What is Shaped Up Leadership?

What is Shaped Up Leadership?

Leadership is that art or process of team influence that maximizes others’ efforts and consolidates that towards the achievement of common goals. It is the art of motivating any group of people so that they act toward a certain achievement that’s common to all. 

In business, it could be managing or strategically directing employees to meet a company’s needs or goals.

Who is a leader and why?

You are a leader if you can see what and how things could be improved and you rally people to achieve that better vision.

Leaders do work toward causing their visions to become realities while, with the same breath, they put their teams first.

They do not just motivate their people, they are empathetic, and so closely connect with their people that success becomes a natural occurrence.

Who is a good leader?

There are some key qualities of good leaders and these include accountability, integrity, empathy, resilience, humility, influence, positivity, and vision.

While as management seeks to persuade people to execute what they naturally wouldn’t want to, leadership is more of motivating and causing such a strong inspiration to people that they do what they thought couldn’t certainly be done.

What are the 5 leadership skills?


There are 5 essential leadership practices and skills

  • Self-development
  • Team development
  • Ethical practice plus civic-mindedness
  • Strategic thinking and acting
  • Innovation

Let’s look closer:

Self-development

Leaders who focus on developing themselves for a priority 30 minutes a week make better leaders.

Businesses in modern times compete at breakneck speed, and so learning new strategies and taking time to plan are key practices of mastering leadership.

Team Development

Of equal importance is the active effort you can make towards the leadership team development of your own members.

One modern key strategy is adopting employee partnerships in your leadership.

This paradigm enforces embracing partnerships between superiors and their employees and working with them to create, adjust, develop, and achieve crucial goals.

All the while, the employee is allowed more independence in completing their own part.

Ethical practice plus civic-mindedness


To experience transformational leadership in modern times, leaders must set high standards for their teams based on values.

Leading creates a team culture. Ethics and civic-mindedness must not just be sought when crises arise.

They must not remain values in companies’ written policies and protocols. The application is paramount.

As a servant leader, lead by example.

Strategic thinking and acting


Highly effective leadership entails strategic thinking in today’s dynamic world. Businesses must be highly responsive to change.

In a Havard Business Review, Strategic approaches to leadership are up to 10 times greater in importance towards effectiveness perception than any other team behaviors- including hands-on tactical and communication behaviors.

Innovation


Innovative leadership cannot be undermined in any business if it is to keep abreast of modern developments. The marketplace is too competitive for any business that will insist on old, outdated strategies.

As a leader, you must aim to create enabling environments for your teams.

Your members must feel free to try new approaches, see what happens, fail sometimes, without undue punishments. Innovation must be at the top priority of any organization that seeks to scale greater heights.

Be a leader who embraces innovation and the culture of your business or company will warm up to that value naturally.


What are the 4 types of leadership?


Successful leadership styles determine what level of decision-making authority you could give to certain members of your team.

Here are the 4 styles of leadership:


• Style #1: Directing
• Style #2: Coaching
• Style #3: Supporting
• Style#4: Delegation


Style #1: Leadership by Directing


This is when as a leader you tell others what to do when to do it, and how to do it. This makes the directing style more of a management than a leadership tool.

What is most needed is clear instructions over support.

Benefits:

a. When working with remote workers, contractors, or freelancers.

b. When you’ve outsourced work- where you need to “tell” others what exactly needs to be done and how.


Setbacks:

It is not useful indirect team management. This is because it hinders growth while preventing the development of strong inspiring business culture.

Style #2: Leadership by Coaching


You must be a visionary as a leader. In coaching, you must clearly build a vision, and then direct your team members to work towards achieving it.

As a coach, your ideas must be effectively communicated and sold in a way that ought to excite, motivate, and be collectively embraced by team members wholeheartedly if any fruits will be forthcoming.


Setback:

This style of leadership is best applicable for teams comprising of individual contributors who double up as full-time employees.


Style #3: Leadership by Supporting


Leadership by availing support is about collaboration. Working together. It’s about a sharing of ideas, solutions, and suggestions within your team.

All you do is to give your final say.


Benefits:

This inspires the team as each person becomes part of the process of decision-making.

The style emphasizes minimal direction. It helps individual members steer different parts and others chip in their support.

Should any failures arise, no one bears the blame.

This style is best fitted for leading management teams.

For instance, an HR Director might not need to follow up on every aspect of advertising a vacancy, inviting for interviews, and consulting them. However, they have the final decision based on others’ evaluation reports.

Style #4: Leadership by Delegation


Being a leader of other senior management leaders, this style comes in handy. There’s little support or direction needed.

You give full authority to your team members to work with their own teams and come up with final decisions.

It is best applied when you fully trust the individual decision-making abilities of your departmental leaders. CEOs use this style a lot.

Their directors and managers carry out all delegated roles and make final decisions based on their experiences plus emotional maturity.


Setbacks:

For junior staff, unless the impact is extremely low risk, it cannot allow them any freedom to be truly innovative as mistakes would be too many.

References

  1. Masterstart 
  2. HBR

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