Market research is the process of gathering, analyzing, and interpreting information about a select market, including information regarding prospective customers, competitors, and industry trends. It’s a critical tool for businesses of all sizes, helping them make informed decisions and better understand their target audience.
Why Is Market Research Important?
Market research serves as the foundation for effective business strategies. It enables businesses to:
Identify customer needs and preferences: By understanding what customers want, businesses can tailor their products or services to meet those needs.
Spot market opportunities: Market research can uncover gaps in the market or emerging trends that present new opportunities for growth.
Understand competitors: Knowing what competitors are doing helps businesses differentiate themselves and find a competitive edge.
Reduce risks: Data-driven decisions minimize the guesswork in launching new products or entering new markets.
Types of Market Research
Market research is typically divided into two main categories:
Primary Research: This involves collecting data directly from the source. Examples include:
Surveys
Interviews
Focus groups
Observations
Primary research provides firsthand insights and is often customized to answer specific business questions.
Secondary Research: This involves analyzing existing data that has already been collected by others. Examples include:
Industry reports
Government statistics
Competitor analysis
Online reviews
Secondary research is more cost-effective but may not always address specific needs.
Steps in Conducting Market Research
Define the Objective: Clearly outline what you hope to achieve with your research. Are you looking to understand customer preferences, test a new product, or evaluate market demand?
Identify Your Target Audience: Determine the demographic or group of people you want to learn about.
Choose a Research Method: Decide whether you need primary research, secondary research, or both.
Collect Data: Gather information using surveys, interviews, reports, or other methods.
Analyze the Data: Look for patterns, trends, and insights that can inform your decisions.
Take Action: Use the findings to shape your marketing strategies, product development, or business planning.
The Benefits of Market Research
Improved customer satisfaction: Understanding your customers helps you serve them better.
Increased ROI: Well-researched strategies are more likely to succeed, providing a better return on investment.
Stronger positioning: Insights about competitors and market trends allow you to position your brand effectively.
Informed decision-making: With solid data, you can make choices based on facts rather than assumptions.
Conclusion
Market research is not just a one-time activity but an ongoing process that helps businesses stay relevant and competitive. Whether you’re launching a startup or running an established company, understanding your market is key to long-term success. By investing in market research, you’re not just collecting data—you’re building a roadmap to better decisions and brighter opportunities.
Ready to take your market strategy to the next level? Check out my services page, where I detail how I can help you with market research. With transparent pricing and tailored solutions, I’m here to guide your business to success.
Sales are the lifeblood of any business. Yet, many companies struggle with stagnant revenue, inefficiencies in their sales processes, or teams that underperform. This is where sales consulting services come into play, offering actionable strategies and insights to unlock a company’s full revenue potential. In this blog, we’ll explore how sales consulting can address common challenges and drive growth for your business.
Common Sales Challenges Businesses Face
Inefficient Sales Processes: Many organizations lack streamlined workflows, leading to missed opportunities and decreased productivity.
Underperforming Sales Teams: Without proper training and motivation, sales teams may struggle to meet their quotas.
Market Misalignment: Businesses often fail to align their sales strategies with current market trends and customer needs.
These challenges are not insurmountable but require expert guidance to resolve effectively.
How Sales Consultants Solve These Problems
Sales consultants bring an outsider’s perspective combined with deep industry expertise. Here are some key ways they help:
Refining Sales Strategies: Consultants analyze your current sales approach and identify areas for improvement. This might include optimizing pricing models, targeting new markets, or refining value propositions.
Enhancing Team Performance: Through customized training programs and performance metrics, consultants help your team achieve and exceed their goals.
Implementing Advanced Tools: From CRM systems to analytics platforms, consultants ensure your team has the right tools to succeed.
The ROI of Hiring a Sales Consultant
Investing in sales consulting isn’t just an expense—it’s a strategic move that delivers measurable returns. Businesses that work with consultants often see:
Increased revenue due to improved sales processes.
