Manager, Mentor, or Coach – What’s my leadership style?

Last week, a group of us gathered for our very first Leaders’ Circle Session – where we discussed and shared collectively our experiences with developing and growing our leadership style inside Agile organizations. The discussion was framed around three different leadership stances…

Armed with these different approaches, we each explored our “current way” as leaders in more detail. Throughout this exploration, we surfaced pressures (internal and external) that drew us as leaders more towards the left (Management). We also surfaced an invitation to shift to move towards the right (Coaching) from our Agile mindsets. This lead us to each defining our unique “new way” and to determine what actions we might wish to take to transition from the left towards the right skillfully.

While it is difficult to replicate the experience of our session, it’s worthwhile sharing the actions we surfaced during our coaching circle. For deeper exploration of your leadership style… please consider the practices proposed below and choose what serves you best.

Actions for exploring (and developing) your Agile leadership style:

  • Take a moment in your day to reflect on that day’s interactions. How much time did you spend managing, mentoring, and coaching today? What was the impact of those interactions?
  • Did you engage in a different approach depending on the situation? Depending on the person? What patterns do you observe stepping back? What assumptions underlie your approach?
  • Have you ever clarified for yourself AND with your colleagues / boss the expectations in your role? How do you know “what’s needed” in the moment?
  • If your colleagues / boss were to describe your leadership style in a few words, what words would they choose? What impact does your leadership style have within the team from their point of view?
  • Identify a situation where your desire is to establish more of a servant leadership approach (leaning more on coaching skills than mentorship and avoiding management approaches)… what conditions would need to exist to support? What can you do to create those conditions? Take the time to prepare yourself (and possibly others) before trying it out.
  • Become more aware of your approach “in the moment” by building awareness of what you offer in response moment to moment. Are you “instructing” (Managing)? Are you “suggesting” (Mentorship)? Are you “exploring with curiosity” (Coaching)? Note: Building this muscle of awareness doesn’t need to happen in the workplace – can just as well be applied to personal relationships like parenting and friendship.

To close, I would like to offer gratitude to those who participated in this inaugural Leaders’ Circle session… your engagement and courage to build upon the ideas presented improved the calibre of the topic for us all. I am looking forward to the next Leaders’ Circle session… stay tuned – coming in May!

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