This infographic comes from the Collaborative Lead Training Co. It shows eight differences between the traditional leader and the collaborative leader. When I read some of the characteristics of the traditional leader outlined here, I see that being a difficult leader to follow. One that, by their action or inaction, has failed to build trust. They have forgotten about the importance of developing a strong, united team over personal success.
The collaborative leader…
- doesn’t just give orders, they are in the game with the team.
- is as transparent as an open window, not a safe with a missing key.
- recognizes that he is not the only one with the answers, he relies on the team and encourages their feedback.
- pays attention to each team member individually and helps them to grow.
- knows that by empowering the team, the result is progress and personal growth
Collaborative leadership is a sure way to develop trust within a team and within the organization.
“The workplace is changing. Leadership is changing. The future is collaborative.” [Tweet-able!]
Do you see yourself leaning more towards the traditional leader or the collaborative leader?
Shout out and huge THANK YOU to Stacey Olson of Collaborative Lead Training Co. for collaborating with us on this one!
Leo, how would you address those mid-level leaders who try to be collaborative but their boss is traditional and criticize them for being indecisive, soft, too nice, or caring too much about what people think?
BRAVECommLLC Great question Julia. If I could speak with this mid-level collaborative leader I’d say quite simply “Don’t conform!” You can’t let outside influencers negatively affect the way you desire to lead, especially if you’ve built trust with your people, which can be very hard to do. A leader who conforms and changes into a person they truly aren’t loses authenticity. Don’t put on that mask, just be yourself and seek to improve in those areas needing improving.
If that traditional “boss” (dislike that word) has a big enough problem with your leadership style, it’s time for someone to go. It’s ridiculous to let the cherished culture be affected by someone’s poor leadership.
Love it Leo! Great post!
Leo J. Lampinen Always happy to share my infographic Leo! The more people that learn about collaborative leadership the better off we’ll all be. 🙂
Co_Lead Leo J. Lampinen It is most definitely the best way. Thanks for stopping by.
Leo J. Lampinen BRAVECommLLC Leo I agree. But playing devil’s advocate here. What happens when the mid level leader receives poor performance evaluations from his traditional leader because he is too nice. What do you tell someone who does good work but is not appreciated by their leadership for being a different kind of leader?
Great post, Leo J. Lampinen and thanks to Co_Lead for letting us use this one. Such a great infographic.
Thanks Adam! It seems to resonate with people. It’s even been translated into a few different languages.
BRAVECommLLC I’ve seen this happen way more often than it should, and it’s not cool. The best way to combat it is to be upfront. You will begin to figure out what kind of leader you’re working for when you start interacting with them. The best thing to do is to sit down with them periodically to state your intentions and to have clear communication way before the evaluation period even comes. Show them why you do what you do, and then back it up with real results, e.g. individuals that you have helped develop and how they were better able to succeed because of your actions. Transparency up front will keep from clearing any fogginess at the end of the evaluation period.
What do you think?
Leo J. Lampinen BRAVECommLLC Great thoughts Julia. Being a mid level leader is tricky. They have to lead and follow. Evaluation criteria for those two roles is usually different. Early and open transparency (as Leo suggested above) is usually the best course of action.
Those who are already turned onto collaborative leadership often become teachers for those who haven’t “seen the light” yet. But it’s a slow process. S. L. O. W. It takes a relationship built on trust and the other person needs to be willing to take baby steps to see/do things a different way. Evoke curiosity, diminish fear.
If you notice overwhelming fear taking over and trust is gone from the relationship, your student is not ready. Let go, change your tactics or leave because at that point, old school rules will apply, ie: “the person with the most power will win.”
Excellent infographic. “The future is collaborative”!
Nice comparison of leadership types. In reality, most leaders vary in how collaborative they depending on the situation and who they are working with. The ultimate way to convince ourselves and others of the benefits of changing to a more collaborative style is to get results.
Great insight Keith, thank you for that.