Higher close rates and larger deal sizes.
Better team morale and reduced turnover.
For example, during my time as Director of Corporate Sales at JDog Brands, I led a team that achieved a 31% revenue increase within 11 months by implementing tailored strategies and fostering a results-driven culture.
Ready to Drive Revenue Growth?
If your business is ready to overcome sales challenges and achieve new levels of success, I can help. Visit my page to learn more about what I offer and how I’ve helped other businesses thrive. Better yet, schedule a free consultation today to discuss your goals and start building a roadmap to success.
Sales can feel like a numbers game, but what separates the extraordinary from the average is often the willingness to break the mold. In this post, I’ll share some basic sales tactics to help you stand out, build stronger connections, and close more deals.
Reverse the Sales Process
Instead of starting with a pitch, begin with discovery. Ask open-ended questions to understand your client’s pain points:
What’s their biggest challenge right now?
How do they measure success in their role? Once you truly understand their needs, tailor your pitch to offer a solution they can’t resist.
Use the Power of Stories
Humans connect with stories more than statistics. Share success stories from your past clients to demonstrate your value. For example, one of my consulting clients initially struggled to close deals in a highly competitive market. By implementing the unconventional sales strategies outlined in my eBook, they not only increased their close rate by 30% but also built stronger relationships with their clients. In their own words, “It felt like I was doing something no one else was… Like I have a secret weapon!.”
Be Unexpectedly Generous
A small, unexpected gesture can leave a lasting impression. Send a handwritten thank-you note, some swag, or bring snacks to your next meeting. Put blue ink on paper any chance you can. This builds trust and keeps you top-of-mind.
Build a Connection First, Then Pitch
Traditional sales often jump straight into the pitch, but building a genuine connection before presenting your offer can make all the difference. People prefer to buy from those they trust, and trust starts with rapport.
Start conversations with open-ended questions like:
“What challenges are you facing in [their specific industry or situation]?”
“If you could improve one thing about your [process/system], what would it be?”
Listen actively, and respond with empathy and insight. For example, a real estate client once shared their frustration about losing leads due to inefficient follow-up. Instead of pitching immediately, I shared a quick tip about automating follow-ups. This not only demonstrated value upfront but also laid the groundwork for a deeper conversation about my consulting services.
By prioritizing connection over a hard sell, you establish credibility and set the stage for a successful pitch.
Build a Connection First, Then Pitch
Traditional sales often jump straight into the pitch, but building a genuine connection before presenting your offer can make all the difference. People prefer to buy from those they trust, and trust starts with rapport.
Start conversations with open-ended questions like:
“What challenges are you facing in [their specific industry or situation]?”
“If you could improve one thing about your [process/system], what would it be?”
Listen actively, and respond with empathy and insight. For example, a real estate client once shared their frustration about losing leads due to inefficient follow-up. Instead of pitching immediately, I shared a quick tip about automating follow-ups. This not only demonstrated value upfront but also laid the groundwork for a deeper conversation about my consulting services.
By prioritizing connection over a hard sell, you establish credibility and set the stage for a successful pitch.
Leverage the Power of Reciprocity
Giving something valuable upfront can encourage your potential client to reciprocate by engaging with your services. This could be a free resource, a quick consultation, or actionable advice.
For example, if you’re offering business consulting, provide a brief market analysis tailored to their industry or share a key strategy from your eBook. In one case, I offered a free 15-minute call to identify bottlenecks in a client’s sales process. That small investment of time resulted in a long-term consulting partnership because the client saw immediate value and trusted my expertise.
When you provide value first, it builds goodwill and positions you as someone genuinely interested in their success.
Build a Connection First, Then Pitch
Traditional sales often jump straight into the pitch, but building a genuine connection before presenting your offer can make all the difference. People prefer to buy from those they trust, and trust starts with rapport.
Start conversations with open-ended questions like:
“What challenges are you facing in [their specific industry or situation]?”
