Modern Leadership Styles & Their Effect on Well-being

There’s no one-size-fits-all answer to what makes a good leader. In fact, it’s safe to say that there are many different types of leaders across organizations, teams and industries. However, when it comes to inspiration and team development, there is some consensus on what constitutes the best leadership practices. If you’re looking for inspiration on how to lead your team or organization―or simply want to grow as a person―here are some modern leadership styles you may want to consider.

Leadership is a skill that can be learned

Leadership is a complex topic, and there are many different types of leadership. Any generalization you make about the topic will be somewhat arbitrary―but that doesn’t mean it can’t be useful. The point here isn’t to give a perfect definition of leadership; it’s to understand how different styles affect your personal well-being as well as the performance of your organization.

The good news is that leadership is a skill that can be learned—and not just by managers or senior executives who have been promoted into positions where they need to lead others. Anyone can learn how to become more effective in their leadership role, regardless of whether they hold an official management position or not, by following these best practices:

• Learn from the best by observing other leaders in action
• Ask for feedback from your peers and subordinates
• Take advantage of training opportunities offered by your employer.

Old leadership models don’t work as well as they used to

In recent years, many companies have begun to realize that many of the old leadership models don’t work as well as they used to. A growing number of businesses are looking for leaders who can adapt to changing circumstances and be more inclusive and flexible in their approach. They want leaders who are not just “managers” and those who can motivate and inspire their teams.

In order to attract such talent, employers need to offer competitive salaries and benefits packages—and then find ways of retaining those employees once they join the company. In addition, these companies must provide opportunities for growth through training, coaching or mentorship programs (or all three.)

Transformational leadership focuses on the positive development of followers

Transformational leadership focuses on the development of followers, which has been linked to lower levels of stress and burnout. It’s a leadership style that can be described as charismatic, inspirational and high-energy, where leaders inspire people to follow them through their own passion for their vision or cause.

Transformational leaders encourage collaboration among team members, which has been linked to greater job satisfaction and well-being. They also teach followers how to think independently, which according to research from the University of South Australia, helps employees feel more confident in their work.

Transformational leadership is based on the belief that individuals’ needs should be met at work and that a leader’s role is not just about getting results but also ensuring that people are satisfied with their jobs.Leaders who adopt a transformational approach tend to focus on building relationships with their team members as well as empowering them to make decisions on behalf of the whole organization. This kind of leadership style can help boost employee engagement and increase productivity by creating an environment where everyone feels they have an important role within the team.

Agile leadership emphasizes an inspiring environment in which teams can flourish

Agile leadership places an emphasis on creating an inspiring environment that allows teams to flourish―regardless of the circumstances.  The most important aspect of agile leadership is providing support for your team members by giving them clear expectations, regular feedback, resources, and encouragement. A leader who can provide a positive and supportive environment for the team will be able to achieve their goals much more easily than a leader who only focuses on individual success. While each leader needs to find their own unique way of communicating with their teammates and delivering feedback depending on their style; there are some key factors that all good agile leaders must have in common:

• They set clear goals for each employee’s career path so everyone knows what they’re working towards in order to ensure success.
• They provide ample opportunities for feedback throughout the workday so employees know where they stand when it comes down to getting things done right (or wrong).

Servant leaders focus on serving their team and company

Servant leadership is a type of leadership that focuses on serving your team and company. It requires leaders who are selfless, humble and act as mentors. There are many things that servant leaders do to help their teams succeed, but they all come back to the idea of giving without the expectation of return.

Servant leaders focus on helping their team members grow in their careers through mentorship and guidance. They also aim to make sure everyone is happy at work by using their knowledge and experience to keep morale high while maintaining an inclusive environment where all employees feel comfortable sharing ideas or asking questions without fear of judgment or criticism.

As you can see, being a servant leader means always putting the needs of others before your own—and this doesn’t mean just taking care of those above you. This style of leadership means looking out for everyone who works under your supervision so that everyone feels valued at work.

Authentic leaders lead by example and value integrity in everything they do

As a leader, you want to be seen as someone who works hard, sets goals and achieves them. But being a good leader requires more than that. To be an effective leader, you need to be authentic.

Being authentic means being honest and genuine in everything you do—from how you treat people to the way you make decisions. Authentic leaders are not perfect, but they strive to do the right thing even when it’s difficult or unpopular.The most authentic leaders are honest and trustworthy. They base their decisions on integrity, not personal gain. They don’t expect others to do what they themselves wouldn’t do.

