationships, enhance teamwork, and promote a culture of trust and loyalty. The theory is that organisational success follows when people are highly supported by their leaders.
Gail Kelly, the former CEO of Westpac Banking Corporation, exemplifies servant leadership in the Australian business scene. Kelly's emphasis on empathy and genuine care for her team members led to a significant improvement in employee satisfaction, which, in turn, positively impacted the bank's financial performance.
Situational Leadership
Situational leadership is highly adaptive. You adjust your approach based on the situation you’re in. It’s a flexible leadership style that morphs according to the needs of individual team members and different situations. Leaders employing this approach analyse the competence and commitment levels of their employees and adjust their leadership style accordingly.
In this way, situational leaders use techniques of telling, selling, participating or delegating depending on what’s needed at the time. It’s an intuitively simple concept - by providing the right guidance and support, situational leaders empower their teams to take ownership of their tasks and responsibilities.
Brad Banducci, the CEO of Woolworths Group, is an Australian business leader who effectively employs situational leadership. Like many organisations, Woolworths was tested during the COVID-19 pandemic. Banducci demonstrated adaptability, responsiveness, and a focus on the customer as he flexed the company's operations to meet changing demands.
Autocratic Leadership
While less popular in today's business environment, autocratic leadership was historically a widely used approach by corporate leaders. It is still evident in some highly hierarchical environments and workplaces where the preservation of human safety is paramount, including defence industries, aerospace, and emergency services.
This leadership style sees leaders making decisions independently, with limited input from their team. Autocratic leaders are authoritative and directive, ensuring a clear chain of command and swift decision-making.
Gina Rinehart, the chair of Hancock Prospecting, is a prominent example of autocratic leadership in the Australian business landscape. Rinehart's strong leadership style sets a tone for the company's mining ventures.
You may be called upon in a crisis to adopt an autocratic leadership style, but this approach is not commonly recommended in daily practice.
Participative Leadership
Participative leadership, also known as democratic leadership, emphasises collaboration and shared decision-making. Leaders who practice this style involve their team members in the decision-making process, valuing their input and ideas. This approach is highly collaborative and promotes a sense of ownership, whilst fostering a culture of open communication and innovation.
Andrew Bassat, the co-founder of SEEK, exemplifies democratic leadership in Australian business. Bassat's inclusive leadership style has played a significant role in SEEK's growth and its reputation as a leading online employment marketplace.
Bassat believes in creating a culture of collaboration and open communication within the organization. He actively seeks input and ideas from employees at all levels, valuing their expertise and diverse perspectives. By involving employees in decision-making, Bassat empowers them to take ownership of their work and fosters a sense of shared responsibility for the company's success.
What is Your Style of Leadership?
So that’s some of the more commonly seen style of leadership in Australia. You may have witnessed these leadership styles as you observe other leaders in your organisation. One of these styles – or a mix of them – may characterise your own approach well.
If you’d like to understand more about your own leadership style, you could consider taking a DISC Leadership Assessment.
DISC assessments emerged from research at Harvard University, and are used by over a million people worldwide every year to improve teamwork, communication and leadership.
Through a series of questions, your preferred leadership style and behavioural motivators are uncovered. A 30-page report gives you unique insights that help you to hone your leadership style for remarkable results.
We conduct DISC assessments for a range of reasons – to help organisations recruit the right people, to help leaders to improve their communication and performance, and to guide future professional development opportunities for teams.
If you’d like to uncover your own unique leadership style – and use those insights to become an even better leader – let us know and we’ll be delighted to get you started.
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