“If you could improve one thing about your [process/system], what would it be?”
Listen actively, and respond with empathy and insight. For example, a real estate client once shared their frustration about losing leads due to inefficient follow-up. Instead of pitching immediately, I shared a quick tip about automating follow-ups. This not only demonstrated value upfront but also laid the groundwork for a deeper conversation about my consulting services.
By prioritizing connection over a hard sell, you establish credibility and set the stage for a successful pitch.
Leverage the Power of Reciprocity
Giving something valuable upfront can encourage your potential client to reciprocate by engaging with your services. This could be a free resource, a quick consultation, or actionable advice.
For example, if you’re offering business consulting, provide a brief market analysis tailored to their industry or share a key strategy from your eBook. In one case, I offered a free 15-minute call to identify bottlenecks in a client’s sales process. That small investment of time resulted in a long-term consulting partnership because the client saw immediate value and trusted my expertise.
When you provide value first, it builds goodwill and positions you as someone genuinely interested in their success.
Master the Follow-Up
The fortune is in the follow-up, but it’s not just about persistence—it’s about being strategic. Most deals aren’t closed after the first interaction, so staying top-of-mind without being pushy is critical.
Here’s an unconventional approach: Send follow-ups that add value rather than just “checking in.” For instance:
Share an article or resource relevant to a previous conversation.
Provide a quick tip or insight tailored to their business.
Highlight a success story from a similar client.
For example, after an initial meeting with a potential client, I followed up with a case study demonstrating how another company overcame a similar challenge using strategies I implement. The client appreciated the personalized touch and signed on for my services shortly after.
This approach not only keeps the conversation alive but also reinforces your expertise and thoughtfulness.
Conclusion: Take Your Sales Strategy to the Next Level
These strategies aren’t just about closing a sale—they’re about creating lasting relationships and delivering real value to your clients.
If you’re ready to transform your sales approach and achieve measurable results, visit the Services page on my website. There, you’ll find a range of consulting options tailored to help you implement these strategies and more. Whether you’re looking to optimize your sales process, improve client engagement, or grow your business, I’m here to guide you every step of the way.
Start making unconventional your new normal—reach out today!
In the world of small business, effective sales management is not just about meeting quotas; it’s about building a strategy that ensures consistent growth. By focusing on three essential pillars—goal-setting, accountability, and optimization—your business can thrive in competitive markets.
Defining SMART Sales Goals
Strategic goals are the foundation of any successful sales strategy. Use the SMART framework (Specific, Measurable, Achievable, Relevant, Time-Bound) to create objectives that align with your business’s broader vision. For small businesses, these might include increasing revenue by 15% in six months or acquiring 50 new local customers this quarter.
Pro Tip: Regularly review these goals with your team to ensure alignment and momentum.
Building Accountability into Your Sales Process
A culture of accountability empowers your sales team to take ownership of their results. Use sales tracking tools and CRM systems to provide real-time insights into performance metrics. Weekly one-on-one meetings can uncover challenges and help individuals stay on track.
Actionable Insight: Encourage sales reps to share their successes and challenges in team meetings to foster collaboration and learning.
Embracing Continuous Sales Optimization
The most successful sales strategies evolve over time. Regularly analyze your sales funnel, customer interactions, and conversion rates to identify opportunities for improvement. Whether it’s refining your pitch, updating follow-up templates, or adopting new sales tools, continuous optimization ensures sustained growth.
Quick Win: Invest in training sessions for your team to keep them updated on industry trends and techniques.
Learn More About Driving Sales Success
By implementing these strategies, you can transform your sales process into a competitive advantage. If you’re ready to take your small business to the next level, explore the tailored consulting services offered at SamKensinger.com. From strategic planning to hands-on implementation, I’m here to help you achieve your sales goals. You can also get in touch with me directly at Gmail@SamKensinger.com
As a leader, it’s important to set the tone for your team. You want to be someone that your team can look up to and emulate. But what does it mean to lead by example? And how do you go about doing it?
