In one of their more popular songs, Mic Jagger and the Rolling Stones told us we can’t always get what we want but we may be able to get what we need. Those words ring true in leadership as well. Organizations are often looking for a leader who is an “A” in every category, when in reality, all of the strengths they are looking for could not possibly be captured in just one person.
The following are eight often desired leadership types and what makes them unique. No single type is sufficient to meet every organization or team’s needs or expectations. Additionally, certain cultures and contexts will often shape who can succeed and when they can succeed. As you read, you will likely discover a bit of yourself in these leadership types, and you will also realize why you cannot easily pick 4 or 5 of them and meld them into one successful leader. We need to remember that people are all unique. And having someone different than ourselves in leadership can be unsettling and frustrating, but such a disruptor can also add great value.
1. Vic the Visionary Innovator
Many organizations are looking for the visionary innovator – the unique combination of Elon Musk (Tesla), Steve Jobs (Apple), and Marie Curie (radioactivity). Vic is the visionary innovator known for launching successful products and programs, growing organizations, and, at times, creating a sense of invincibility. While Vic is talented, transplanting him from one organizational culture to another and surrounding him with a different team may not produce the results you expected. For Vic to succeed over the long term, he will need the contributions of others who can get things done!
2. Chuck the Charismatic Communicator
Almost everyone loves Chuck the Charismatic Communicator. Who wouldn’t? When he is talking, he keeps you awake, interested, and inspired, especially when compared to Dave the Detailed Analyst (#5)! Chuck is good at talking, likes talking, and is energized by talking and the affirmation he receives. However, because Chuck is so vocal and verbally skilled, he may end up talking about things he has little knowledge of. But even then, he sounds like an expert with everyone believing what he says and loving how he says it!
3. Hannah the Humble Counselor
Some organizations have felt burned by people like Vic or Chuck. They have felt over-sold, pushed around, and stepped on and over. They did not like the abrasive or over-powering aspects that can accompany some of the other leadership types, so they want Hannah the Humble Counselor. Hannah is a great listener who expresses graceful and supportive concern for others. She is warm and caring. What’s not to like? However, leaders like Hannah can sometimes get pulled into office drama unintentionally. Additionally, they may not be the best at inspiring others with excitement or making decisions that result in someone not liking them, and they will frustrate people who want to take action.
4. Elaine the Expert Educator
Elaine is brilliant. She has extraordinary knowledge, exceptional credentials, and proven experience, and brings all of this to her leadership table. People are amazed at her expertise. She not only has answers to questions, she often has data to support and expert input to add. But others can be intimidated by Elaine since she seems to know so much more than them. And, her knowledge (and surgical use of it) makes it hard to debate or persuade her towards a different idea or direction. After feeling bludgeoned by her in previous meetings, others choose the path of silence, even if silence may harm the organization’s mission.
5. Dave the Detailed Analyst
When some leaders look at budgets, spreadsheets, or flow charts, their eyes begin to glaze, and then they start to sweat. Not Dave. He thrives on details and dreams about analysis. What a great skill to have! After all, data is important. However, some people find Dave a bit annoying since he sometimes has trouble seeing the big picture and misses the fact that not everything can be explained or understood by numbers and graphs. People are not just logical beings, they are also emotional beings, and emotions do not fit neatly in a spreadsheet.
6. Olivia the Organizational Guardian
Olivia is passionate about serving as the guardian of the organization’s mission, values, and morality. She is often recognized by others as non-compromising, firm, and seeing things in very defined categories of right or wrong. If Olivia had a bumper sticker, it would probably say “Be Accountable” or “Boundaries”! On more than one occasion, she stood up against serious pressure from others regarding a decision she believed would harm the organization or its reputation. But like Detailed Dave, some find her too dogmatic and combative when they see things differently than her. She may be so busy protecting the past that she cannot look to the future.
7. Luke the Likeable Socializer
Everyone enjoys Luke! He is fun, gregarious, engaging, and always open to a hardy conversation and laugh. Due to his likability, it sometimes seems like Luke knows everyone. You walk into a restaurant – they know him. You talk to peers in your field of work – they know him. And regardless of the setting, Luke the Likeable Socializer can work a room better than the best politicians! If you like StrengthsFinder, Luke has a lot of Woo. However, Luke has his own challenges including avoiding anything that may create conflict or result in someone not liking him as well as being disciplined enough to actually do some work! And these challenges can be difficult to navigate for someone in a position of leadership for any length of time.
8. Ella the Efficient Executor
Ella loves all things to be organized and done correctly. She may be a distant cousin of Detailed Dave and Olivia the Guardian in that they all do not like anything that goes against the “policy.” The character Dwight Schrute from The Office is quoted saying, “I did not become a Lackawanna County volunteer sheriff’s deputy to make friends. And by the way, I haven’t.” Ella is similar. She knows how to resolve issues and get things done. Her priority is not making friends, it is enforcing policies and doing tasks. She thrives in highly structured and predictable environments. But some are frustrated by her lack of delegation as well as when circumstances require fast decisions without any guarantees of being correct.
Organizations can’t always get what they want, but they can work to ensure they know what leadership types they need for the vision they are aiming to accomplish and for the culture in which they operate. Every leader you bring into your organization will bring with them both strengths and shortcomings. This should not surprise us since it is true for each of us as well. So, it is worth knowing your culture, knowing your needs, and knowing how you will go about having clear and reasonable expectations of a leader. And as a leader of leaders, our job is to both value the strengths and guard against the limits of each team member (including us). Doing so opens the door to teams that are both complementary and interdependent.
Contact us to learn how our experienced consultants can help you determine if a leadership type is the right fit for your organization’s culture.
Jay Desko is the CEO of The Center Consulting Group and brings experience in the areas of organizational assessment, leadership coaching, decision-making, and strategic questioning. Jay’s degrees include an M.Ed. in Instructional Systems Design from Pennsylvania State University and a Ph.D. in Organizational Behavior and Leadership from The Union Institute.
