You’ve probably worked with a few different kinds of leaders. Some inspired you. Others were hands-on or led with calm confidence. And maybe a few you swore you’d never emulate.
What about you? What kind of leader do you want to be?
Whether you’re new to managing or experienced, understanding your leadership style helps you lead with intention. It also makes your approach more effective and more authentic.
What Is a Leadership Style?
Your leadership style is the overall feel of how you make decisions, communicate under pressure, and guide people through change.
Here are a few styles you might see in yourself:
Chances are, you use more than one of these, depending on the situation. That’s not only okay, but it’s the point! The more you understand your default style, the more confidence you’ll feel using your strengths. You’ll also know when to flex.
Step 1: Discover Your Default Style
Most frameworks slot leaders into categories like transformational, servant, democratic, etc. While that’s helpful, it doesn’t explain why you lead the way you do. We like the “action logics” model because it focuses on how leaders interpret challenges and respond under pressure.
Not sure what your natural leadership style is? Here are a few ways to explore it:
- Reflect on how you respond when your team is stressed. Do you jump into the details, delegate, inspire, or gather everyone for input?
- Try an assessment tool (like this one based on “action logic”). It can help you understand how you interpret challenges and power dynamics.
- Ask your peers to describe your decision-making style. Is there a common theme you hear?
📌 Quick Tip
Think about your leadership in calm and high-pressure situations. How you react under stress can often reveal your default style.
For example, if you instinctively jump in to solve problems yourself, you may lean toward a directive or pacesetting style. If you ask your team for input and look for consensus, you may favor a democratic or coaching approach.
Step 2: Consider a Situational Approach
Great managers treat leadership like GAAP with wiggle room. Core principles guide you, but judgment still matters. Adapting your style to the situation is especially important when:
- Hybrid teams juggle different work rhythms
- People want more autonomy and purpose at work
- Automation and AI are reshaping roles, requiring reskilling (not micromanaging)
The best leaders don’t stick to just one style. They flex their approach based on the team, the task, and what’s needed in the moment.
Here are a few examples:
There’s no one “best” style. What matters most is being intentional, knowing when to lean into your default and when to stretch beyond it.
Step 3: Set Leadership Growth Goals
Just like you track KPIs for your team or business, your leadership development benefits from clear, measurable goals.
One way to start? Use the SMART framework:
Once your goals are set, break them into weekly habits. Try scheduling 1:1s, drafting prep questions, or blocking time for reflection. A simple project-management tool (or a color-coded calendar) can help you stay on track. It also gives you a way to celebrate small wins.
Not sure what to focus on first? These are common growth areas for finance and accounting leaders:
- Communicating clearly with non-financial stakeholders
- Delegating without micromanaging
- Managing up to CFOs or executive teams
- Navigating hybrid or remote team dynamics
Start with one or two that feel most relevant to your role right now. Small, consistent steps go a long way.
Step 4: Build the Skills (and Habits)
Great leaders are built, not born. Once you know what you want to work on, the next step is building those skills intentionally and consistently.
Here are a few ways to get started:
- Explore learning resources like Coursera, edX, and LinkedIn Learning
- Go to someone (mentor, peer, manager) you trust and can talk to openly about challenges for support
- Lead team meetings or coach a new hire to get low-risk practice
- Reflect often by asking yourself what’s going well, what feels hard, and what surprises you
📌 Quick Tip
Keep a leadership journal. Jot down a quick weekly note of wins or challenges. This makes it easier to spot patterns, stay focused, and celebrate your growth over time.
Leadership in Action
Of course, leadership isn’t just about formal strategies. And it doesn’t only happen in big meetings or during performance reviews.
Leadership shows up in the small, everyday moments when you:
- Ask your team how they’re doing during close week
- Admit when you don’t have the answer
- Give credit publicly and offer feedback privately
- Take a breath before responding in a tense moment
- Invite someone to share their perspective (even if it’s different from yours)
These little things might not make headlines, but they leave a mark. They shape trust and set the tone for your team. They also help build a culture where people feel seen, supported, and motivated to do their best work.
Leadership is built in moments like these. And the more intentional you are with them, the more powerful your impact becomes.
Final Thoughts
If there’s one thing to take away, it’s this: great leaders aren’t born; they’re built. So, take what you’ve learned in this blog about your default style and keep building on it. One moment, one conversation, one habit at a time.
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