When I find that my leadership style isn't effective in different situations and team dynamics, I take a flexible approach and adapt my methods. I seek feedback from my team to understand their perspectives and needs. This helps me identify which aspects of my leadership are not resonating well. I also invest time in learning about different leadership models and techniques that might be more suitable for varying contexts. By applying these insights, I can adjust my approach to better align with the team’s dynamics and the specific challenges we face, ensuring more effective leadership

When your leadership style isn't effective in various situations or with different team dynamics, it's important to reflect on why and seek feedback from team members and peers. Adaptability is key, so be willing to adjust your approach based on the situation, such as being more directive in a crisis or more collaborative in creative projects. Continuous learning, especially in communication and empathy, is essential. Delegate tasks effectively to build team confidence, and consider seeking mentorship for guidance.

Self-awareness is the key ingredient here. Without understanding how each of us handles ambiguity, it is impossible to to be completely flexible. Questions like; "what am I missing?," "how could I have communicated that differently?" or "do I need to partner with a direct report to prevent this project from crashing and burning?" This is when a Growth Mindset is critical, to be fully open and vulnerable for full understanding.

I live by the words of philosopher Joseph Campbell, which were introduced to me by Brené Brown in "Daring Leadership", the second most influencial tool in developing my leadership style and capabilities" "The cave you fear to enter holds the treasure you seek." The more difficult I believe the feedback will be, the harder I run towards it. This behavior did not just happen overnight with the flip of a switch. It took deep reflection on how much I really wanted to step up my game.

My company recently added Coursera as a benefit. Knowing what I know now, I would gladly pay for it based on how much of a differenct some of the coursework has made for me. I have completed certifications in "Project Management" (Google), "Leading People and Teams" (Ross @ University of Michigan), "Reigniting Employee Engagement" (also Ross), and the most fascinating so far "The Neuroscience of Leadership; Leading with Your Brain" (University of Colorado, Boulder). Expanding my neuroplasticity and how I view new learning and experiences has become part of my daily protocol.

As a trainer it is your duty to adapt yourself to your audience. My personality, delivery, tone and whole being changed to suit who I need to train. My natural style may not work with some people. If it doesn't I need to adapt to the audience. Not the other way around