To improve your leadership style beyond being merely a competent and decisive problem solver, pay attention to what works with different people and situations.
The best leadership style is that which motivates people to perform to their potential. Because people are self-interested, they will be turned on by what really excites them or most closely meets their needs. The simplest leadership style is that of problem solver, someone who knows what to do and who earns respect by being knowledgeable and decisive. Leaders who are confident without being arrogant can generally get by with most team members. But to improve your leadership style beyond this basic level, figure out how to adapt your approach to different situations and varying human needs.
When you take over an existing team, the big question is what sort of leadership style will work best with your individual team members. Try asking them, but indirectly. Ask them individually what sorts of work they enjoy and don’t enjoy, what they would like to do more of or get exposure to, what they see as their strengths and development needs. In the midst of these questions, ask them to describe their best and worst boss. What did their best boss do that they particularly admired? This insight into their needs will enable you to adapt your style accordingly. Ask them to compare your predecessor against their ideal boss. In what ways did this person measure up (or not) to their ideal?
The next important question is how much your team members want to have a say in what work gets done and how. Some simply want clear direction. They want to think about how to do their work and leave the "what" to you. Team members who want more will be most engaged when you ask them for their input on problems. If you want to move team members away from just waiting for you to give them your answers, manage their expectations by telling them you want to develop them by asking them what they think more often.
Another dimension to consider is whether people reporting to you respond better to competent, factual direction or to an enthusiastically expressed, inspiring vision. You may need to find this out through trial and error. Most people have only a vague idea of what motivates them. How they behave could vary greatly from how they describe themselves.
Finally, there is your own comfort zone. If you are on the factual, logical, low-key side, you won’t be credible if you try to behave like a cheerleader. When you think about improving your leadership style, be sure to stay within the limits of your own personality. You will only lose respect if your leadership style appears artificial.
