How would you describe a great leader, what characteristics spring to mind?
I’m busy prepping for a Leadership workshop that I’m running at the end of this month, so have been mulling this question over today. When I look back on past responses to this question from delegates at previous leadership workshops, I come across words such as “quick, decisive, know what they want; aren’t afraid to make unpopular decisions; competitive, aggressive; assertive; forceful”. Do these words resonate for you? Let me know I’d be interested to hear your thoughts (please message me directly or leave comments on the post)
For my part, I have certainly experienced leaders like this in my past and present careers, but had thought and hoped that this might now be a fading view of leadership and other words such as “emotionally intelligent; collaborative; fair and equitable; humble; curious; good listener” might be making the list.
However, OPP research suggests that the more senior a manager or leader the more likely they are to exhibit competing style behaviours, particularly when handling conflict.
OPP looked at data from over 33,000 people who had completed the TKI™ (Thomas-Kilmann Conflict Mode Instrument) questionnaire. They found that the more senior the individual the more likely they are to use a Competing approach when it comes to handling conflict: What does this mean? Well, they will be out to win, will bargain hard, will defend their rights, and behaving in an assertive and uncollaborative way.
Now that’s not to say that this is always an inappropriate way to behave. There will, of course, be situations in which the Competing conflict mode can be appropriate, indeed, is a must. Consider an emergency situation where a leader delays action in order to get group agreement on a way forward. No of course, that wouldn’t work and isn’t recommended. What you want and need in that situation is a leader who is decisive and acts quickly.
However, a competing approach can have negative impacts, and in my view should be used sparingly. A leader who is using this approach all the time will not be creating an environment that encourages challenge. Group think may evolve, where the leader ends up surrounded by “yes” people, and is in danger of making uninformed decisions that could have damaging consequences for their business.
Competing is not the only possible approach to conflict. The TKI model asserts that the way you behave in a conflict situation will be dependent on how assertive and cooperative you are generally, and offers 5 operating styles in which to work with.
There is no right or wrong approach. Each of the conflict styles has benefits when used in the appropriate conflict situation. For instance, Avoiding, a style very different from Competing, useful when you don’t want to waste time and risk straining relationships on low-priority issues.
It’s likely that you will have used each of the five modes at some point in time, but you will have a “go to” preference. Our conflict style is often based on habit or learned patterns of behaviour, rather than being as a result of a conscious decision. Consequently, we will have a tendency to adopt this approach as a solution to all conflict situations.
OPP’s research suggests that top-level leaders may be in danger of over-using the Competitive mode and that non-managers may over-use Avoiding and Accommodating. The downside to this is that according to CIPD research, and what my own research into this found, is that more people are experiencing conflict in their Line management relationships than in any other of their working interactions
Giving leaders and managers the opportunity to explore their own preferences, and the other conflict handling styles is an insightful experience and can facilitate change.
MGL offers a range of conflict handling interactive workshops incorporating the TKI model that supports organisations and the people within those organisations to be the best that they can be.
If you want to find out what MGL can do for your business and your team, then get in contact with me to arrange a 15 minute no obligation call.