What is your CEO Archetype?
Richard Branson? Elon Musk? Oprah? Which CEO are you like?
There's no one 'right' style - each has its own strengths and weaknesses. Take our quiz to learn more about your CEO archetype - plus pick up our insights on how to scale your business faster using strengths + weaknesses of your archetype.
You have a more democratic style of leadership - where you make it a point of soliciting feedback from each member of your team. After all, you know that if every team member feels valued - youâre far more likely to get the best out of them to accomplish your teamâs goals.
The good news is that this collaborative style of management can be powerful at building a sense of teamwork and buy-in for any big decisions.
However, you should take extra steps to ensure that collaboration doesnât slow your team down. Sometimes as a manager, you need to be decisive - and with deadlines looming, make the quick and occasionally unpopular decision.
But as a collaborative manager, your team should be okay with this - theyâll know that their opinions matter, and that you will reach out to them as circumstances allow.
Now at first glance, you might think the word authoritative has a bit of a negative connotation. But we disagree - thereâs always a place in teams for calm, firm leadership to keep things on track.
Sure, collaboration and cooperation all have their place - but carried too far, teams can be at risk of losing their way. In this increasingly fast-paced world, managers that embrace these traits can prove incapable of making the quick decisions required to succeed.
A word of caution however - it can be tempting to adopt a âI know bestâ attitude, and try and make ALL the decisions. Continuous micromanagement can demotivate high performers, especially in the creative and high tech industries.
We recommend a âless is moreâ approach - where you save your authoritarian moments for the most critical or time-sensitive situations. Your teams will stay flexible, happy, while on track towards their objectives.
Youâre the type of manager whoâs a born coach. Your team members are important to you on a personal level, and you excel at encouraging all of your reports to grow, strive, and improve.
Mentoring works best with small teams - as it requires a level of 1:1 attention that can prove difficult to scale up into larger organizations. If you have more than 7-8 direct reports, we recommend you adopt a different style to suit your bigger team.
One thing to watch out for - coaching only works where you have noticeably more skills and experience than your team. Certain personality types also can be resistant to the mentoring approach - so you might need to adjust your approach based on who are on your team.
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