I also believe it's important to understand that leadership styles should be flexible and considerate of different situations. While all leaders should incorporate kindness and empathy into their approach, they should also be open to adjusting their style based on the specific needs of the situation. Some situations may benefit from a more direct approach, while others may require a more collaborative and inclusive one.

“My leadership style” is a myth. It implies that the leader is a fixed, imalleable thing. The most effective leaders take the approach of being whoever they need to be in the moment to serve and empower their teams. Sure, you might have your strengths, but it’s your job as the leader to be developing your weaknesses. And if you’re not going to do that, lift up and empower other leaders to fill in the gaps where you can’t.

I'm skeptical of ambiguous questions but let's dive in. Assessing my leadership style is crucial, especially if doubts arise about its effectiveness despite yielding results. If the concern is valid, I'd strategically use OKRs to set and align personal and team goals annually and quarterly. For instance, if perceived communication issues exist, I'd initiate a plan to enhance it: Q1: Weekly meetings with the team's top communicator. Q2: Start and complete an assertive communication mentorship. Q3: Gather team feedback on communication progress. Q4: Conduct an annual performance review with superiors. This structured approach ensures my actions are measured and improvements are tangible, reflecting directly in performance outcomes.

If colleagues and superiors aren't receptive to your leadership style, seek feedback to understand their concerns. Adapt your approach to better align with their preferences while staying true to yourself. Communicate openly about your intentions and willingness to collaborate. Lead by example and demonstrate the value of your leadership style through your actions and results. Remain patient and persistent, and continue to strive for positive relationships and effective teamwork.

Understand your leadership style: Use frameworks like DISC, Myers-Briggs, or StrengthsFinder to assess your traits. Recognize strengths, weaknesses, preferences, and values. Understanding your style helps identify blind spots and appreciate diversity in others.

Seek feedback and input: Actively pursue feedback from both colleagues and superiors regarding your leadership style. Employ various methods such as surveys, interviews, focus groups, or 360-degree feedback mechanisms. Approach this process with an open mind, displaying curiosity and respect. Listen attentively and empathetically to the perspectives shared. By doing so, you may gain valuable insights into how your leadership style is perceived and where potential areas for improvement lie. Embrace the opportunity to uncover blind spots or unrecognized strengths. This feedback loop fosters a culture of continuous improvement and strengthens relationships within the team.

The most practical tip I can give here (and the one I advise my executive coaching clients to use) is to schedule 15 minute 1:1s with their manager on a bi-weekly basis. Use the feedback model Good, Better, How® so that you're both in the clear for what's expected from participants in the meeting. Good = what's working, focusing on positive feedback. Better = What could/should be better, now you start talking and then ask your manager to add/build with you. How = Feedforward, what's there to tweak or enhance for future situations. This way you may work on recieving feedback in a constructive, honest, feedforwarding and co-creating way. The best of luck to you!

Adjusting your leadership approach based on feedback and situational context is essential. Flexibility in communication, decision-making, delegation, and conflict resolution helps address diverse needs. Balancing personal values with team preferences fosters common ground. Employing leadership models like situational, adaptive, or servant leadership can guide you in modifying your style to suit different scenarios and team requirements, enhancing effectiveness and responsiveness in your leadership role.

Adjusting your approach involves flexibly responding to feedback and situational demands. Modify communication, decision-making, delegation, and conflict resolution to suit diverse needs and goals. Balance personal values with others' and seek common ground. Models like situational, adaptive, or servant leadership can guide adjustments effectively.