Crafting Your Unique Leadership Style: A Holistic Approach

Crafting Your Unique Leadership Style: A Holistic Approach

Leadership isn’t a one-size-fits-all endeavor. The most effective leaders don’t just follow a textbook model—they create their own leadership style by blending proven frameworks with personal values, experiences, and the needs of their teams. Whether you’re a seasoned executive or an emerging leader, developing your own leadership style is a journey of self-awareness, adaptability, and intentional growth.

In this post, we’ll explore how to build a leadership style that’s uniquely yours by drawing from four key areas:

1. Situational Leadership
2. Decision-Making Styles
3. Communication Styles
4. Conflict Management Approaches

1. Situational Leadership: Adapting to Context

Developed by Hersey and Blanchard, Situational Leadership emphasizes that there’s no single “best” way to lead. Instead, effective leaders adjust their approach based on the readiness and competence of their team members.

You adjust your style based on two dimensions:

1. Direction refers to how much guidance or detail you provide. Sometimes, you may need to give clear, specific instructions. Other times, you might empower your team to take more ownership and determine the steps themselves.
2. Support reflects the time and effort you invest to help ensure the task is successfully completed. Your support can range from hands-on involvement to providing encouragement and resources, depending on how much time and energy you invest to help develop, monitor, or motivate the employee.

After considering both the level of direction and the degree of support required for the task, you can apply the most appropriate style from the options outlined below.

• Directing – The Manager provides significant direction and instruction, with low support. This is best for new or inexperienced team members.
• Coaching – High direction, high support. Ideal when team members need guidance but are motivated and want to grow and thrive. This style is also functional when there are performance issues.
• Supporting – Low direction, high support. Useful when team members are capable but need encouragement.
• Delegating – Low direction, low support. Best for experienced, confident team members who want empowerment.

In my experience, the best leaders use all of these styles effectively, depending on the needs of the employees and the complexity of the tasks at hand. Being too “hands-on” all the time can make team members feel stifled. On the other hand, managers who are too “hands-off” can leave employees floundering or problems not being identified early on, when they are more easily corrected.

2. Decision-Making Styles: Balancing Speed and Inclusion

Another leadership dimension is your decision-making style. I’m a big believer in having a well-stocked leadership toolbox—the more tools you have, the more adaptable and effective you can be. Your decision-making approach directly impacts your team’s trust, engagement, and performance. Here are the most common styles:

• Autocratic – You make the decision alone. Useful in crises or when time is limited.
• Democratic – You involve the team in the decision. Builds buy-in and surfaces diverse perspectives.
• Consensus – The group must agree. Great for high-stakes or values-driven decisions.
• Delegative – You empower others to decide. Encourages ownership and development.

There are also blended styles, such as my favorite—Considered Command—where the leader shares an initial plan and invites feedback. This approach can be more efficient than Veto Power, in which the team makes a decision and presents it to the leader, who has the authority to approve or reject it. Considered Command allows for broader input and helps surface critical information earlier in the decision-making process.

3. Communication Styles: Leading Through Language

At Yeo & Yeo HR Advisory Solutions, one of our core values is over-communication. I also appreciate how my friend Richard Sheridan, CEO of Menlo Innovations, refers to himself as Chief Storyteller—a title that reflects the power of clear, engaging communication. Whenever I meet with stakeholders ahead of a major leadership search, the topic of communication style comes up again and again—and for good reason. It truly sets the tone for effective leadership. Consider these common styles:

• Assertive – Clear, direct, respectful. Ideal for setting expectations and giving feedback.
• Empathetic – Emotionally attuned and supportive. Builds trust and psychological safety.
• Storytelling – Uses narratives to inspire and connect. Great for vision-setting and change leadership.
• Data-Driven – Relies on facts and logic. Effective for analytical teams or technical environments.

Again, there are many gradations to consider, and usage depends on sound judgement and knowing your audience. A visionary message may need storytelling, while a performance review may require assertiveness and empathy.

4. Conflict Management: Navigating Tension with Grace

Conflict is inevitable—but your response can determine which direction you go at the proverbial fork in the road. Consider these approaches:

• Avoiding – Useful for minor issues or when emotions are high.
• Accommodating – Prioritizes relationships over winning. Best for low-stakes disagreements.
• Competing – Asserts your position. Necessary when values or ethics are at stake.
• Compromising – Finds middle ground. Useful when time is limited.
• Collaborating – Seeks win-win outcomes. Ideal for complex, long-term solutions.

It’s important to understand your default conflict style and know when to flex. The best leaders don’t avoid conflict; they address it directly, respectfully, and clearly. I find Kerry Patterson’s classic book Crucial Conversations to be an invaluable resource, offering practical tools and tactics for navigating difficult discussions and fostering better collaboration.

Putting It All Together: Your Leadership Blueprint

Leadership is a lifelong journey. Every situation and individual you manage helps build new capabilities you can draw on in the future. Growth can also be intentional—taking time to reflect on your gaps, vision, and goals is essential. To support that process, here’s a cheat sheet to help you continuously evolve your leadership approach.

1. Self-Assess – What are your strengths, values, and blind spots?
2. Observe – What does your team need from you right now?
3. Experiment – Try different styles in different situations.
4. Reflect – What worked? What didn’t? Adjust accordingly.
5. Evolve – Leadership is a lifelong practice, not a fixed identity.

Final Thoughts

Your leadership style is your signature. It should reflect who you are, what your team needs, and how you want to make an impact. By thoughtfully integrating situational leadership, decision-making, communication, and conflict management elements, you can lead with authenticity, agility, and purpose.

To learn more about how we are incorporating these themes in our AMPLIFY leadership development program, click on the button below.

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