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As a leader when it comes to selecting your Team ideally you have some choice. 

And if you are a savvy, smart leader you will acknowledge your leadership style and how that will, can, influence your team selection.

For example, in the ideal model the Leader leads a strong team combining a group of individuals united in their effort to achieve common goals. They bring together their unique skills and abilities, sharing ideas, solutions and solving problems. As a Team, working and supporting each other to enhance a collective performance. 

Building a ‘winning’ Team.

This begins with assessing your leadership style, strengths and weaknesses and using that to guide your recruitment.  Form your team picking members that complement your abilities plus diverse others to fill any gaps. The skill is to draw on the best from all members, including yourself.

The four most common leadership styles are:

1. Coaching (Conscious) - focuses on developing people 

2. Authoritarian, (Autocratic, Coercive, Commanding) about mobilizing people towards a vision.

3. Democratic, (Participative or Facilitate), involves creating consensus.

4. Laissez Faire (Delegative), a 'hands-off' approach. 

1. Coaching style: 

An example Satya Nadella, Microsoft who stepped into the role of CEO, when the business was experiencing a time of stagnation. He encouraged employees to embrace a growth mindset and made himself readily available to support them. His coach-like approach ultimately shifted the company culture bringing a successful and innovative period for the company.

This approach highlights:

• the leader focuses on high performance with employees that can communicate well and embrace specific work skill sets to get the job done
• the importance of leaders listening to employees at all levels, encouraging them to contribute ideas.  
• can be motivating as employees feel valued and supported.
• delegates responsibility, believing the best person to make the decision about a work matter was the one there, in the field.
• a workplace where employees were valued for their strengths rather than criticized for their weaknesses.
• encourages members to seek new challenges, learn from experiences and continuously improve their skills and knowledge.

This style is like strategic and democratic leadership but emphasizes individual employees' success.

Bill Shorten Labour Party adopted an enabling, coaching model. Speaking of his leadership style, ‘I don't have to win every argument. My colleagues are capable and smart.  I'm part of a bigger movement.’ I've learnt that to lead you’ve got to be willing to listen, you’ve got to be willing to give some ground.’ 

2. Democratic Leadership: 

One of the most effective styles today. It encourages everyone to be involved in processes, to share ideas and opinions. All members are listened to and feedback is valued.  

Democratic Leaders' characteristics include:

• Collaborative, Inclusive
• Effective communicator
• Empowering, trust building
• Supportive and empathetic

This leadership style demonstrates how leaders often make decisions in company board meetings. The team are given a few decision-related options, then open discussion on each option. After a discussion, this leader might consider the board's thoughts and feedback, or open the decision to a vote.

3. Authoritarian Leadership.

Autocratic leadership is the opposite of democratic leadership. In this leadership style, the leader makes decisions without taking input from anyone who reports to them.

These leaders deliver strategies and directives with absolute focus. If a situation arises, an authoritative leader can make a quick best-fit decision for a business without needing to get additional input (helpful on a case-by-case basis).

This style can be useful when a business needs to control specific situations, emergencies, (but not adopted as a standard leadership style). 

Downside of autocratic leadership include:

• Micromanagement
• Over-reliance on a single leader
• Intimidation

4. Laissez Faire style:

Delegative leadership offers little guidance and leaves the decision making to the group members. This often results in a lack of direction and motivation causing less progress and production. It can be an effective style where highly qualified experts are involved in a situation.

Key takeaways:

• A leader's success depends on the effectiveness and productivity of the team, your team. 
• Knowing your style can help when selecting your members.  Know who’s in the room and draw on the strengths of all, including yourself.
• We can all learn, and smart leaders recognize the benefits of knowing both their strengths and areas for improvement, of self and Team members. 
• Insight, self-knowledge and mastery are pillars of successful leadership.