Seven Styles of Leading Change
Dr. Barbara Trautlein, Principal — Change Catalysts
• leadership training • Distribution Personnel Training and Development • change management
Monday, November 13, 2017—In a presentation given at the Advanced Profit Innovation Conference (APIC), Barbara Trautlein of Change Catalysts demonstrates how the three different styles of leadership can offer seven distinct styles of leading change.
There are three different leadership styles that Barbara focuses on. These styles blend with each other; no person is entirely one or another. Generally, you will favor one style over the others.
If you have a high ranking for heart, you lead through motivation. You are a coach and build a strong, supportive team. You may rank highest as a head – a leader who considers the big picture and has the vision to inspire change. Or, your emphasis may be in your hands, digging into the work, setting tasks, and developing a plan.
These three styles are clear, but new attitudes emerge when they are blended. Even more importantly, based on Barbara's model, common blind spots may appear for your style of leadership.
If you are a combination of the head and heart styles, you may be a champion for change. You can see the change you want to achieve, and you know how to inspire others with that vision. On the opposite side of the spectrum is the hand; as a champion, you may struggle with the specific steps to execute.
If you have the vision and the plan, you may drive hard to your goals. Your driven nature may leave your team struggling to keep up. Barbara notes that one of your flaws may be to drop those "pesky people" along the way.
When your strengths emphasize the heart and the hand, you are a facilitator. You're likely down in the trenches, working with your team. However, if you're down in the trenches, you may not be paying as much attention to the overarching vision. You've got your head down.
The last blended style of leadership doesn't move to any of the extremes. It stands in the middle, as the adapter. This can be a strong role; this sort of leader is excellent at recognizing the needs of the organization and the project. They can shift and pivot to provide that support. However, their weakness is that most people are not as adaptable as they are and may struggle to keep up. Additionally, that talent at recognizing needs can lead to paralysis when there are too many choices.
Barbara asserts "change intelligence is the awareness of your style and then having the ability to adapt it to the situation." This awareness helps you identify and maximize your strengths and shore up your weaknesses.
For more information about Dr. Barbara Trautlein, visit: www.changecatalysts.com