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Evolving Paradigms of Leadership

Years ago the most common concept of a leader was that of a take-charge, alpha, (probably) white male who could make tough decisions and who would call the shots. But our culture has shifted so much that this autocratic style of leadership (except in a few rapid-response professions, out of necessity) sits extremely uncomfortably with us and the way we live our lives now. 


Years ago the idea of a leader was that of a take-charge, alpha, (probably) white male who could make tough decisions and who would call the shots. But our culture has shifted so much that this concept of leadership (except in a few rapid-response professions, out of necessity) sits extremely uncomfortably with us and the way we live our lives now. 

It is not only due the huge shift in consciousness which covid seems to have triggered, but that is definitely a factor. More self-awareness, more global consciousness around racism and inequality, and a growing need to find meaning in our work, all lead to us having very different needs from our leaders. 

In fact, even before I trained as a leadership coach and was predominantly a holistic coach and acupuncturist (and more) I was working with many clients who were burned out and stressed from working with a dictatorial boss. Or I should say, trying to work with. Many of their talents were going to waste, they found themselves fighting to be heard, to give input or for recognition. And many of them were also dealing with rudeness, micromanagement or unhealthy team dynamics resulting from the difficult leadership style. 

You may think that a rigid, dictatorial boss is just limiting, or an annoyance. But if so, you haven’t seen the swathes of people suffering from migraines and other health issues, and even mental health issues which are the fallout from unhealthy leadership. It was this very real impact on people’s lives that lead me to leadership coaching. I realized that helping one person was great, but supporting a leader who affects many people, can have a huge impact. And it’s not only the employees who are affected, it’s their partners, families and wider communities. 

You might say that people should just compartmentalize and not take it personally – it’s just business after all. However, the bar for interpersonal behavior and communication is much higher than it was even just 10 years ago. In addition, employees need to be able to do a good job in order to feel satisfied and engaged. And we all need to feel respected and heard. 

The importance of healthy and effective leadership cannot be understated. Around the world there is a movement towards valuing mental health, inclusion and life-work balance, and much of this culture depends on a leader who is capable and self-aware. 

So, how do we support leaders who have looked up to more traditional, hierarchical leaders from a young age, when a new form of leadership is what is actually needed? Of course I will say leadership coaching is the answer! I am biased towards it for obvious reasons. But it is an extremely effective way of bridging this huge divide for people in a way that is understandable and manageable.  

However, if this is not possible for you or your organization right now, I’d like to give you some tips for supporting a more ‘old-school’ leader in transitioning towards a more open and self-accountable style of leadership. 

  1. Be explicit about which traits and habits are more dictatorial and which are more helpful for your team. 
  2. Draw on feedback from colleagues, employees and managers on communication style, openness to input, how they feel after interactions with the leader.
  3. Consider what kind of culture you would like to create ideally, and how the leadership style may need to change to get you there.
  4. Keep an eye on the number of employees having sick days or quitting. 
  5. Have the person outline their idea of a good leader and (with empathy and tact) work through any behaviors or attitudes that may be hurting their leadership style, possibly offering suggestions for improvements. 

Many of the more hierarchical, dictatorial leaders I have worked with embrace that style because they believe the company’s targets and goals are paramount. They do not consider that the organization’s most valuable asset is its people and the culture that they work within. A strong, healthy culture not only delivers results, it is less turbulent, there are fewer mistakes due to misunderstandings and there is more self-accountability which also delivers higher performance. 

So, if you are struggling with an overly hierarchical leader, and want to know how to help them shift towards a healthier leadership paradigm, maybe work with them on some or all of these points. 

It can be harder to talk to these kind of leaders as they tend to be less open to feedback, so try and find a non-confrontational way to address your biggest concerns. If you are not able to help them adapt, I recommend hiring an experienced leadership coach who can help them to evolve and embrace a new leadership style in manageable steps instead of feeling threatened by it. 

TLDR: If your organisation has issues of retention, productivity, morale or adapting to new ways of working I recommend you assess your key players’ styles of leadership and look for opportunities to help them evolve towards a more open and emotionally-intelligent style.