Leadership isn’t about telling people what to do, but rather guiding them with your own example. The best leaders are self-models who show dedication by being professional and doing the right thing over the easy one, all of the time–even when they think no one is watching.
Let’s take a look at some ways you can set the tone for those around you and inspire others in their work
Respect
The dictionary defines respect as “a feeling of admiration or esteem.” When it comes to respect in the workplace, it’s a two-way street. Your employees should respect you because they admire your work ethic and have high esteem in your ability to lead. However, respect is also something that’s earned. Just because you’re the boss doesn’t mean your employees will respect you automatically.
In order to earn respect, you need to lead by example. Show your employees that you respect their time, their effort, and their ability to do their job well. When you show respect, you set the tone for a respectful work environment and build the foundation for mutual respect.
We’ve talked about this in previous posts, but you should never look to publicly correct someone, shame them, or be overtly disrespectful. This seems like common sense, but we have all had a boss that treated us poorly and barked orders instead of articulating them. Unfortunately, that type of behavior can force multiply and create toxic leaders who believe the loudest voice holds the most authority.
Inspire
What does it mean to lead by example? To most, it means being the kind of person that others can look up to and aspire to be like. To me, It means having a strong work ethic and always giving 100%. Leading by example means setting a standard and following it yourself. It means approaching challenges in a methodical way, instead of trying to use brute force or avoiding them entirely. This doesn’t means always maintaining a positive attitude, you don’t have to skip through the halls singing; but you should leave the impression of confidence even in the face of adversity.
When you lead by example, you inspire those around you to do better and be better. You show them that it is possible to achieve anything they set their mind to. This is crucial because you do or will have someone on your team that doesn’t truly believe the can accomplish anything, likely because they are coming from a team with a poor leader.
Inquire
To lead by example also means to be inquisitive and get to know your people. It’s not just about giving direction but asking for feedback. You should conduct a debrief after every project to learn what could have been done better, this includes being receptive to constructive criticism about yourself.
If you’re not being inquisitive, you won’t get the information you need to make informed decisions. If you don’t ask for feedback, you won’t know what people are thinking or how they feel. If you’re not receptive to constructive criticism, you won’t learn and grow as a leader.
This also sets the stage for open communication. Your team should feel comfortable enough to come to you with questions, concerns, or unsolicited feedback on the project. I’m not saying anyone should be allowed to come into your office and say, “hey, I think you’re an asshole!” Rather, there should always be a channel for your team to express their thoughts and your team should be comfortable giving input. If you’re doing it right, I would say the odds of an outburst like that are low.
Accountability
Accountability is key. It means holding yourself and your team accountable to timelines, milestones, goals and action items. Performance is important, and if its not measured then it’s improved. At least, how could you know if it has? As a leader , it’s important to provide valuable feedback for your team as they fufill your expectations for them, as well as the ones they set for themselves.
Don’t forget, you need to be able to show that you’re following through on your commitments as well. That means being on time, meeting deadlines and taking responsibility for your actions. If you don’t keep up with your teams timelines, especially if they are highly effective, then you will create a bottle neck within your organization. Enable your team for success, then keep pace with them.
Composure
Leading by example means setting the standard for how you want your team to maintain composure under pressure, stay level-headed when emotions are running high, and always making decisions with a clear head. Remember, it’s not enough for just you to be able to withdraw [emotionally] from a stressful situation; your team has to be just as disciplined.
Of course, that’s not always easy. We’re only human, after all. But it’s important to remember that our emotions should never influence tough decisions with a lot at stake. The only exception to that is empathy. Even in the heat of the moment, we must always be aware of how our words and actions will affect others.
Otherwise, you could escalate the situation beyond saving. If we can’t eliminate emotion from our decision-making process, then we need to consult with our team members or superiors before moving forward. By modeling composure and restraint, we can set the tone for a calm and productive workplace.
