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What is your leadership style?

“A leader is one who knows the way, goes the way, and shows the way.” – John C. Maxwell

Over the years, We all have come across some leaders who completely shut us down, and the another set of amazing leaders who bring out the best in us. In the first case it so happens that the leader is controlling, self-absorbed &under utilizes talent and thus has a negative effect on people whereas in the case of the second leader, he or she is an excellent Talent Manager and attracts talented people and uses them at their highest potential.

At some point, each one of us have to play the leadership role hence, it is important for us to understand the best leadership style&become an empowering leader who multiplies other’s productivity.

In her book, Multipliers, Liz Wiseman refers to these two types of leaders as Multipliers and Diminishers. She defines a Multiplier as someone who uses their intelligence to amplify the smarts and capabilities of the people around them. The opposite of a Multiplier is a Diminisher. The Diminisher’s behavior is a good reminder of the attitudes and behaviors that we should try to steer clear of.

A Multiplier creates an intense environment that requires people’s best thinking and work. He or She is a Challenger and defines an opportunity that causes people to stretch. He or She drives sound decisions through rigorous debate and gives other people ownership for results and invests in their success.

On the other hand, A Diminisher hoards resources &underutilizes talent and creates a tense environment that suppresses people’s thinking and capability. He or She is the know-it-all types and is constantly giving directives that showcase how much they know. They are the Decision makers who make centralized, abrupt decisions that confuse the organization and also the Micromanagers who drive results through their personal involvement

From the above description you may be quick to judge yourself as a Multiplier, but your own perception may not be right. You don’t necessarily see what others see and will probably justify your behavior because you feel you are doing the right thing. Do you sometimes, for instance, take back control of tasks that weren’t completed to your standards? Or do you have an urge to influence most decisions on the project? If the answer is YES, you could be an accidental Diminisher.

The best way to find out if you are an accidental Diminisher is to ask for feedback. Ask people you work with how they perceive you and if they feel that their contributions are being appreciated by you. Don’t pressurize people into telling you what you want to hear. Explain that your goal is to become a better leader and that you value their honest feedback. You can for instance ask them what they think you should stop, start and continue to do, but give them some advance notice before you launch into the conversation. If you fear that your team won’t open up, you can ask for anonymous feedback, but when feedback is anonymous you miss out on the opportunity to further explore the comments and to use them to (re)build trust.

References : (Mutlipliers, 2017)

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