There are many Leadership styles
The main challenge with the being many styles of Leadership is that so many of the styles categorically believe that there style is the only one.
The awareness that humanity has developed through an Eight-stage spiral of Development has enabled me to look at Leadership styles and observe the different styles that are out there in the marketplace.
By noting the difference in styles I am far better able to coach the business or the specific Leader of the business as i have an awareness of their specific driving Values.
I did a Values Profile some 10 years ago and found it a powerful tool to expose my Leadership style to me. Up till then I couldn’t work out easily why people did it differently.
I am going to be rather naughty and cut and paste from a document by Beck and Cowan picking out the Leadership traits of each level. Even though I know there is a lot to digest in this post, if you commit to reading it fully it will have value.
Here are the different levels of Leadership mentioned by Don Beck in the article i mentioned above.
BEIGE: Leadership Assumptions and Implications:
· People require subsistence needs to be met in order to remain alive.
· Workers need immediate compensation in the form of basic needs.
PURPLE: Leadership Assumptions and Implications:
· People are ‘married’ to their group – nepotism is a way to take care of our own.
· Workers owe their lives and souls to the parent-like organization.
· People follow their leaders willingly to honor their ancestors and the spirits.
· Anyone will sacrifice self without question if the group needs it to survive.
· Change requires the support of accepted ‘elders.’
· Change rituals should be emotional and full of symbols.
· This vMEME exists deep within each of us and tends to surface in times of
· People are nurtured through observing seasonal rituals, honoring individual’s rites of
passage (weddings, graduations, funerals) and expressing a sense of enchantment and
magic in life’s mystery.
RED: Leadership Assumptions and Implications:
· People need to be dominated by stronger force that gives rewards and keeps their
lusts in check.
· Workers will put up with a lot if their basic needs are met regularly.
· The haves are owed their status and perks just because of who they are.
· Have-nots probably deserve their status and have no right to complain.
· Payoffs get results, nobody can be trusted, and everyone has their price.
· People need to hear firm change mandates from the powerful ones in straight, tough
· Workers need to know ‘what’s in it for them’ in order to accept change.
· People are nurtured by preserving the stories of company heroes, or by celebrating the
great feats of conquest when the company, figuratively at least, ‘slayed the dragon.’
BLUE: Leadership Assumptions and Implications:
· It is mankind’s lot to work for the glory of the one True Way and keep a job.
· People work the best when they are told how to do things the right way.
· Workers are cogs in a system, fulfilling roles they are destined to.
· Higher authority rules by rightful compliance, not by might or fear.
· Doing duty and being punished when failing to do so gives meaning to life.
· Workers owe the organization loyalty as it provides their well-being.
· In times of change workers need a new system to embrace, a new cause to espouse,
and a refreshed purpose.
· Change must be orderly, consistent with principles, sanctioned by those ‘in authority’
and honouring of the past.
· Attacks on the old order trigger resistance.
· People are reinforced through appeals to traditions, by respecting the past, by
honouring length of service and loyalty.
· Various forms of patriotic appeals and charitable sacrifice should accompany
observances of national, religious, or secular holidays and commemorative events.
ORANGE: Leadership Assumptions and Implications:
· People are motivated by the achievement of material rewards.
· Competition improves productivity and fosters growth through opposition.
· Tried-and-true is best, though it can always be improved upon.
· Workers want to get ahead and have more influence over others.
· Here-and-now success is evidence of rewards to come in the future.
· People are energized by displays of symbols of progress, success, growth, and
· Individuals or groups who excel should be recognized for their achievements.
· People like a piece-of-the-action but also enjoy getting good things done.
GREEN: Leadership Assumptions and Implications:
· People want to get along and feel accepted by their peers.
· Sharing and participating lead to better results than competing.
· Emotions need attention, but hard feelings should be avoided.
· All members of an organization should have their say and be included.
· The organization is responsible for its community’s well-being.
· People are inspired by stressing the importance of human beings and the warmth that
exudes from a feeling of a caring community.
· Socially responsible activities should become tastefully visible as everyone in the
YELLOW: Leadership Assumptions and Implications:
· People enjoy doing things that fit who they are naturally.
· Workers need free access to information, tools, and materials.
· Organizations are only transitory states because change happens.
· Learning and understanding motivate people, not payoffs or punishments.
· People have different competencies and capacities, and most are OK.
· People are inspired through conveying a sense of personal freedom with emphasis on
getting an important job done without specifying how it must be done.
· Flex-time, alternative working hours, remote working, and job interchange are ways
to avoid over-managing.
TURQUOISE: Leadership Assumptions and Implications:
· Spiritual bonds pull people and organizations together.
· Work must be meaningful to the overall health of all life.
· The universe is a single entity of elegantly balanced, interlocking forces.
· Experiencing feelings and information together enhances both.
By looking specificallyat each style of Leadership it is possible to observe the different styles.
Where are you on the Leadership Style profile based on your Values at this point in time?
Would you like to rethink whether your style is adequate for the role you wish to fulfill?
Let me know and we can take it from there.
Next post I will look more on the awareness of styles of Leadership based on this perception.