Boost Team Results with the Four Styles of Leadership You Need to Know
Facilitators, HR professionals, and coaches share a unique mission: guiding people toward better decisions, stronger collaboration, and meaningful growth. But how do you influence a group or lead a team effectively when every situation feels different? The key lies in understanding and mastering four distinct leadership and decision-making styles: Co-create, Consult, Sell, and Tell.
Each of these styles has a time and place. Like tools in a toolbox, choosing the right one can transform a meeting, coaching session, or organizational strategy into something impactful and dynamic. Here’s a breakdown of these styles, their strengths, and how you can apply them.
1. Co-create – Leadership as Shared Accountability
Imagine a room where ideas bounce like a ball in a high-energy game. Everyone participates, everyone feels ownership, and decisions are made collectively. This is the essence of Co-create. Facilitators often find this style invaluable because it taps into what Peter Senge, in The Fifth Discipline, called a "learning organization." It draws from a group’s shared expertise and fosters deep collaboration.
Key elements of Co-create include shared accountability, participatory decision-making, and consensus-building. It’s not just about having a group vote; it’s about shaping decisions together. David Sibbet’s visual facilitation methods can be powerful tools here to map out collective thinking and ensure broad engagement.
When to Use Co-create:
When the team values inclusivity and equitable voices.
When solving complex problems that require diverse input.
When building trust and commitment to outcomes.
Practical Tip:
Use tools like sticky notes or digital whiteboards to gather everyone’s ideas before synthesizing them into actionable decisions. Remember, your role as a facilitator is to guide the process, not dominate the conversation. A good mantra here? If it’s their idea, it’s their solution.
2. Consult – Leadership Through Advice and Feedback
Sometimes, you need to guide a group without handing them the reins entirely. This is where the Consult style shines. Here, the leader or facilitator gathers advice, seeks feedback, and involves participants in shaping decisions—but the final call may rest with one person. It’s a collaborative yet structured approach.
Key elements of Consult include seeking advice, utilizing feedback, and applying processes like The Advice Process. Participants feel heard and valued, contributing their insights without assuming full ownership.
When to Use Consult:
When clarity and structure are vital, but input is still needed.
When participants have valuable expertise to share.
When a decision must ultimately align with broader organizational goals.
Practical Tip:
During consultation sessions, clarify up front who makes the decision. For example, “I’ll gather your feedback and use it to guide my final decision.” Transparency keeps people engaged without creating false expectations.
3. Sell – Leadership by Persuasion and Motivation
Leadership isn’t always about consensus. Sometimes, you need to get people excited about a direction they weren’t initially sold on. That’s where the Sell approach steps in. This style is about persuading, motivating, and helping people see the "What’s in it for me?" (WIIFM) factor.
Whether influencing organizational change or convincing a team to adopt new processes, mastering Sell is about connecting vision with individual and group values.
Tailoring your Sell pitch to the maturity and readiness of your participants is key. Some may need coaching and support, while others require a bold, motivational message.
When to Use Sell:
When introducing a major change or a new initiative.
When resistance exists, but alignment is critical.
When you need to inspire action.
Practical Tip:
Think like a coach. Ask questions that help the group see connections between their goals and the proposed direction. Use storytelling to highlight past successes or paint a vivid picture of the future. Keep the WIIFM question front and center.
4. Tell – Leadership as Direction and Execution
While collaboration is often ideal, some moments call for a firm hand on the wheel. Tell is the classic top-down hierarchy style, where leaders make decisions and communicate them clearly to others. Think “Sit & Git,” where information flows one way, and the goal is execution rather than discussion.
This approach works when time is tight, stakes are high, or the path forward is crystal clear. However, overusing the Tell style can alienate participants and suppress creativity, so tread carefully.
When to Use Tell:
During crises or emergencies when quick decisions are key.
When the decision lies outside the group’s knowledge or expertise.
When rules, policies, or non-negotiable standards dictate the course.
Practical Tip:
Even when using Tell, provide context. Explain the “why” behind decisions to build buy-in and understanding. And when the dust settles, circle back to involve the group in reflection or follow-up discussions.
Finding the Right Style for the Moment
Leadership is not one-size-fits-all. The most effective leaders and facilitators know how to adapt their approach to meet the needs of each unique moment.
Ask yourself:
What’s the goal? Are we exploring ideas, gathering input, inspiring action, or driving execution?
What does the group need right now? Are they looking for clarity, motivation, control, or collaboration?
What’s your role? Are you co-creating alongside, consulting as a guide, selling a vision, or standing firm with clear direction?
Mastering these four styles ensures you’ll not only meet people where they are but also take them where they need to go. And for facilitators, HR professionals, and coaches, that’s the ultimate mark of success.