Of all the leadership concepts floating around the infosphere, there’s only one that fits the bill as a universal, leadership ideal.
It’s not transformational leadership, servant leadership, level-5 leadership, or any other leadership “style.” A specific approach to leadership that works in one context won’t always work in another.
Along those lines, the ideal approach to leadership is what’s called situational leadership. Situational leadership recognizes that there are three moving parts to any decision regarding how to lead others.
First is the leader themselves. What are the individual characteristics of the leader? What are their tendencies, values, strengths, weaknesses, etc. The goal is to act from a place of authenticity, but also get outside of our comfort zone when necessary and within reason.
The second is the followers. What are the characteristics of the individual or team that is being led? How are they motivated? What are their goals? What are their individual characteristics? Everyone is unique; therefore, it is important to flex the influence approaches that align with those individualized needs.
The third is the context. What are the contextual conditions surrounding the leader-follower dyadic interaction? Is this interaction during a time of quiet or chaos? Is this interaction taking place within a bureaucratic (e.g., the Federal government) or decentralized (e.g., a startup venture) organization.
It is helpful to understand all the different styles of leadership. But it’s arguably more helpful to think through whether and how those styles will be successful given who you are as a leader, who you are leading, and the context surrounding your leadership influence.