Your team is divided by conflicting leadership styles. How will you lead them to success?

When leadership styles clash, the team fractures. But here's the paradox: Conflict can be your greatest asset—if you know how to harness it. The question isn't just how you'll lead; it's how you'll unite. Will you impose a singular vision, or will you cultivate a culture where diverse leadership approaches are not just tolerated but celebrated? Imagine a team where opposing styles drive innovation rather than division. How will you turn discord into a catalyst for success? The answer lies not in choosing sides but in crafting a path where every style finds its place in the journey to victory.

In my experience, the most important thing is open communication and active listening. You can organize one-on-one sessions to understand all team members to learn the needs of the team. If leadership styles and motivation factors change, you can determine a personalized management style, you don't have to show the same management to everyone.

Para levar sua equipe ao sucesso, o primeiro passo é reconhecer os estilos de liderança presentes. Estilos comuns incluem: Líder Autoritário: Focado em resultados, tende a tomar decisões rápidas e assertivas. Líder Democrático: Valoriza a participação da equipe e toma decisões coletivas. Líder Transformacional: Inspira e motiva a equipe através de uma visão compartilhada. Líder Servidor: Focado em apoiar e desenvolver os membros da equipe. Valorizando Diferentes Estilos Cada estilo de liderança tem suas forças. O segredo é alavancar essas forças de maneira complementar.

I will acknowledge that every leader has a unique way of executing the principles & strategies of leadership; however I fundamentally disagree with the premise that there are different styles of leadership. There there is effective empowering leadership & there is at best management or at worst no leadership at all. The application of leadership has nothing to do with the leader, beyond their ability to empower their team. When consult or speak on leadership, I define an act of leadership "As empowering another to recognize a potential they already possessed, and inspire them to exercise this newly found potential" I define a leader as " someone that through acts of leadership manifests acts of leadership by others - leaders build leaders."

Une difficulté récurrente pour faire travailler des équipes ensemble est de faire comprendre que travailler avec des personnes différentes est un avantage pour chacun et pour l'efficacité commune. La prise de conscience des différences et des atouts de chaque profil n'est pas simple. Certifiée MBTI et Color Disc, j'utilise fréquemment ces outils pour aider à cette prise de conscience, à mieux se connaitre, à réaliser que nous ne fonctionnons pas tous de la même façon et que chacun apporte aux autres des bénéfices différents, à faire tomber les idées reçues sur tel ou tel profil, à aider chacun à s'adapter, etc. Ces approches sont toujours efficaces pour faire progresser chacun et optimiser le fonctionnement du groupe.

Open dialogue is essential for bridging the gaps between conflicting leadership styles. By creating a safe space for team members to express their views, leaders can harness the collective intelligence of the group, fostering a culture of collaboration and innovation. This approach not only enhances mutual respect but also empowers individuals to align their diverse leadership styles with the team's overarching goals, ultimately driving higher performance and engagement. In today's dynamic work environment, embracing varied perspectives is not just beneficial—it's imperative for cultivating resilient and adaptive teams.

Por supuesto la comunicacion efectiva va a ser la herramienta imprescindible para lograr consensos y sinergias. Una comunicacion transparente, que fomente el dialogo abierto, que provoque la diferencia para generar nuevas perspectivas, y que se enfoque desde el no juicio sino desde la construcción de nuevas realidades favorables a todos. Fomentar espacios de creatividad y debate ante situaciones donde cada persona pueda aportar su perspectiva es una práctica que funciona, siempre que se hayan establecido claramente las reglas de esas interacciones desde los comportamientos y valores consensuados por el equipo como tal previamente.

Remember, setting expectations isn't about forcing everyone into the same mold. It's about creating a framework where diverse styles can thrive together. So, next time you're dealing with different leadership styles, try asking, "How can we leverage our differences to achieve our goals?" You might be surprised by the innovative solutions that emerge.

La gestion de las expectativas es una de las acciones que cualquier iniciativa con el equipo debe cumplir. De lo contrario, el conflicto está casi asegurado. Necesitamos claridad en metas, procesos, roles y responsabilidades (especialmente estas ultimas). No solo comunicarlas sino, como líderes, asegurarnos de que han sido entendidas, aceptadas e integradas (solo asi la comunicacion será realmente efectiva). Es por esto que en algunos casos necesitaremos invertir tiempo de calidad en conversaciones individuales para sincronizar esas metas, roles o responsabilidades con los anhelos, aspiraciones o inquietudes de los miembros de tu equipo

Clear expectations are indeed foundational for team success, especially in a landscape marked by diverse leadership styles. When individuals lead from a singular style driven by their own interests, it can create friction and hinder collaboration. By fostering a culture of self-awareness and open dialogue, leaders can better understand the motivations behind each style, allowing for a more inclusive environment. This not only aligns the team towards common goals but also empowers each leader to adapt their approach as needed. Remember, true leadership begins with leading oneself; when we embrace our unique styles while remaining flexible, we cultivate a learning mindset that drives collective success.

Cuando hablamos de equipos que funcionan no hablamos solo de Colaboración... hablamos de Confianza, de Cohesión, de Cooperación y de Coordinación. (además por supuesto de la comunicacion). Si nos falla alguna de estas "Cs" no vamos a saber aprovechar la ventaja de la diversidad de estilos. Obviamente para todo esto el saber tener una gestion interpersonal efectiva es clave, y es ahi donde cada miembro debe mirarse un poco hacia dentro y determinar si los 8 elementos que componen la base de esa gestion interpersonal está o no en el nivel adecuado para poder sumar el equipo y realmente generar relaciones de calidad que sumen al resultado.

Investing in leadership development training is crucial, especially in teams with conflicting styles, as it cultivates a culture of understanding and collaboration. By focusing on emotional intelligence and communication, leaders can learn to navigate their differences, transforming potential friction into a source of strength. This approach not only enhances individual capabilities but also fosters a collective resilience, enabling teams to adapt to challenges more effectively. As leaders become more self-aware and aligned with their core values, they can create a work environment that promotes engagement and fulfillment, ultimately driving higher performance and satisfaction across the organization.

Invertir en el desarrollo de los líderes es siempre un "must". En mi opinión la clave es que no se base en hacer "talleres" sin mas de esta o aquella habilidad, sino que realmente se diseñen Programas y Rutas donde quede claro el destino final y donde se combine el Training con el Coaching & Mentoring cuando sea necesario para asegurarnos de que lo "aprendido" se traduce en comportamientos reales desde el doble beneficio del desarrollo profesional del colaborador y del resultado extraordinario de la empresa o equipo. Analizar qué necesita cada nivel de tus colaboradores y para qué vas a ofrecer esta o aquella formacion es clave antes de dar cualquier paso.

To celebrate success, it’s usually a good idea to provide a united or global goal and break it down into different milestones or key results. These should be assigned to different leaders, who then are accountable for their achievements. To measure real success, add on top of these goals an employee satisfaction metric or challenge them to keep “negative churn” below a certain target.