Conclusion
So, what does it mean to lead by example? It means embodying the characteristics you wish to see overtly from your team. Setting a standard, then following through with yourself. Earning the respect of those around you and not demanding it or believing that you inherited it with the position.
You got to where you are now, a leadership role, by proving to yourself and others that you have a tenacious work ethic. If you continue to practice what you preach and always look to improve, you can expect similar habits from your team.
Did I say anything that resonated with you? If so, let me know at Gmail@SamKensinger.com
When it comes to managing a small team, there are a few things you need to keep in mind in order to get the best out of them. Managing small teams can be challenging, but it’s definitely worth it when you see your team achieve their goals. The first line supervisor is directly responsible for implementing the strategic vision of the organization. They can shift culture or drive revenue. Most new managers don’t fully recognize the gravity of their position and they end up having a negative effect on the business. The fact that you’re reading this, proves that you are an asset to your company. Keep that life-long learner mentality, as I share some tips that helped me as a junior level leader.
Define roles and responsibilities for each team member
So, you find yourself in a new leadership role. One of the first things you’ll need to do is define roles and responsibilities for each team member. This can seem like a daunting task, but it’s absolutely crucial to operating an effective operation. First, delegation is key. You can’t (and shouldn’t) try to do everything yourself. Give your team members unique roles that play to their strengths. Second, ask your team members what they want to do. They may have ideas about how they can contribute that you haven’t considered, and if they’re passionate about the activity they will need less oversight. Third, be clear about what you expect from each team member. You can’t blame someone for not executing on a task you didn’t explain in clear English what the desired outcome was. Defining roles and responsibilities is an important first step in effective team management – so be thorough and make sure you’re making a good match between the assigned role and the person you’re assigning to it.
Set goals and expectations for the team
If you’re filling a new leadership role, you’re starting with a blank slate with your team; even if you were once a member of that team yourself. It’s important to set goals and expectations for your team. Tracking success through milestone achievements, sprints, and rigid schedules will help you keep your team on track and motivated. Here are some tips to get the best out of your team:
Layout a Roadmap
Define the milestones you want your team to achieve and layout a clear roadmap to help them get there. This should have accountability dates and should go for the duration of a project or program. You can call this anything; Milestones, goals, Objective Key Results, the important thing is that you get something up on the whiteboard for everyone to see.
Reward Success
Celebrate each milestone achievement with your team and offer incentives for accomplishing goals. Positive reinforcement is a far more powerful tool than the contrast. Ever heard the saying, you can catch more flies with honey than vinegar? That’s because honey tastes better! By the way, I am NOT saying buy a $25 gift card to target. Do something thoughtful, offer to let that employee run a project or give them a few hours of mentoring. Show that what has made you successful so far.
Be Flexible
Remember that your team is composed of individuals with different skills, strengths, and weaknesses. Be flexible in your approach and cater to the needs of each individual. This can be with schedules, as there are a lot of parents out there. It could also be work attire, different cultures ask for different things. Throw out the traditional management mindset that you need cookie cutter employees that toe the line. If they are effective, do what you can to accommodate their success.
Communicate Often
You need to give your team room to work but that doesn’t mean they are on autopilot. Check in as often as needed to make sure your team is well equipped for the tasks you’ve delegated. Keep your team updated on your progress and solicit feedback regularly. Encourage open communication and allow members to voice their concerns freely. An open door policy is highly recommended. This means that at any appropriate time, a team member can reach out with ideas or report project disruptions. This will enable you forecast potential issues. Which gets into my next point…
Encourage communication and collaboration among team members
The ability to create a working environment that encourages communication and collaboration among team members is an important skill for new leaders. By Encouraging effective communication, leaders can help build a more cohesive team that is better able to achieve its goals. The best way to create an environment where team members feel comfortable sharing their ideas and opinions, is by being receptive an open minded, especially in a public or group setting. Do this by encouraging team members to share their thoughts and feelings openly and by listening to their suggestions carefully, possibly even taking notes. When team members feel that their voices are being heard and that their ideas are valued, they will be more likely to work together effectively because they will not have that emotional reservation from being ridiculed in the past. This can be challenging. It will take time and repetitions, but the longer you consistently lead by example, the faster this will take hold. The “call out” environment is pretty toxic, in my opinion. Rather than humiliating an employee with underwhelming performance, pull them aside and find out what the issue is. It could be a simple fix, it could be that they aren’t a good fit for the position. Either way, it’s your job to properly motivate them.
