At the core of being an effective leader is ability to analyze the situation and then lead in the most appropriate manner which is best suited for that situation. A leader knows that there is no single optimal style to lead everything. Experts have defined this as “situational leadership.”
In that context, not all situations demand collaborative leadership. There are situations when directive leadership is required and the ones where focus is on coaching and supporting. Collaborative leadership style works best in almost all situations but in following scenarios, it becomes very essential.
1) When there are team members/stakeholders with diverse interests.
2) When team members/stakeholders are cross-functional and geographically distributed.
3) When the problem at hand requires effort from diverse groups/communities to solve.
4) When a leader does not have formal authority over the people involved in the team.
5) When complex problems require everyone’s creativity and insights.
However, one thing is clear – pure command and control leadership where people are simply expected to follow the instructions does not work anymore. Even when other leadership styles are adopted, the collaborative elements of leadership are still a vital source of competitive advantage as a leader, as a team and as a business.
What makes a leader collaborative? What are the absolutely essential traits of a collaborative leader? Let’s dive into what I call “indispensable traits of a collaborative leader”. In a series of 5 posts, we will cover traits that make leaders truly collaborative.
1. They are passionate about the cause: Without passion for the intended outcome, no amount of collaboration will yield desired results. Before even initiating, a collaborative leader gets absolutely convinced about the desired outcomes and value they will add to the business. This clarity is important because vision, outcomes and benefits have to be re-iterated (read sold through influence) constantly through the execution. This clarity is the glue that keeps team focused on the results.
2. They lead their own selves before leading others. Unless a leader knows the self better, understanding others is very difficult. Collaboration with others requires prompt responses, focus on objectives, relationship building, creativity and perceptive abilities. The only way to lead others is to lead self – explore the self constantly and keep learning.
3. They look at “power” differently. For a collaborative leader, definition of power is to empower others. A collaborative team is the one where power is decentralized and everyone owns the final outcome. This also requires a collaborative leader to give up on their ego and need to be “in control”.
4. They listen. Really. If a leader does not know how to listen, collaboration fails. Everyone wants to express themselves and be understood. A collaborative leader fulfills this essential human need by listening – what is being said and what is left unsaid. What is said through words and what is said between those words. All that is said through the body-language and tone of language.
5. They are generous in sharing credits. This also goes back to power. This is also perhaps the most difficult part. When team achieves great feats, it is easy for a leader to fall into a temptation to take credits when they should be generously sharing them. They recognize performance, remain thankful of others contributions and let the team be proud about themselves.
6. They know how to balance tasks and relationships. The objective of leading others is to generate results and get the tasks done without adversely affecting the relationships. Relationships are important, but not at the cost of progress. Excessive focus on relationships means that a leader becomes weak and tries to avoid conflict. The key is to remain objective in communication and constantly align others to the vision, mission and values.
In the next post, we will outline 6 more traits that make a collaborative leader successful. Stay tuned!
Tell us what you think about the 6 traits outlined above. Add your pointers, ideas and experiences to this list.
Tanmay Vora is a quality evangelist, consultant, blogger and author who is passionate about excellence, leadership & people. He speaks/consults on quality, improvement and leadership and hosts QAspire Blog. In 2012, he was recognized by Society of Human Resources Management as “Top 20 Indian HR Influencers on Social Media”. Tanmay is the author of #QUALITYtweet and has contributed his writing to several blogs, magazines and books. He tweets as @tnvora.
The views & opinions expressed within these guest posts are those of the author alone and do not represent those of AIMA. The copyright of this content belongs to the author and any liability with regards to infringement of intellectual property rights remains with them.