Who are you? The four quadrants of leadership success

New year, new you! But what if you feel like your leadership mojo has stagnated?

Remember what it felt like when you were promoted into your most recent leadership role?  The mixture of excitement and apprehension about whether you were going to be able to do everything you told them you could in your interview?

Seems like a lifetime ago hey!

And boy, have you done the hard yards. You’ve made the mistakes and learnt the hard lessons, you’ve had some wins along the way and left work secretly high fiving yourself for being so awesome.

But now, you seem to have stagnated.

In my experience, it’s at this point where leaders typically start to fall into one of 4 categories:

The Dabbling Leader

“It's early days and I feel like I'm floundering”.

This is what the Dabbling Leader says to themselves.

Usually, early in their leadership career, the dabbler has low thinking awareness and low behavioural agility. Their experiences are based on what’s happening externally, ‘to' them.

They may have come into their leadership role in one of 3 ways:

  1. They perform really well on the job and are identified as an aspiring leader
  2. They get put into a leadership role because of their length of service with the business
  3. They start a business and create their own leadership role

Right now they lack the people and influence skills needed to get the best out of their teams. Without any models of excellence, they are unable to know what the benchmarks are for success as a leader.

There is a big learning curve ahead, but with an awareness of their own beliefs & values, along with models to guide them, they can quickly become strong leaders.

The Reactive Leader

“My team loves me, but they just aren't performing”

Baffled by it, this is what you will hear the Reactive Leader say to their peers.

Reactive leaders are great collaborators. Relationships come easy to them and they find they can work happily with their teams. Until they can’t.

Either they need to dish out some tough love which could lead to conflict (which feels terrifying) or they need to stop being everything to everyone and that feels selfish.

They know they are skilled when it comes to others and pride themselves on being likeable, but lack awareness of the strategy and structure that will get them the results they feel they deserve.

Having strengths in their behavioural agility, the gap for the reactive leader is an awareness of their thinking processes. The best way to build this is to use a model that takes the guesswork out of leading others. It's also built by setting strong boundaries, which come through having a deeper understanding of what they stand for as a leader.

The Academic Leader

“I just don't understand people!”

In an exasperated tone, you will hear this from the Academic Leader.

Now don't get me wrong, this leader knows their stuff. They are avid learners and consume resources eagerly – books, videos, workshops, you name it they’ve done it.

But for some reason, they lack the execution of these ideas and strategies. And they can find it difficult to get it right when it comes to figuring out people.

The people they lead throw up different challenges to those in the textbook and no matter what they try, they seem to be unable to influence others.

They’re stumped.

It’s frustrating and they think that they are getting it all wrong, which leaves them wondering what the missing piece of the jigsaw puzzle is.

That missing piece is an understanding of what makes people tick – starting with themselves. Once they know the formula for working out themselves and others, then they can make a big difference in their ability to lead others.

The Masterful Leader

The Masterful Leader has high emotional intelligence, knows what makes them tick and can use this knowledge to the best of their advantage. They’re able to see the bigger picture, provide structural support and planning, implement effectively and the ability to bring their people on the journey with them. They have a deep sense of certainty and clarity.

The next stage of their development hinges on building and replicating even more Masterful Leaders alongside them.

You likely notice yourself in one or more of these categories. But what are you meant to do now that you have realised it?

The answer is to think differently. To master your mindset in a way that addresses the blocks you have that are specific to you, not the generic kind of stuff that comes up in group training.

If you want to find out more about how I can assist you to achieve this then click this link to find out more:



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