The situation doesn't care about our preferences.

Leadership styles are not personality types.

I often ask leaders: "Which leadership style do you use most often?" Most leaders don't need to think very long. They already know which style they gravitate towards.

It’s often the style that helped them become successful.

The problem is that success can create dependency.

We keep reaching for the same leadership tool because it’s familiar.

Because it has worked before.

But the situation doesn’t care what comes naturally to us.

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Leadership styles are typically grouped into six categories:

• Directive (providing clear direction and control)

• Visionary (creating a compelling future)

• Affiliative (building relationships and trust)

• Participative (involving others in decisions)

• Pacesetting (setting high standards and leading by example)

• Coaching (developing people for the future)

The mistake is assuming our preferred style is always the right style.

But the situation doesn't care what comes naturally to us.

• A crisis may require directive leadership.

• A fractured team may require affiliative leadership.

• A developing employee may need coaching leadership.

• A major change initiative may require visionary leadership.

• A complex problem may benefit from participative leadership.

• A high-performing team facing a deadline may need pacesetting leadership.

The six leadership styles are not personality types.

They are tools in a toolbox.

The best leaders I've worked with don't use the same tool every time.

They assess the situation first.

Then they choose the tool that gives them the best chance of success.

Every leader has a dominant style.

Great leaders have a range.