In last week’s blog post we took a look at the specific characteristics of consensus-style leaders, as well as the many blind spots this type of leadership typically produces. This week we’ll be taking a look at how consensus-style leaders can begin to change their leadership style into something with fewer pitfalls.
Helping Leaders Through Consensus Dependency
It’s often difficult to assess one’s own issues, so consensus-style leaders will benefit from professional coaching that pinpoints specific weaknesses.
Learning to accept and work within conflict is key. Leaders who resist conflict must understand its necessity. The best ideas and solutions often hatch from disagreements. If leaders can learn that conflict needn’t be painful and that it’s actually healthy in the proper proportions, they can use it to their advantage. Minor conflicts won’t destroy unity, as leaders may fear, but rather forge it.
Employees want courageous, decisive leaders to pull them through difficult times, especially when conflict arises. Leaders must learn there are times when consensus is beneficial and other times when strong, decisive leadership is the gold standard. One’s ability to separate the two determines success. Making the correct call draws people to you, while fumbling puts them off.
Leaders who reveal themselves, who are transparent and passionate, are the most revered; they create the most loyal followers. Holding back your opinions in favour of team feedback has its time and place, but people want a real leader they can know, trust, and learn from. Consensus-style leaders need to project a leader’s persona that blends the proper levels of humility, courage, wisdom, insight, and confidence. Your people won’t sense these attributes if you fail to express them.
As consensus-style leaders overcome their inhibitions, their strength will shine through, and unity will be stronger than ever. If you’re looking for help moving away from consensus-style leadership, the herd and I are here to help you. As always, I would love to hear from you. I can be reached here or on LinkedIn.