In addition to these traits, authentic leaders commit to the following principles:

• Be confident in your abilities and willing to admit when you make mistakes or don’t know something.
• Be willing to ask for help when needed.

Positive leaders encourage their teams by focusing on a shared vision of success

Positive leadership focuses on the positive. They create an environment that is optimistic and builds a sense of community among team members. Positive leaders believe in their vision, but they don’t force everyone to get on board with it—instead, they help everyone understand why the vision is important so that everyone wants to be part of it. When you have a shared vision of success, your team will become role models for each other while improving productivity and performance!

It is clear that coaching can be beneficial for both leaders and team members alike. As demonstrated in this article, coaching can be a powerful tool to help build strong teams and ensure that board members remain engaged and motivated. Nonprofit boards in particular can benefit from coaching to help improve their performance and reach their goals. This article outlines some strategies that can be used to re-engage board members, such as understanding their motivations and creating committees to keep them engaged. Coaching can be an effective way to ensure that nonprofit boards are operating at their peak and are able to make a positive impact on the organization.

Digital leaders are more inclusive, adaptable and empathetic

Digital leaders are more inclusive. This means they’re likely to consider the needs of everyone on the team―not just those who are physically in the same room. In some cases, this can also help create an environment where people feel more comfortable with their managers and peers.

Digital leaders are more adaptable. Adaptability is key for any leader because it allows you to respond quickly to changes in your business environment or within your organization—and it’s especially important when working with digital technology in place of traditional tools like spreadsheets or paper notebooks. Being able to adapt also means being able to work across multiple platforms at once (e.g., a laptop as well as an iPad).

Leadership is a journey

Modern leadership models can be effective in helping your team succeed, but you should also strive to grow as a person to really inspire your team. Leadership is a journey. It is not a static thing, nor can it be mastered in a short period of time. True leadership requires you to be constantly learning and growing as an individual, which will in turn help your team succeed too. Your personal growth will inspire them to grow as well.

Leadership is also about self-discovery and learning who you really are as a person so that you can lead with sincerity and authenticity from within yourself―not just because someone told you so.

Grow as a person

The process of growing as a person is key to becoming a successful leader. Your personal development and growth will enable you to take on new challenges and responsibilities with confidence, therefore ensuring that your skills are well-rounded.

Being able to understand yourself is one of the most important factors in being a good leader. Self-awareness helps you combat negative emotions such as stress, anxiety or anger before they get out of hand. You can then use this skill to manage your team members’ feelings in order for them to work better together towards collective success. Self-reflection also allows us to gain clarity about our values and priorities so we can make decisions based on what matters most rather than impulsively reacting according to perceived threats or opportunities―something which many leaders struggle with on a daily basis due their demanding roles.

Inspire as a leader

As a true leader, you must be a role model by demonstrating what you expect of others. You need to inspire your team, which involves encouraging them and helping them to  them feel good about themselves and their accomplishments. Encouragement, inspiration and positive energy are all vital elements in leadership. Encouraging others means encouraging their positive outlook on life―meaning that that their attitude is optimistic and that they have a positive mindset when taking on professional challenges.

Coaching provides support in making these difficult but necessary changes

Coaching is a way for leaders to help their team members develop. It can be done in a formal or informal way, and it’s a two-way street—both parties take responsibility for the outcome. Leaders should be open to receiving coaching themselves. One of the most important aspects of coaching is being able to give feedback on an individual’s performance, while also helping them work toward their goals and overcome challenges along the way—without micromanaging or hounding them too much.

It’s important that leaders provide support for employees when making these difficult but necessary changes in order for everyone on the team to succeed together as part of your organization’s leadership development strategy.

Conclusion

Leadership is a skill that can be learned and honed over time, but it’s also something that’s innate. Leaders have to know how to motivate others, inspire success and manage conflict in order to succeed. There are many different styles of leadership and each has their own benefits and drawbacks; however, what matters most is how well these styles work for your team members.

It’s important for leaders to understand how their style impacts their team members because the well-being of employees is directly linked with how much people enjoy working for them—and by extension, how productive they are on the job. As such, understanding what makes an effective leader may help us create positive environments where employees feel valued and appreciated as individuals rather than just another “cog in the machine.”