My framework for helping any leader or organization to go faster and to become high-performing.
If you have read my previous blog post, you know that I am all about helping organizations to get to the next level by looking at their ‘how’. How they work together, how leaders motivate and incentivize others, how the corporate culture manifests in the day-to-day, how people approach problems, etc.
If you have seen my Instagram feed (and if you haven’t, why not check it out?), you also know that I love frameworks and structured ways of organizing my ideas and thoughts. Therefore, it should not come to you as a surprise that I have created a robust framework for extracting insights from all the answers I get when I ask my ‘how’ questions.
If you agree that organizations can only go as fast as their leader(s), then my framework will resonate with you. The six styles of speed mirrors the six styles of a leader.
It is great to be a Humble Team-Player, but what happens when a crisis hits and you need to be firm and make unpopular decisions? You can be the most impressive Passionate Visionary who inspires everyone, however, how are you going to execute on your vision without planning and principled execution? You get the gist.
Instead of sharing lots of theory here, I will show you how these styles (and their combinations) come to life via short stories in my future blog posts. If you are interested in the theory, I recommend you take a look at one of my books, ‘The Theory of Everyone’ that goes into detail about professional styles, such as the six leadership styles. This is the cornerstone of my mental framework when it comes to helping leaders and their organizations to go faster and perform at their best.
What’s important to highlight is the fact that nobody is made up of just one style only. We are all a blend of these six styles even though we all have a certain style that comes the most naturally. That said, everyone has the ability to flex their style and adopt which one(s) to use depending on the situation and the people involved. And this is exactly where the growth (and magic) happens, both at the individual level and at the organizational level.
Of course, easier said than done. It takes a lot of self-awareness, the right attitude and the willingness to be uncomfortable with a style that might not be natural to someone, but the right answer in a given situation. At its core, it all comes down to how one grows as a leader and becomes what I call the ‘complete leader’, someone who is able to flex across the six styles seamlessly and effectively. That’s where I come in and offer my guidance to anyone who is up for the challenge.
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