Over the course of this month we will be exploring several toxic leadership styles, starting with driven leaders.
The overarching view is to present some caricatures that we can all learn a little from, noting these aren’t based on any one individual.
As we look into their traits we will uncover both positive and negative aspects.
It’s quite normal for you to see yourself in some of these categories too.
Often when we look at ourselves, we can be a bit harsh.
Trust me, I’ve been all of them at one point in time or another too!
So try not to beat yourself up, perhaps today is a good opportunity however to think about how your default style might be impacting others around you.
There is probably a bit more emphasis on the negative aspects of certain leadership styles for the purpose of introspection.
In reality however, there is no one perfect style.
There is no such thing as a perfect leader.
The adaptability to draw out the best from each style, at the right time, is a critical skill.
And one we should all look to develop.
Similar to being a physiotherapist, you cannot expect a single style of treatment to cure everyone.
And consequently, in spite of dealing with similar problems, we often have to find nuanced ways to solve them.
With that said, let’s get stuck into the first leadership style, which I’ve called the driven leader.
The Driven leader
Driven leaders bring a lot to the table.
They are heavily involved in just about everything within their organisation.
Classically, they are pace-setters.
High achievers with busy schedules.
A driven leader is perhaps drawn towards perfectionism, or is in fact a perfectionist at heart.
This is in many respects a dangerous trait when taken to its extreme.
However, there are also a lot of exceptionally good things that these sort of personas can achieve.
Including, the ability to find novel solutions to problems.
And often their ability to bring others’ along for the journey too.
Driven leaders are often goal oriented with a focus on leading from the front.
Their inherent motivation is towards achievement.
Whether this be for personal gratification or for organisational success.
Or often, a combination of both.
Classically, a driven leader will communicate in a style where people will, amongst other things, know quite clearly where they stand.
From an engagement perspective, they are often predominantly task focussed, and consequently they may listen attentively but in a somewhat selective fashion.
The tendency is to want to get away from the ‘noise’, which may well include the emotional responses of others’ or their personal challenges.
At it’s worst, this style of leader can be so heavily focussed on what they are doing, they forget completely about those around them.
Unlike rejecting leaders, they do have a degree of empathy for their people.
But is still has a firm limit.
Their cup may empty out more rapidly and then their natural instincts can take over.
Potentially becoming more volatile in their behaviours, with features such as anger and aggression showing through.
With their focus so narrowed on the performance and outcomes that they can slowly alienate themselves from their teams.
A leader put through The Test
Justin Langer is a great example of this type of leader.
Langer was the former coach of the Australian cricket team.
He achieved a lot in his tenure.
But it remains a turbulent period in Australian cricket history.
A former opening batsman, he brought a reputation of intensity, grit and determination.
He was also known for his discipline, a Karate blackbelt himself.
Langer joined the team in 2018, following the ball-tampering fiasco.
He made a positive change to the dressing room from the outset.
He set higher standards for the players, both on and off the field.
And brought a focus to what it means to play for Australia, as well as what it meant to be a good person.
Some brilliant insights that galvanised the playing group.
And results followed almost immediately.
All was not well under the surface however.
During the 2019 Ashes series, the cracks started to show.
The least of which, was on display when Langer booted a bin in the dressing room.
The team had surrendered an unimaginable lead to lose a famous test match.
But it was this behaviour that really shone a light on his focus.
An incessant drive towards winning (not uncommon for any professional sports coach).
Over the course of the following few years the team had great success.
Gradually though he became more and more isolated from the group.
Notably, the mixed response from the playing group to his lack of contract extension.
And Langer, who was so frustrated by the negotiations effectively walked out of the role with a year remaining in his term.
Great things about driven leadership
A driven leader is actually exceptionally good when put under pressure.
They are the one to look to during a crisis, and we’ll likely find they are the people who lift others up during chaotic times.
They are capable of aligning organisations and take them forward.
However, the limitation is this style can only get you so far.
At some stage people will want more collaborative leaders and opportunities for their own empowerment.
A driven leaders next level of evolution is to move from a pace-setter to more of a listener.
A coach if you will, who holds the direction but doesn’t impart their will on top of this.
Drawbacks of being too driven
The drawback for many driven leaders is that their need to stay “on-top of everything” is often put above their personal needs.
Classically, this is where we will see problems of work-life balance.
Feelings of being ‘always on’.
And generally, a personality which is at times, overbearing.
They are classic “do as I do” or as I like to say, ‘get on my shoulders’, type personas.
This is because they want to scale mountains, to succeed.
Achievement is everything to the driven leader.
A driven leader, if unimpeded, is most likely to oversee a culture which pushes others’ toward burnout.
The evolution of a driven leader
As per my earlier analogy, what actually happened in Australian cricket was to take on Andrew McDonald, who is in my opinion, the mature version of this leader.
A man who works far more collaboratively behind the scenes.
He sits back and lets others’ take the lead.
And we’ve seen the benefit of this style, as it gives space to create new leaders.
If you’re a follower of Australian cricket, you would have noticed the rapid maturation of Pat Cummins’ leadership over the last 12 months.
Stay tuned next week as we look to dissect the emotional leader.
