Exploring Your Leadership Style: How to Find the Approach That Fits You Best
In this post we are curious about how to figure out your leadership style! If you missed our previous post (or podcast episode) on the history of leadership styles—from the mid-1800s to the modern era—we recommend checking that out first. This time, we’re diving into the practical side: How do you figure out your leadership style, and why does it even matter?
In our podcast episode “What’s Your Leadership Style and How Does It Impact Your Team?”, we walked through key questions that help you reflect on your natural leadership tendencies. By the end, you’ll have a better sense of which style you authentically lean toward—and what potential blind spots to watch out for.
Quick Recap: Why Leadership Styles Keep Evolving
In Part 1, we explored how leadership theory started by insisting that leaders were “born great.” Over time, research evolved to look at:
Traits and behaviors (What do effective leaders do?)
Situational or “contingency” approaches (Different contexts call for different styles)
Transactional vs. transformational (Bribing with carrots vs. inspiring with vision)
Servant leadership (Putting ethics, humility, and the needs of followers first)
Modern focus on emotional intelligence (Adapting your approach based on the team’s emotional needs)
The bottom line? Leadership is about influence and impact—which can show up in many different ways. Let’s find out how it shows up in you.
5 Questions to Uncover Your Leadership Style
Below are five questions we asked each other in the episode. Reflect on your own answers, because there’s no right or wrong—it’s about self-awareness and knowing your strengths (and blind spots!).
1. Do I Value Goals or Relationships More?
Goals-Focused Leaders: Tend to be straightforward, efficient, and clear about objectives. They love defining the target and mapping out steps to get there.
Pro: Consistent clarity about what “winning” looks like.
Con: Might overlook the human side, risking burnout or disengagement.
Relationship-Focused Leaders: Prioritize harmony, team cohesion, and each individual’s development and well-being.
Pro: More trust, loyalty, and psychological safety.
Con: May move slower if too much time goes into group consensus and morale-building.
Which resonates more for you? If you can’t decide, that’s okay—many of us balance both. But most leaders naturally lean one way or the other.
2. Do I Believe in Structure or Freedom of Choice?
Structure-Oriented: Sees clarity, process, and well-defined guardrails as crucial.
Pro: Everyone knows the rules, so less confusion and fewer errors.
Con: Risk of stifling creativity or micromanaging if the structure is too rigid.
Freedom-Oriented: Focuses on autonomy and letting people find their own path.
Pro: Employees feel ownership and empowerment, which can spark innovation.
Con: Chaos can ensue if there are no guidelines at all—most teams need some framework.
Pro Tip: Even if you prefer “freedom,” some basic structure (like shared goals, clear roles, and simple processes) can set your team up to succeed—without killing autonomy.
3. Do I Make Decisions on My Own or Collectively?
Independent Decision-Maker: Comfortable taking charge and assuming responsibility.
Pro: Faster pace, clear accountability.
Con: Risks overlooking crucial input from the team; might miss better ideas.
Collaborative Approach: Believes in collecting input and building buy-in through group consensus.
Pro: Taps into everyone’s ideas, can boost morale, and fosters trust.
Con: Slower process, and if every minor decision requires a vote, progress might stall.
Many effective leaders toggle between these two. It’s all about reading the situation: urgent crises may call for quick decisions, while strategic planning benefits from group input.
4. Do I Focus on Short-Term Wins or Long-Term Vision?
Short-Term Focus: Great for urgency, quick milestones, and near-term performance metrics.
Pro: Keeps the team energized with immediate goals and feedback.
Con: Might neglect bigger, more innovative moves that take time to pay off.
Long-Term Focus: Emphasizes vision, future growth, and strategic planning.
Pro: Can inspire meaningful work that endures, fostering deeper commitment.
Con: If you only talk “big picture,” the day-to-day may suffer or feel overwhelming.
Reality check: You need some balance here—teams often crave both tangible quick wins and a motivating long-range purpose.
5. What Does a Healthy Team Dynamic Look Like to Me?
Harmony & Growth: A people-first leader might define “healthy” as a culture where everyone feels safe, supported, and can grow.
Efficiency & Output: A goal-first leader might define “healthy” as a results-driven atmosphere where everyone is aligned on targets and executes reliably.
Whatever your answer, you’re revealing the core values that guide how you lead—whether it’s ensuring people feel “seen” or ensuring the team consistently hits milestones (or both).
Finding Your Style in Modern Terms
By reflecting on the above questions, you’ll start to see yourself in one (or a mix) of these modern leadership styles:
Authoritative/Visionary – “Here’s our bold direction—let’s go.”
Democratic/Collaborative – “Let’s decide together to ensure buy-in.”
Coaching – “I’m here to help each of you develop and shine.”
Affiliative – “Team harmony is top priority.”
Pace-Setting – “Watch me set the bar—let’s keep up the speed!”
Servant – “I exist to empower and serve you.”
Transactional – “Meet or exceed these metrics, and you’ll be rewarded.”
Transformational – “Join me in changing the world with a grand vision.”
And, of course, there are more nuanced styles and hybrids. The key is knowing your default tendencies.
Embrace Your Strengths—And Know Your Blind Spots
No single style is universally “the best.” Each comes with pros and potential pitfalls:
Coaching can lead to incredible growth for team members, but might slow projects down.
Visionary can inspire huge achievements, but can lose folks if the day-to-day plan isn’t clear.
Pace-Setting can drive high performance fast, but might burn out the team if everyone can’t keep up.
Once you identify your style, ask yourself:
What am I naturally good at?
Where do I consistently struggle or drop the ball?
Who on my team can complement my weaknesses?
Remember, no one excels at every aspect of leadership 24/7. The goal is to adapt when you need to—while leveraging your authentic strengths.
Ready to Level Up Your Leadership?
We hope these questions help you gain new insights into your default leadership mode. The best part? Styles are not fixed. With practice and feedback, you can develop the flexibility to switch approaches based on your team’s needs and the challenges at hand.
Want even more tips and stories? Check out the full podcast episode, where we share personal anecdotes about discovering our own leadership styles—why it’s sometimes hard to follow strict goals, how “selling the dream” can energize a team, and why building a people-first culture might slow you down but pay off long-term.
Share Your Style!
What about you? Did these questions confirm what you already suspected? Did anything surprise you? Drop a comment or DM us on Instagram @undefinedleader to let us know your biggest takeaway—and we’d love to help you pinpoint your style if you’re still unsure.
Stay curious, and don’t forget to subscribe to The Undefined Leader for more insights on redefining work, reimagining leadership, and building teams that truly thrive!
