What are the latest leadership theories you need to know?
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— The LinkedIn Team
Leadership is a dynamic and evolving field that requires constant learning and adaptation. As a leader, you need to be aware of the latest leadership theories that can help you improve your skills, inspire your team, and achieve your goals. In this article, we will explore some of the most recent and relevant leadership theories that you need to know.
Adaptive leadership
Adaptive leadership is a theory that emphasizes the ability of leaders to adjust their behavior and strategies according to the changing demands and challenges of their environment. Adaptive leaders are flexible, resilient, and creative. They can cope with uncertainty, complexity, and ambiguity. They also empower their followers to learn, experiment, and solve problems. Adaptive leadership is especially useful in situations where there is no clear or easy solution, such as crisis, innovation, or transformation.
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Especially in today's VUCA World where circumstances change from hour to hour. The ability for planning becomes less important than the ability to be agile and change directions when needed.
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Authentic leadership
Authentic leadership is a theory that focuses on the honesty, integrity, and congruence of leaders. Authentic leaders are self-aware, transparent, and consistent. They act according to their values, beliefs, and principles. They also foster trust, respect, and loyalty among their followers. Authentic leadership is important for building a positive and ethical organizational culture, as well as enhancing the well-being and performance of employees.
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To be an authentic leader, you must know yourself first. Several approaches can aid in this; executive coaching, peer mentorship, personality profiles, and 360 reviews are a few that can help a person better understand who they truly are and how they are perceived to ensure alignment.
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Servant leadership
Servant leadership is a theory that views leadership as a service to others, rather than a position of authority or power. Servant leaders are humble, compassionate, and altruistic. They put the needs, interests, and development of their followers above their own. They also share their vision, resources, and influence with their team. Servant leadership is beneficial for creating a collaborative and supportive work environment, as well as increasing the engagement and satisfaction of employees.
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Rooted in the idea of serving others, servant leaders prioritize the needs of their team members and help them develop and perform optimally. Their focus is on empowerment, community-building, and shared growth.
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Distributed leadership
Distributed leadership is a theory that recognizes the multiple and diverse sources of leadership within an organization, rather than relying on a single or hierarchical leader. Distributed leaders are collaborative, inclusive, and participatory. They share their roles, responsibilities, and decision-making with their followers. They also leverage the skills, knowledge, and expertise of their team members. Distributed leadership is effective for enhancing the collective intelligence, creativity, and innovation of an organization.
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“If you want to go fast, go alone. If you want to go far, go together. “ Practitioners of distributed leadership possess an innate self-awareness, a keen grasp of their strengths and vulnerabilities. This very trait nurtures a leadership style steeped in humility, allowing them to harness the collective strengths of their team, knowing when to lead and when to follow, thus achieving a level of growth seldom unattainable to those leading alone. Distributed leadership also empowers strong leaders to drive community success and sparks collaboration by harnessing diverse perspectives, and fueling creative problem-solving!
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Transformational leadership
Transformational leadership is a theory that describes the ability of leaders to inspire, motivate, and transform their followers. Transformational leaders are charismatic, visionary, and influential. They communicate their goals, values, and expectations clearly and persuasively. They also provide support, feedback, and recognition to their followers. Transformational leadership is essential for achieving high levels of performance, commitment, and loyalty among employees.
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Transformational leadership offers opportunities to show what was done before has not gotten the desired results that are needed or deserved going forward. "What got us here, won't get us there" is a phrase that plays well for transformation. To recruit, develop, and maintain high performing talent and teams there needs to be interest, challenge, or a cause that pulls work in the right direction. Most people want to do good work. Many people want to make a positive difference where they work. Direct and recognize this as a leader. When employees, teams, and leaders are seen, heard, and recognized for addressing challenges that can result in meaningful transformation this should be celebrated publicly. Keep your WHY at the forefront always.
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Here’s what else to consider
This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?
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Empathetic leadership, though not the sole approach, is highly effective due to its focus on understanding and compassion. It builds trust, boosts morale, and enhances communication. Empathetic leaders foster growth, resolve conflicts, and reduce stress. By leading with empathy, innovation flourishes, employee well-being improves, and organizational success is driven through motivated and loyal teams. Balancing empathy with necessary decisions is key for effective leadership.
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