The new product roll out is paramount to success this year.  You simply must hit your deadline.  But your people are running on fumes.  Moral is slipping.  If you lose any of your key people right now it’s going to be bad, really bad.  Now is the time you need to draw on the years of relational capital you have with your key people.  Now is the time to rally them as their fearless leader and ask them to make a personal sacrifice and drag this one across the finish line.   But have you earned that respect? Will they listen?  Will they give up their next three weekends for you? 

Now is the time to rally them as their fearless leader and ask them to make a personal sacrifice and drag this one across the finish line.

1. Power: The Intimidator

If leadership were a Hollywood film, the Power-based leader would play the role of Darth Vader in Star Wars, complete with thunderous music and dramatic lighting. This type relies on intimidation and fear, forcing employees to toe the line. People follow because they have no choice but to avoid the dreaded wrath of the leader's iron fist. Loyalty to the organization in this scenario? About as strong as a house of cards in a windstorm.  We’ve all witnessed this kind of leader in action at one point or another.  You commonly see this in new managers or people who receive their first promotion.  They simply don’t know how to motivate people, so they result to threats to get people moving.  While the short-term results might seem impressive due to simply forcing people to hit their goals and deadlines, the long-term damage to morale and commitment can be catastrophic. After all, who wants to stay in a job where they're treated like pawns in a chess game?

Now to be fair, we can all fall into using power-based leadership.  In fact, sometimes we have to assert authority and use shear force to get the job done.  But if you live in that place for too long, you will start to develop resentment from your team, and you’ll notice people starting to leave.  So using power can be affective but use it sparingly and wisely.

2. Positional: The Org Chart Maestro

Next up, we have the Positional leader, who thrives within the structured hierarchy of the company. This leader's authority rests solely on their place within the org chart, clinging to seniority as their source of authority and ability to get others to follow. Employees take orders because, well, they have to. It's a symphony of duty and obligation, but it's missing that key ingredient: passion. Loyalty in this context is like a wilting flower in need of some serious sunlight and water. When employees feel tethered to a leader only because of their position, their dedication to the company often fizzles out.

To be clear, positional leadership is present in every organization.  It’s not a negative…and its not a positive.  It simply exists.  Every company with an org chart more than one layer deep will have positional leadership at play.  The key is to use your positional leadership and add to by layering in other higher quality types of leadership on top of it so that you can use your position to get peoples ear but them impress them with great examples of quality leadership.

3. Production: The Achiever Extraordinaire

Enter the Production leader, a star in the corporate constellation. This type of leader is often a master at getting things done, getting others to follow solely due to their list of accomplishments.  The relationship between leadership and their team in this scenario is symbiotic.  The leader needs his people, and the people follow because they feel they can get something from the leader that helps their personal and financial position in life.  People follow because they see results and want a piece of that success pie. This leadership style can indeed elevate loyalty to the organization, but there's a catch—it's a little like being a fan of a rockstar without really knowing them. Sure, their music sounds good, but would you trust them with your future?  What if they don’t produce in their next effort? While people might hitch their wagon to the Production leader's star, their loyalty might waver when the going gets tough. 

4. Personhood: The Beacon of Trust

Drumroll, please, for the pièce de résistance of leadership: the Personhood leader. This type isn't just a leader; they're a guide, a mentor, and a beacon of trust. People follow them not because they have to, but because they genuinely believe in their character, values, and vision. Loyalty in this realm isn't just strong; it's unbreakable. Even when the storm clouds gather, employees stand by their leader, united by a sense of purpose and shared values. This is the leadership that builds legendary companies and turns ordinary individuals into a formidable team. 

I believe anyone can become a personhood-style leader.  But it takes self-reflection and a desire to be better.  The best place to start is to invite voices and mentors into your life.  Find a coach.  Find someone who you trust that can be honest with you about the style of leadership that they see in you.  Then, let them speak into your life.  Second, there are unending books written on leadership.  I recommend “The Five Dysfunctions of a Team, Extreme Ownership and Leaders Eat Last.  All three would make a great start for anyone looking to up their leadership game.  Beyond that there are podcasts and even online course to help you sharpen your leadership skills.  Whatever works for you…do that.  There is no magic recipe for becoming this kind of leadership.  The biggest thing is simply want to be that kind of leader and let that desire begin to shape you.

The next time you're at the helm of a team or navigating your own career path, consider which type of leader you aspire to be.

In the grand play of leadership, each type has its own role to play—whether it's the intimidating Power leader, the org chart maestro of Positional leadership, the results-driven Production leader, or the beacon of trust that is the Personhood leader. Loyalty, that precious currency of corporate success, is woven into the very fabric of these leadership styles. So, the next time you're at the helm of a team or navigating your own career path, consider which type of leader you aspire to be. After all, the success of your company and the loyalty of your people might just depend on it.