Model Leadership Strategies

In his book, Touch Points, Doug Conant, former CEO of Campbells Soup, stresses the importance of creating your own leadership models.  I have been studying up on my own leadership model and have reached a conclusion:

Empower, Uplift, and Share the Wealth

In my own leadership experience, I have discovered that these three actions above all will motivate all involved to a synergistic level.  People do not work merely for money, even though they might say they do.  If money was the only driving principle there would be a mass exodus from the public sector to entrepreneurship and business schools would be bursting at the seams with aspiring MBAs.  No, my experience is rather that people work for the pride of their work.  I absolutely know that public employees work for that very reason.  I was in management with the Driver License Division in Utah for long enough to know that.

Pepperidge Farm has also taught me the same thing.  Recently I was walking down a hall and bumped into a Line Lead.  “No one signs the extra work list anymore,” he said with some frustration.  “We need people to stay after, and no one is signing up.”  Clearly, we work for the pride of our jobs.  We work for the recognition of our coworkers and families.  We need the money, but believe it or not money is not the driving force behind why we go to work.

I have listed some popular leadership models below.  It may be a good idea to see where you think you fit into this list as a leader.  As for myself I probably align myself with the Quiet Leadership approach or the Level 5 Leadership model.  How is your workplace governed?

Popular Leadership Models

Transactional Leadership:  Rules..eh, Rule.  Best used in mature establishments, such as Pepperidge Farm.  Rewards are based on achievement, and punishment is dished out for breaking the rules.  There is a clear chain of command.  The clear advantage is organization, the disadvantage is that organizations that improperly use this organization can focus more on punishments than rewards…rules trump all.

Transformational Leadership:  Energy and Vision.  For this leadership model there must be one charasmatic leader.  People are motivated by a ‘higher cause.’  They are motivated by the idea that they can accomplish anything.  Inspiration comes through words and action, not through rules.

Participative Leadership:  Democracy…pure and simple.  All levels of the company have a say in policy, procedure, etc..  The idea is that with greater participation comes greater comradery.

Situational Leadership:  Mold to the Occasion.  Leadership models adapt with the situation governing them.

Charismatic Leadership:  Transformational Leadership….on steriods!  Leadership hinges on a charismatic leader who motivates with words and reason.  Ironically, having one overwhelmingly charismatic leader can smother creativity and imagination in the work force.  Things improve only on the scale the leader sets.

Quiet Leadership:  In this model, the leader motivates from behind the scenes.  Credit is not taken by the leadership, rather it is attributed to the workforce.  Ego and aggression are not worshipped as in some other leadership models because they are not needed.  Giving the group credit is meant to raise the standard of excellence without leaving a team member behind.  Ironically, Quiet Leadership is usually facilitated by management no less driven than the charismatic leader.

Servant Leadership:  My Responsibility.  In this model, the leader is made to feel they have complete responsibility for the outcome of the line.  The good of the line outweighs the good of the leader.  The leader tends to be self-sacrificial.  success belongs to the team, failure belongs to the leader.

Level 5 Leadership:  Quiet/Servant Leadership.  This is a mash-up of Quiet and Servant Leadership models.  The Company image is more important than the leaders, who merely facilitate the company’s vision.  Leaders in this model are not intimidated to hire those who have more experience or education.  They are humble, but driven.