This article of interest discusses assessing your organization's leadership style and protecting the kind of leadership style that you want your company to possess. It uses MIT as the backdrop for the analysis. https://hbr.org[redacted]what-kind-of-leadership-works-best-at-your-company?

"Different kinds of leaders are minted in different organizations, and whether they can succeed elsewhere is always a question."

Searchers may want to ask: What was the style of leadership at my past companies and how will I need to adapt that style for the company I purchase?

Operators may want to ask: How must both I and my company adapt in leadership styles to meet our objectives?

As this article suggests, looking at who leaves your organization can help you to determine your leadership style. By way of example, I knew an organization that I'll call Company A. Company A had bright, talented and innovative people, but valued consensus, face-saving and camaraderie. There were subtle pathways in which to explore challenging issues and get things done. Employees often met one-on-one before or after meetings to address concerns. New Company A employees initially enjoyed the friendly, sociable environment of the organization.. However, a certain type of person always seemed to leave after a a few years for seemingly similar pastures at Company B. That type of person was direct and straightforward in discussing issues and asked challenging questions, especially in large group meetings. It turned out Company B had Ph.Ds in their founding team DNA. I figured that if a person could defend a doctoral thesis, they probably were okay with asking each other direct and challenging questions. Transplants to Company B consistently would mention how refreshing it was to be able to just say what needed to be said without worrying about someone feeling slighted, embarrassed or challenged.

Both were successful organizations, just different styles.

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