The complexity of leading

Since I was a child, I have been passionate about military history and fascinated by heroic leaders who, disregarding the danger, led their loyal comrades in bold actions behind enemy lines.

I grew up reading about the accomplishments of Enrico Toti and Ugo Vallepiana, preferring old black-and-white documentaries about Luigi Durand de la Penne and the Raid of Alexandria over the Italian comedies my classmates laughed at on Monday mornings in primary school.

I then imagined leaders as timeless romantic heroes whose actions, also the more merciless, were seen as art pieces.

I then imagined followers as people with the highest values and unconditional trust in their leaders.

I’m now in my late forties with almost thirty years of experience. Initially, I was a follower, where I had the chance to experience different types of leadership or non-leadership. Then, as a leader, I constantly questioned my effectiveness as a “boss.” I also observed how followers behave in a non-romantic era.

MODERN LEADERS’ STYLES

Nowadays, leaders and leadership are commonly categorized into five different styles.

“Transformational Leaders”

Motivators use passion and enthusiasm as primary tools to engage with their followers. Most probably, Transformational Leaders are the heirs of my childhood heroes.

“Transactional Leader”

Their motto is “Do ut des” (give and take). These leaders set well-defined, measurable expectations and reward achievements.

“Servant Leaders”

Followers are their priority! If, on one side, this approach helps the development of strong relationships, on the other side, it sometimes distracts from goals and objectives.

“Autocratic Leaders”

Pure decision-makers without compromises. These profiles of leaders don’t engage in looking for others’ points of view. They decide and certainly make things happen, but often without having the chance to consider all the possible perspectives.

“Democratic Leaders”

Full collaborators’ involvement in their decisions. This approach certainly provides more points of view, but it can also slow the overall process.

It is natural to ask now what the most effective leadership style is.

LET’S INTRODUCE THE OCTOPUS LEADER

Let’s first consider a few aspects related to the etymology of the word “leadership” and the primary role of the leader in charge.

Leadership comes from the English verb “to lead,” which has been commonly used to translate the Latin word “ducere." This has affected the historical development of its meaning.

The leader, or the one who leads, is the person who causes the effect of being followed, and followers are essential to the concept of leadership.

Basically, an effective Leader is one who can better engage followers in working towards the defined goals. This cannot be done without considering two crucial factors: the context and the individual or team profile.

Let me elaborate. Being a democratic leader in crucial situations, such as crisis circumstances, is often not the right choice. Delays could be more dangerous than flawed decisions, and exercising excessive authority over overwhelmed individuals could generate unproductive effects.

I fully agree with the fact that we cannot be who we aren’t and that authenticity is also the key to success, but the “octopus leader” is the one who can shape and adapt the leadership style depending on context and individual profile.

FOCUS ON WHAT MATTERS

Styles, methodologies, and leverage tools are fundamental, but leaders must focus on two main aspects.

The first is ensuring that teams and individuals are joining the cause. There is nothing so powerful as an organization that believes in why (I would like to underline that why is undoubtedly more important than what) is doing something as nothing so disruptive as an entity without the proper motivation. Remember that negativity is double contagious and can quickly mine solid foundations.

The second is maintaining a strategic vision of the overall ecosystem, ensuring that performance aligns with the mission and vision and contributes to achieving well-defined milestones.

CONCLUSIONS

Leading efficiently is undoubtedly a complex recipe, and great leaders are sometimes distracted by internal or external factors that shift their focus from the primary objectives.

Stepping back for one second and self-assessing if our actions have the desired impact can help. Lessons learned will also play a pivotal role, as there is nothing more effective than our leadership mistakes in increasing the awareness that great leaders are having.

Last but not least, effective leaders are open to feedback, and critics constantly question themselves at first.