Leadership principle: Challenging and transforming traditional views of leadership
‘‘It’s up to you to shine your light and be the leader that you were always meant to be.”
WWDA Member
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As with most ideas, leadership has changed over time.
It can be hard to imagine what leadership looked like in the past or how it might look in the future. But that’s one of humanity’s strengths. We are in a constant cycle of learning, teaching and building. In this way, change is inevitable.
When you read the phrase ‘challenging and transforming traditional views of leadership’, what comes to mind for you?
Traditional leadership
To start with, let’s go over what traditional views of leadership might mean. While reading, it’s important to remember that the views of the time often shape the ideas. While some ideas no longer fit into our modern society, let’s not overlook the parts that may positively contribute to leadership today.
Leadership has historically focused on power, where those with the most power have been seen as the most important and often make the most decisions, which in turn means they keep their power. Leaders have been expected to be decisive, assertive, and dominant, leading through command and control.
Transformational leadership
Transformational leadership is about recognising the value of diversity and working towards active inclusion. These leaders are encouraged and encourage others to embrace differences in perspectives, backgrounds, and experiences. Inclusive leadership is essential as diverse teams are more innovative, resilient, and open to change. Inclusive leadership is a great goal, but how do we achieve it?
Leadership balance
Both traditional and transformational leadership share common elements, like vision, communication, and resilience, and both styles have the potential to inspire and motivate others. It is all about striking the right balance.
Traditional leadership may be better for structure, clarity and maintaining stability, but it can sometimes lack flexibility and inclusivity, making change more difficult and reducing creativity.
On the other hand, transformational leadership emphasises working together, being open to change and listening to the views of other people. It allows for leaders to build people up. Transformational leadership may make decision-making and accountability a bit harder, particularly if reaching an agreement that suits everyone is more important than taking action.
Sometimes people may use a combination of different leadership styles depending on the situation. Other people may have different leadership styles that work best for them.
People who use different leadership styles can benefit from learning from each other. It’s also important to remember that no style will be perfect, or suitable for every occasion. By using the leadership style that works best for us, we allow for leadership that is more accessible, diverse, and reflective of our society.
Women and gender diverse people with disabilities learn many leadership skills through their lived experience.
By creating spaces and opportunities that support their development of leadership, we are creating avenues for others to learn and benefit from that experience. This can be achieved in so many ways, but it starts with noticing the everyday leadership in our lives; community volunteering, parenting, teaching, organising fundraising, and so much more. Supporting women and gender diverse people with disabilities to develop their leadership is a perfect example of transformational leadership.
If you have one takeaway, we hope it’s that leadership comes in all shapes and sizes. All types of leaders play an important role in shaping communities, organisations, and our society. By recognising the diverse talents and perspectives of different leaders, and continuing to both teach and learn, we can become stronger leaders, better navigate ongoing challenges and effect positive change in our world.