Leadership For Business. Complete Guide To Being A Great Leader.

Leadership For Business. Ultimate Guide To Being A Great Leader.
Different types and approaches to leadership for business. How to engage your business team to its full potential and drive success.


Leadership For Business. 3 Main Types Of Super Leaders.

“Who is the best boss you’ve ever worked for?”

  1. “Iconoclasts” – Leaders who have a vision that drives them, include George Lucas and Ralph Lauren. Their all-consuming passion inspires commitment and loyalty. They teach and connect deeply with others.
  2. “Glorious bastards” – These leaders, such as Oracle CEO Larry Ellison, may epitomize self-centeredness and mercilessness. Their need to win drives them and those around them. Ellison forged countless technology CEOs by motivating them with “fear and greed.” 
  3. “Nurturers” – Most “activist” superbosses intensely coach, teach and guide their protégés. Michael Miles works side by side with his executives and helps them develop.



  • Superbosses.  Sidney Finkelstein.  Penguin, 2017 . Pages 272



7 Archetypes Of Leadership For Business. 

When leaders face challenges, they often fall back on skills and behaviors that served them in the past, but that may not suffice in the present. 

Leaders tend to embody one of seven “leadership archetypes,” each with strengths and with “leadership gaps” that can inhibit growth. 

Recognizing leadership gaps and working to leverage them can make a leader great.

  1. “Rebels” are confident and capable, but self-doubt can turn them into “Imposters.”
  2. “Explorers” are intuitive problem solvers, but if they use their intuition to manipulate others, they can become “Exploiters.”
  3. “Truth Tellers” value radical honesty, but suspicion can transform them into “Deceivers.”
  4. “Heroes” take action for the greater good, but fear can convert them to “Bystanders.”
  5. “Inventors” prize innovation, but compromising their integrity can make them “Destroyers.”
  6. “Navigators” can discern the best path through hard times, but if they don’t foster trust within their organizations, they can turn into “Fixers.”
  7. “Knights” serve others for a cause, but if they’re self-serving, they can be “Mercenaries.”



  • The Leadership Gap.  What Gets Between You and Your Greatness.  Lolly Daskal.  Portfolio, 2017 © 2017 .  From THE LEADERSHIP GAP by Lolly Daskal. Pages: 240.


4 Common Approaches To Leadership For Business.


1. “Directive Leader Behavior”

This management approach relies on activity-based direction and helps new employees who require guidance.

Pro’s – People with a high level of competence in their particular field may find that they exercise this kind of leadership because other employees turn to them for guidance in their areas of expertise, whether or not the company designates them as leaders.

Con’s – Used excessively, this approach can prevent subordinates from developing their capabilities.


2. “Transactional Leader Behavior”

Leaders in this mode try to manage by providing recognition and rewards, monetary or otherwise, to employees who behave in designated ways.

Pro’s – While senior managers typically bestow monetary compensation for achievement in meeting particular targets, some businesses reward employees who gain positive feedback from their peers.

Con’s – The downside of this approach is that some employees respond only to goals that offer a payoff in rewards.   


3. “Transformational Leader Behavior”

Pro’s – Transformational leadership looks to the future by highlighting employees’ emotional connection with their work, the construction of meaning and a “collective vision.”

Con’s – If a firm’s leaders offer a comprehensive vision in hopes that it will provide functional motivation, their subordinates must find meaning within that vision. If they can’t embrace it, the vision won’t motivate them.


4. The Empowering Behavior of “SuperLeadership”   

Leaders who use this approach attempt to give power to others.

Pro’s – They encourage their employees to manage and lead, even if they aren’t in positions of authority. This flattens the hierarchy and empowers employees to take action.  

Con’s – Employees may not be capable; thus, prone to mistakes.



4 S’s Of Leadership For Business To Engage The Full Talents Of Everyone In Your Organization.

Overcoming leadership disease and becoming a skilled leader requires more than gaining competence in these four conventional leadership modes.

Twisted leadership calls for treating leadership as a “complex social process” with four powerful components, the “four S’s.”

Note that each of the four S’s has shortcomings and can cause side effects, particularly if all four aren’t combined.

Together they create “a medical cocktail that requires all the ingredients for a balanced and optimal medication that can cure the leadership disease.”

Businesses should weigh them against each other in a constant process of evaluation. The four S’s are:


1. “Self-Leadership” For Business

This concept rejects the idea of “sheep-like followers” by identifying everyone as his or her own leader. This approach acknowledges the special contributions each individual can offer and makes full use of them. It develops individual potential across the organization and prevents or restricts focusing leadership on just one person.

Self-leadership works effectively in situations where most work depends on each person’s capability, but also it works in teams where skilled individuals come to the fore, task by task. As the necessary areas of competence evolve, one person can hand the lead to those with competence in upcoming areas.

Self-leadership is the antithesis of formal, authority-based hierarchies and can become the central focus of employee empowerment.


2. Super Leadership For Business

SuperLeadership helps galvanize self-leadership and shared leadership. It draws on hierarchical ideas, but it helps individuals manage themselves and their teams. It exploits the innate capacity of the entire organization by reaching out to everyone.

In traditional leadership, the bulk of employees must act as followers and the person at the top controls power.

In SuperLeadership, everyone in the organization shares power. In traditional leadership, a leader must define the overall goals and direction of the organization. In SuperLeadership, senior executives enhance their employees’ capacity.

In traditional leadership, leaders act as the font of wisdom. SuperLeadership accepts that all knowledge workers possess wisdom.


3. “Shared Leadership” For Business

Shared leadership promotes a dynamic in which an organization’s different constituents influence each other. This incorporates traditional leadership modes. It works best when dedicated people work together under flexible deadlines.


4 Types Of Shared Leadership For Business.

  • “Rotated shared leadership” – This tactic expects a variety of people in the group to exercise leadership. Alcoholics Anonymous uses this approach successfully.
  • “Integrated shared leadership” – Southwest Airlines embraces this type of leadership, which weighs different stakeholder interests.
  • “Distributed shared leadership” – This variant spreads leadership responsibility within an organization. Afghanistan’s school management committees use this approach.
  • “Comprehensive shared leadership” – In this structure, organizations employ different leaders to head separate operations in concord with each other. The Panda restaurant chain uses this approach. The company grew four-fold from the early 2000s to have 1,800 locations by 2018.

“When people commit to working together and to encouraging and reinforcing one another, the potential for success can be improved significantly.”

For shared leadership to work, group members should share principles that encourage them to discuss their work and its meaning. This helps them think innovatively. They also must know whom to consult in particular situations.

Companies can set up rewards to encourage shared leadership. For example, group-based compensation known as “gainsharing” rewards teams for reaching various milestones such as increases in productivity.

To promote shared leadership, companies must select, hire and promote people based on their attitudes.

Most people can pick up the skills they need, but their personality determines how they respond to their duties and to other people.

Leaders participating in shared leadership need to be competent in their tasks and to be able to heed what others say. Only then can they accept the leadership of others and help their employees move from self-absorption toward a greater awareness of others. This is a pivotal aspect of shared leadership.


4. “Socially responsible leadership” For Business

Socially responsible leadership works to fulfill the interests of a large number of stakeholders instead of seeking profitability alone.

For example, as companies move beyond an excessive focus on profitability, they use learning to strengthen their internal systems. Everyone in the workforce should pursue educational programs.



  • Twisted Leadership.  How to Engage the Full Talents of Everyone in Your Organization. Charles C. Manz and Craig L. Pearce. Maven House Press, 2017. Pages: 160.





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