Women In Leadership: Which role do you play in Leadership?
As you read the next 4 types, pick which one you sit in quite naturally.
Then which one comes a close second.
Then select your third preference and finally fourth one, essentially the least like you.
Analyst (emphasises rationality, analysis, logic, facts and data).
Caregiver (emphasises the importance of people and relationships, prefer collaboration to competition and cares about others – look for ways to understand and respond to needs, concerns etc – is a facilitator who listens, supports and empowers).
Warrior (who believes that managers and leaders live in a world of conflict and scarce resources – welcomes battle and competition rather than fear or avoidance).
Wizard (who brings imagination, insight, creativity, vision, meaning, and magic to the work of leadership).
Most leaders rely primarily on the Analyst and Caregiver role, which was very much related to being a good manager, BUT the Warrior and Wizard roles, were most often associated with effective leadership.
This comes back to the debate of whether leaders are born or developed. Can we develop and foster these different leader roles, or are these types of leaders born – is it their personality to be dominant Analysts, Caregivers, Wizards or Warriors?
To be more effective in bringing about change, we need to develop and foster leaders who have a broad range of complementary leadership strengths as Analysts, Caregivers, Warriors and Wizards. Leadership isn’t really about individual glory, but is about collective action where a team’s approach to leadership is probably a more effective way to go.
The need for developing and fostering more effective leadership – focusing on developing the leadership skills and abilities of people does not take away from collective action – it should enhance it.
The leaders who work most effectively, it seems to me, never say "I." And that's not because they have trained themselves not to say "I." They don't think "I." They think "we"; they think "team." They understand their job to be to make the team function. They accept responsibility and don't sidestep it, but "we" gets the credit…. This is what creates trust, what enables you to get the task done.
With regard to leadership and management – they are different in purpose, and the skills needed to fulfil both types of roles are different. This needs to be acknowledged and thought through when we are looking to make more effective leaders.
The manager asks how and when; the leader asks what and why.
And finally leaders are born, and leaders can be developed. However, specific types of leadership roles such as Analysts, Caregivers, Warriors and Wizards are mostly born with these personality traits though can develop a range of skills to be more effective leaders. If we don’t have these leadership strengths as Warriors and Wizards, we need to work with people who do have these strengths to work as part of a leadership team. A leadership team will be more effective if it draws upon the range of strengths from the four different leadership types.
Whatever type of leader you are… Just be a good one….
If you are interested in having a further conversation about this topic, feel free to contact the author for a FREE consultation and coaching session.
Katrena Friel Australia's Leading Success Coach for Intrepreneurs
Refresh your Thinking Education Excellence for Executive Transformation
International Speaker, Award Winning Author, Corporate Trainer, Executive Coach
E: firstname.lastname@example.org | M: 0412 537 053 | www.katrena.com.au | Find me on LinkedIn