Celebrate successes together, and learn from failures together
One way to celebrate success is to have an after-action report or debrief after each project. This is a chance for the team to come together and discuss what went well, what could be improved, and what lessons were learned. It’s also an opportunity for you as the leader to give feedback and praise.
Of course, it’s not all sunshine and roses – there will be times when things don’t go as planned. When that happens, it’s important to take a step back and learn from your mistakes. Mistakes are inevitable, but they can be invaluable learning experiences if you approach them the right way. So debrief after each failure too – what went wrong, and how can you prevent it from happening again? You need to remember as well that ultimately, as the leader of the group, the straps of failure are tailored to your shoulders – not the teams.
Give employees the opportunity to grow and develop their skills
As a new leader, it’s important to give employees the opportunity to grow and develop their skills. One way to do this is to offer time for team members to attend free workshops, webinars, or classes. You can also find out if your employer will sponsor a tuition assistance program or off-site training programs. If you’re in marketing, put someone on your team through an SEO course. If you manage a sales team, teach a class on list building, or put someone on your team in a Sandler program. The more you invest in the skills and aptitude of your team, the more efficient and successful they will be.
Another way to help your team members refine their skills is to block off some time each week for them to work on personal development projects. This could include taking an online course, working on a blog or side project, or reading industry-related articles and books. If you placed the right person in the right role, then they have a level of passion about what they do. There will be a residual benefit to their work, if this is implemented the right way. By investing in the growth of your team members, you’ll set them up for success–and ensure that your team is always ahead of the curve.
Conclusion
When you have the right team, it is easy to stay on track and get things done. By assigning roles with clear responsibilities, establishing goals that everyone can understand (and helping them achieve those goals), rewarding success rather than just distributing rewards randomly throughout the year; you’ll find yourself surrounded by happy and loyal employees. Most importantly: give your workers opportunities for personal growth so they’re always eager about coming into work every day because their skills are growing too.
All-in-all, I would say these tips are manageable.
When you think of the word “leadership,” what comes to mind? For many people, the first thought is of someone in a position of power, barking orders and making decisions that affect everyone else. But effective leadership doesn’t have to be about being bossy and domineering. There are actually five different styles of leadership, each with its own advantages and disadvantages. Knowing which style works best for a particular situation is essential for any young leader looking to make an impact.
The 5 Leadership Styles
If you’ve ever read a self-help book or taken a business class, you’re probably familiar with some of these leadership styles. Directive leaders are the take-charge types who tell people what to do and expect them to do it. Supportive leaders are more collaborative, offering help and guidance while still allowing others to take the lead. Participative leaders solicit input from their team before making decisions, while delegating leaders delegate authority to others and trust them to get the job done. Finally, there’s laissez-faire leadership, which is characterized by a hands-off approach and minimal involvement in decision-making. While there are advantages and disadvantages to each style, the key is to find the one that best fits your personality and the needs of your team.
Each style has its own strengths and weaknesses
Directive Leadership
The directive leadership style is often seen as the “traditional” approach to leadership. Directive leaders are those who provide clear expectations and instructions to their team, and they typically maintain a high level of control over workflow and decision-making. This leadership style can be a good fit for certain situations, such as when there is a need for quick results or when there is a lack of clarity about the team’s direction. However, directive leadership can sometimes lead to conflict and tension, as team members may feel that they are not being given the opportunity to fully contribute to the project. At times, directive leaders find it difficult to adjust their approach in response to changing circumstances. The directive leadership style is not without its weaknesses. Nevertheless, when used in the right context, this style of leadership can be a successful in getting things done.
