Our Top 5 Leadership Models

Each week, we share a new leadership model to help raise awareness of the many different models that can be employed by leaders to maximise their leadership development.

Having proved to be highly successful, in this blog, we are sharing our top 5 leadership models with you.

Goleman’s Emotional Intelligence Model

Goleman’s Emotional Intelligence Model
Goleman’s Emotional Intelligence Model

Widely employed by leaders worldwide, Goleman’s Emotional Intelligence Model encourages leaders to review and understand their own self-awareness, social awareness, self-management and social skills/relationship management.

As the elements noted above are reviewed, many leaders find that they become more successful in their personal and professional lives. Not only is this because leaders become more aware of other people’s emotions, but because they are able to develop skills that enable them to inspire others.

How To Develop Emotional Intelligence

Let's say you are about to make an announcement regarding your employees return to work post-COVID. With your emotional intelligence hat on, you would firstly consider what is going on in your mind, and your own emotions (self-awareness).

Using this information, you will then decide how you manage yourself (self-management). You would also consider how your employees might feel about such an announcement (awareness of others).

As a result, this culminates in quadrant four (relationship management) to determine how you announce the communication in a way that feels authentic and congruent with yourself, and also considers the varying responses it might receive from others.

Servant Leadership Model


Servant Leadership Model
Servant Leadership Model

Empowering and engaging, the Servant Leadership Model encourages leaders to ask “how can I be the best leader for my people?”.

When employed, the Servant Leadership Model sees a leader serve their team by assisting their managers in developing skills and behaviours that enable them to solve challenges and achieve any organisation objectives independently.

The Servant Leadership Model also helps leaders connect with their team by ensuring that teams are able to achieve their goals and overcome any obstacles that may hinder their progress.

How To Develop Servant Leadership

If you are looking to develop servant leadership, here at The Leadership Coaches, we highly recommend considering the following;

1. Deeply connect with your colleagues: them as individuals, their values, preferences, motives and what makes them tick.

2. Collaborate on creating the vision: engage others' views and ideas and incorporate these into the vision

3. Deploy a 'leader as a coach' mindset: help people achieve what they want to achieve, believe in them and help remove obstacles that get in the way

The Model of Trust

The Model of Trust
The Model of Trust

Trust is a key characteristic of a high-performing leader, which is why as a leader, it is vital that you are able to obtain your team’s trust.

Developed by Linda Hill, The Model of Trust incorporates intentions, integrity and consistency. Each element plays a crucial role in your ability to develop and maintain trust and must be considered.

For example, by revealing your intentions, your team will understand what they can expect from a conversation with you. Likewise, by acting with integrity, you will be able to show your team what acceptable behaviours in the workplace look like.

In addition, consistency will ensure that your team knows that your actions, behaviours and beliefs are authentic. Failure to remain consistent could see your team question your actions, which, in turn, will see you find it harder to develop trust.

How To Use The Model of Trust

To employ the Model of Trust, consider your own approach by looking through your own eyes, those you lead, your peers and your leaders.

How would they see you through each of these three lenses of Intentions, Integrity and Consistency?

Does this lead you to any actions that you might want to take, e.g. be more explicit in communicating intent?

Adair’s Action-Centred Leadership

Adair’s Action-Centred Leadership
Adair’s Action-Centred Leadership

Easy to use and understand, Adair’s Action-Centred Leadership Model combines three overlapping circles that include the following actions.

- Achieve the task

- Build and maintain the team

- Develop the individual

Considering the importance of interdependencies, Adair’s Action-Centred Leadership Model recognises that if the overlap of one particular action is smaller or greater than another, it has an everlasting impact on the other actions.

For example, a leader that focuses more on the individuals rather than the team or the task will find that the team and task become impaired. This is because the team will be unable to connect and work together cohesively, which will have an undeniable impact on the task.

How To Use Adair’s Action-Centred Leadership Model

Take some time to step back and review each of the areas discussed in Adair’s Action-Centred Leadership model. Your role as a leader is to identify which area needs your attention. As you do so, take action and review again to determine whether your action has helped or hindered progress.

The Leadership Model of Contribution


The Leadership Model of Contribution
The Leadership Model of Contribution

Another essential leadership model, the Leadership Model of Contribution explores how contribution in the workplace leads to a leadership development strategy.

Across the world, many organisations employ this particular model to identify strategic priorities of leadership teams. It is also widely employed to analyse gaps and needs, create bespoke leadership coaching and develop impactful leadership and management programmes.

How To Use The Leadership Model of Contribution

To employ the Leadership Model of Contribution, consider doing the following;

- Identify strategic priorities of your teams and pipelines talent

- Analyse gaps and needs

- Create on-the-job learning opportunities

- Develop bespoke leadership coaching and mentoring

- Invest in impactful leadership & management development programmes

Contact Us Today

Having reviewed our top 5 leadership models, you may well be left thinking about how to develop your own leadership pipelines and talent pools, simply give us a quick call for an informal chat on 0800 345 7727.

Likewise, if you are ready to take the next step in investing in an impactful leadership and management development programme with credible leadership coaches, please contact us today to discuss what we can do for you.

Alternatively, email zoe@theleadershipcoaches.co.uk to arrange a suitable time and date.