When we think
about leadership development, we usually think about it as a top-down approach
– senior leaders mentoring less-experienced ones, professional development on managing
teams and individuals, temporary assignments leading organizational
initiatives. Rarely do we consider the valuable role that an employee or team
can play in developing a leader’s skills and behaviors. Yet, when offered
sincerely, constructive feedback from the trenches can make a huge difference
for the leader and the team. The keys to effective delivery of that feedback are
in building trust and mapping your approach to your leader’s style.
At Lumina
Learning we look at four leadership domains – Leading through People, Leading
with Vision, Leading with Drive and Leading to Deliver. Effective leaders are able to adjust their
style within the four domains to adapt to a particular situation, yet each
leader has a natural preference for one or two of the domains over the others.
Recognizing where your leader’s preferences are will help you communicate more
effectively with him or her, and identify areas where you may help with their development.
Here are some tips.
A leader who
favors Leading through People promotes
a collaborative work environment based on trust and shared values, where each
person has an opportunity to share their views. They’re great listeners, engage
with individuals on a personal level, and tend to avoid conflict. Although
leaders with this style preference welcome constructive feedback, it’s
essential that you deliver it in a low key way (no “hard sell” or combative
approach), tie it to their values, and articulate how it will help the team as
a whole.
A leader who
favors Leading with Vision tends to
focus on strategy, innovation and inspiring the team. They are energetic and
lively, and may be very animated in conversations. Build rapport with them by
keeping things positive and sharing stories that illustrate or support the
point you are trying to convey. Ask questions to keep them on topic, and let
them know that you appreciate them.
Leaders who
favor Leading with Drive communicate
clearly, provide the logic behind their decisions, and motivate others to
constantly improve on past achievements. They are not afraid of conflict (so be
prepared to defend your points) and appreciate it when you mirror their direct
and to-the-point communication style. Be confident in your approach, but don’t
affront their ego.
Leaders who
favor Leading to Deliver are
meticulous planners and enforce structures to ensure consistent delivery,
keeping their composure even when the pressure is on. They need written
evidence, data and numbers, and time to think. You can recognize them by their
practical approach and formal manner of speaking. To effectively provide
feedback to your leader with this preference, be sure you have facts and data
to support your ideas and suggestions, and deliver them in an organized way.
No matter
what your leader’s style, as you learn to manage up two things are critical: 1)
build and maintain trust with your leader; 2) do it for the right reasons,
i.e., to help your leader and support the team vs. advancing your own
interests.
If you’d like
to learn more about Lumina Learning and Lumina Leader, please contact me at info-us@luminalearning.com or
888.827.8855.