Supportive Leadership
The supportive leadership style is all about creating a supportive environment in which employees feel valued and appreciated. This leadership style is often a good fit for small businesses, where employee morale is essential to success. However, the supportive leadership style can also lead to failure if the leader is too involved or inquisitive. Employees may feel micromanaged, leading to resentment and low productivity. In addition, the supportive leadership style may not be effective in fast-paced environments where quick decisions are needed. In these situations, a more assertive leadership style may be a better fit. Ultimately, whether the supportive leadership style is successful depends on the specific situation and the leader’s ability to strike the right balance.
Participative Leadership
The participative leadership style is one where the leader involves their team in the decision-making process. This can be a good fit for organizations or projects where success depends on buy-in from all involved. It can also be a good way to get everyone “hands on” with the project, so to speak. However, participative leadership can also lead to indecision and failure if not used correctly. For example, if there are too many cooks in the kitchen, so to speak, it can be difficult to come to a consensus. Additionally, a participative leadership style with no clear boundaries can make it difficult for the leader to maintain authority over their team. Ultimately, the participative leadership style can be successful, but it requires a delicate balance to make it work.
Delegation Leadership
The delegation leadership style is often lauded as an efficient use of resources – after all, why expend time and energy on tasks that others can handle just as well? Essentially, the leader assigns roles and sets rigid timelines, then steps back to let their team get on with the work. On the surface, this appears to be the perfect style for busy leaders who need to get things done quickly. However, delegation itself has potential downsides. First and foremost, the delegation of tasks or authority requires a great deal of trust. The leader must be confident that their team will be able to complete the task to the required standard and within the given timeframe. Delegation also requires constant communication – the leader must remain in close contact with their team in order to track progress and manage expectations. If the project is not carefully managed, it can quickly lead to frustration and conflict. Nevertheless, when used effectively, the delegation leadership style can be a powerful tool that can help leaders to get more done in less time.
Laissez-faire
Laissez-faire is a leadership style in which the leader takes a hands-off approach and trusting the team to be proficient. The laissez-faire leader provides little direction and offers minimal supervision, essentially letting the team run itself. While this style can be effective in certain situations, it can also be neglectful and uninvolved. laissez-faire leaders may be perceived as aloof or uncaring, which can damage morale and lead to poor performance. In addition, laissez-faire leaders may not be able to provide the strategic vision and direction that a team needs to be successful. When used sparingly and judiciously, laissez-faire leadership can be an effective tool, but it should not be relied upon too heavily.
Young leaders should be aware of which style they naturally gravitate towards
As a young leader, it’s important to be aware of which style you naturally gravitate towards. If you are new to your leadership role, you should be wondering, are you laissez-faire, supportive, directive, participative or delegation? A strong leader can blend a mixture of all of these styles to achieve success; there is no singular leadership style that will work for every situation. This is especially true in a dynamic work setting where different situations may call for different approaches. As a new leader, you need to be tuned into your environment and adjust your style to fit the situation. This can only be done by being inquisitive and curious, with an open mind and willingness to compromise. So if you’re looking to hone your leadership skills, start by paying attention to your natural tendencies and see where you can make some adjustments.
Conclusion
Leaders who can adapt their style to fit the situation will be more successful than those who stick to a single way of leading. The 5 Leadership Styles, directive leadership, supportive leadership, participative leadership, Delegation Leadership, Laissez-faire, Young leaders should be aware of which style they naturally gravitate towards. Leaders need to be able to read the room and understand what type of leader is needed in order for the team to succeed. Leaders also need to be comfortable with change and willing to experiment with different styles in order to find what works best for them and their team. Ask your employees for feedback often; this will help you understand what type of leader your team needs and wants from you.
Sam Kensinger 