Leadership is a very dynamic process. Different situations require different leadership styles to be truly effective. Though I believe I use different leadership styles to fit the situation, I would characterize my base leadership style as a combination of the affiliative and coaching styles.
The affiliative style of leadership believes that the number one priority is people first. People work to provide for their families, which in turn mean they hold their families as their number one concern. As a leader, that is my number one concern as well. When my employees know that I truly care for them and their families they reciprocate with greater loyalty, greater sense of duty, and genuine concern for me and the team. Even if my employees do not like the organization as a whole they will still assist me and the rest of the team to meet our goals – if not for the good of the organization then out of mutual respect for one another. When I was a supervisor at the Department of State and someone called in sick or could not make it to work, it was the supervisor’s job to call employees who were off duty to try and cover the now-vacant post. It was much easier for me than other supervisors to find someone to come in on their day off because of my interaction with the employees. While making my rounds and conducting post inspections I would chat up the employees, ask how they and their families were doing, and even give them a quick break to use the rest room if they needed. According to several of the employees who had worked there for years, I was the only supervisor that was interested in them and their families and the only supervisor who ever gave them a rest room break when they needed one.
The coaching style of leadership develops employees for the future by showing them how to improve their performance. Coaching can be one-on-one or it can be in a team setting such as in sports. In order to properly develop employees, a leader must devote adequate time in order to discuss with an employee their strengths, weaknesses, goals, and the skills they will be developing together. I remember when I was a team leader, a squad leader, and a platoon sergeant I always received the Soldiers who were considered troublemakers. In the nine years I worked those positions I received dozens of troublemakers but I can only remember one case where I could not rehabilitate a Soldier. During my initial counseling with these Soldiers I told them that they were starting with a clean slate. I asked them what their concerns were. I outlined the standards that were required of them and all Soldiers under my charge and ensured that if they needed assistance in any of those areas that myself or their team leader would assist. Not only did these Soldiers meet the standard but several of them became senior NCOs and one that I am aware of became a Command Sergeant Major. Even after I PCS’d, many of my Soldiers and other Soldiers who were not officially mine would still contact me to ask for advice.
The above is a snapshot of what I believe is my base leadership style. There is no magic formula or even one best leadership style. Leadership is situational based on the needs of the organization, the skill level of the employees, and the task at hand.