1 min readTwo Sides of Leadership
by Guy Gage | November 18, 2011 | Business
One was competitive and driven (dominance) and the other was altruistic and
generous (prestige). Every leader is more of one type than the other by nature.
The study revealed some interesting findings, based on what followers looked
for in their leaders.
1. In a competitive context, followers preferred leaders
who exhibited dominance characteristics.
2. In a non-competitive context, followers preferred
leaders who exhibited prestige characteristics.
3. When the wrong leadership style was exhibited for the
situation, it elicited a negative perception among the followers: resentment
toward dominance leaders and lack of respect toward the prestige leaders.
What I really liked about the study is that the best
leaders demonstrate both dominance and prestige. That is, they show confidence
and drive while attending to the needs of their followers. This balance is
critical because the context of your leadership isn’t static. One moment you
have to buck up and take charge; the next moment you can relax and enjoy the
interactions with your people.
If you naturally have dominance, you have a tendency of
making everything a priority, with high intensity and demanding immediate
action. Everything isn’t on fire and your people will resent you if you try to
make it so. Learn to be present with and enjoy your people without having to be
so driven.
Conversely, if you are more prestige oriented, you need
to step up, face the uncomfortable situation and take charge. Be decisive; take
action. Make your expectations known and call people out when they miss the
mark. Otherwise, don’t be surprised when you aren’t respected as a leader. It’s
your fault, not theirs.
This week, as you assess yourself, determine whether you
are naturally more dominance or prestige oriented. While you should lead from
your strength, you have to also manage the other side. One will come naturally;
the other must be intentional. You have your work cut out for you.
Read Related Blogs:
Avoid Making Clients Feel Let Down
Client relationships vary depending on the level of trust involved - and trusted relationships have never been more important. With new technologies, changing regulations, and a shifting economy, clients increasingly look to their trusted advisors for insight and...
Ownership Changes Everything
In many CPA firms, “accountability” is treated as the gold standard of performance. But in reality, accountability is reactive because it shows up after something has already gone wrong. Responsibility, on the other hand, is proactive. It’s the difference between...
High Performance Isn’t Talent – It’s Leadership
A high-performance (HP) culture doesn’t happen by accident. It develops when enough people consistently demonstrate a high-performance mindset, take the right actions, and produce strong results - until that standard simply becomes “how we do things.” Bringing...
