• consensus decision-making
• comfortable allowing others to occasionally take the lead
• motivates by providing opportunity for participation
• uses collaboration and communication to receive input from team members

ineffective when time is limited or if team members do not have the knowledge or expertise to make quality contributions.

most effective when the knowledge of the entire team is needed to solve a problem or find direction.

• shares a vision of the future and pursues excellence.
• encourages innovative ideas.
• motivates by promoting respect for team members’ creativity.

• invites collaborative conversation.

• less effective when risks taken make team members apprehensive.

• most effective when solving complex problems.

• personalizes approaches to meet the individualized needs of the team.
• leads in order to better serve others.
• motivates by their empowering, ethical approach.

• focuses on active listening, empathy, and commitment to building community.

• ineffective if not given sufficient time to apply a long-term perspective.

• provides long-term direction and focuses on end-goals.
• often has more experience and knowledge than those they lead.
• motivates by inspiring enthusiasm for the mission.

• gives clear direction and sets standards.

• less effective when explicit guidance is required.

• most effective when a change of direction or vision is required.

• concentrates on individuals by building skills.
• excels with individuals that have not yet realized their full potential.
• motivates by challenging the individual.

• communicates with positive statements

• less effective when those being mentored are adverse to change.
• most effective in a one-on-one setting

• effective in creating a positive culture

• expects those they lead to embrace new projects and move with speed.
• focuses on productivity.
• motivates by setting high standards of performance, and then leads by example.

• does not feel it necessary to communicate a lot of detailed instructions.

• ineffective if used over a long period of time.

• effective when team members are self-motivated and highly skilled.

• objective is to create a cohesive unit by emphasizing teamwork and harmony.
• is collaborative and focuses on emotional needs. The affiliative style is often used effectively alongside visionary leadership.

• motivates by creating positive personal relationships and avoids conflict.

• less effective when the leader has difficulty giving negative feedback and performance is not emphasized.

• effective in increasing morale, repairing broken trust, and working through stressful circumstances.

• stringently establishes and enforces rules.
• decisions are absolute and demand immediate compliance.
• motivates by discipline and demands immediate compliance.

• engages in top-down interactions.

• not effective when trying to lead highly-skilled individuals, as they often become resentful of micromanagement.

• most effective when a decision has to be made in a short amount of time.

http://www.thefitrepreneur.com/4-main-personality-types/

https://www.16personalities.com/personality-types

• Mind (Introvert/Extrovert), I/E
• Energy (Observant/Intuitive), S/N
• Nature, (Thinking/Feeling) T/F
• Tactics (Judging/Prospecting) J/P

• know others and know yourself, you will not fail in a hundred battles;
• if you do not know others but know yourself, you win one and lose one;
• if you do not know others and do not know yourself, you will be imperiled in every single battle.
  Art of War, Sun Zhu

By 663highland - Own work, CC BY 2.5, Link