In academic libraries and higher education, leadership goes beyond management—it involves fostering equity and inclusivity. The key to impactful leadership lies in finding what is authentic to you. Whether you're a directive, participative, or transformational leader, aligning with your true style will create lasting change. By integrating your authentic leadership style with the CALM framework—Communication, Adaptability, Learning, and Management—and regular feedback loops, you can ensure continuous evolution while prioritizing the needs of the academic community.
Below, we explore 10 leadership styles—directive (autocratic), participative (democratic), delegative (laissez-faire), transactional, transformational, coaching, bureaucratic, charismatic, servant, and situational—and how to integrate them with the CALM framework to create equitable and inclusive academic libraries.
1. Directive (Autocratic) Leadership: Ensuring Clear Communication and Accountability
Directive leaders thrive on making quick, decisive actions. While this approach may seem rigid, it works well with the Communication and Management components of the CALM framework. Authentic directive leadership isn’t just about giving orders—it’s about being clear with expectations while allowing room for feedback to ensure fairness and accountability.
Example: When reorganizing the library’s cataloging system, you might direct your team toward a specific goal, but establish feedback loops where staff can report back on how the changes affect their workflow and user experiences.
Key Authenticity Point: Be decisive, but ensure that communication remains open through feedback loops to address concerns and ensure inclusivity.
2. Participative (Democratic) Leadership: Co-Creating Solutions with Inclusive Input
Participative leadership emphasizes collaboration, allowing decisions to be shaped by a group. This style authentically aligns with the Communication and Management elements of the CALM framework. Democratic leaders should rely on continuous feedback to craft policies and services that reflect the needs of everyone, especially marginalized groups.
Example: When planning a new library space, involve students, faculty, and staff in brainstorming sessions. Use feedback loops to keep everyone informed and ensure the space meets diverse needs.
Key Authenticity Point: If collaboration is your strength, harness it by actively incorporating diverse voices through continuous feedback.
3. Delegative (Laissez-Faire) Leadership: Fostering Autonomy with Learning and Accountability
Delegative leadership allows for autonomy and creative freedom, which resonates with the Learning and Adaptability aspects of the CALM framework. While offering freedom, regular feedback loops ensure teams remain accountable to equity goals.
Example: When implementing new technologies in the library, give staff the autonomy to experiment and lead the rollout. Feedback loops can then help refine the process based on their hands-on experience and the user impact.
Key Authenticity Point: Trust your team to innovate while using feedback to keep initiatives aligned with equity and the library’s mission.
4. Transactional Leadership: Ensuring Accountability through Clear Goals
Transactional leaders work best when there is clear structure, making the Management component of the CALM framework vital. Authenticity here lies in clear communication of goals, rewarding progress, and establishing feedback loops to ensure fairness in achieving objectives, particularly equity-related ones.
Example: Set clear diversity benchmarks in collection development, tracking progress with regular feedback to ensure these goals are met and adjusted based on evolving needs.
Key Authenticity Point: Stay true to your structured, results-driven nature while ensuring that equity remains a top priority through feedback.
5. Transformational Leadership: Driving Change with Continuous Learning
Transformational leaders are visionaries who inspire large-scale change. This style is naturally suited to the Adaptability and Learning elements of the CALM framework. Continuous feedback loops are essential for ensuring that visionary changes stay aligned with community needs, especially marginalized voices.
Example: When overhauling a library’s digital infrastructure, gather feedback at key stages of the transformation to ensure the process remains inclusive, adaptable, and beneficial for all.
Key Authenticity Point: If leading with vision is your strength, ensure that your goals stay connected to real needs through regular community feedback.
6. Coaching Leadership: Developing Teams with Continuous Feedback
Coaching leadership focuses on development and growth. Authenticity for coaching leaders comes from guiding individuals through feedback and reflection, making Learning a central component of the CALM framework.
Example: Create a mentorship program for library staff, using feedback to track personal growth and help each participant achieve their full potential, particularly in equity-driven projects.
Key Authenticity Point: If your passion is developing others, lean into it by using feedback loops to guide team growth and professional development.
7. Bureaucratic Leadership: Managing with Structure and Policy
Bureaucratic leadership emphasizes consistency and adherence to rules, making it a natural fit with the Management component of the CALM framework. However, this leadership style benefits from feedback loops to ensure policies are equitable and adaptable when necessary.
Example: Regularly review policies, such as library loan practices, through structured feedback from staff and students to ensure they remain fair and accessible to all.
Key Authenticity Point: Stay true to your structured approach, but use feedback to remain flexible and ensure policies meet the evolving needs of the community.
8. Charismatic Leadership: Inspiring Change Through Emotional Appeal
Charismatic leaders inspire and motivate others through passion and energy. To stay authentic, charismatic leaders must ensure their message resonates with diverse groups, which requires strong Communication and Adaptability.
Example: Rally your library team around a new inclusion initiative, but use feedback loops to ensure the changes are practical and resonate with all stakeholders.
Key Authenticity Point: If your leadership is driven by inspiration, balance that passion with regular feedback to ensure your message leads to tangible, inclusive outcomes.
9. Servant Leadership: Empowering Others Through Inclusive Practices
Servant leaders put others first, making Learning and Management key aspects of the CALM framework. Authentic servant leaders seek to uplift underrepresented voices by establishing robust feedback loops.
Example: Encourage feedback from marginalized students on how to improve accessibility to library services and use that input to drive policy changes.
Key Authenticity Point: If service is at the heart of your leadership, prioritize continuous feedback from those you aim to serve.
10. Situational Leadership: Adapting Based on the Needs of the Moment
Situational leaders adapt their style to the context, naturally fitting with the Adaptability aspect of the CALM framework. Regular feedback loops allow situational leaders to adjust based on evolving circumstances and the needs of their team.
Example: Adjust your leadership approach during a crisis, using feedback to determine whether a more directive or collaborative style is needed.
Key Authenticity Point: If flexibility defines your leadership, maintain that adaptability by using real-time feedback to tailor your approach.
Conclusion: Find Your Authentic Leadership Style and Foster Equity with the CALM Framework
Leadership in academic libraries isn’t about adopting a single style—it’s about finding what is authentic to you while ensuring that justice and equity are central to your approach. Whether you lead through clear directives, collaboration, or vision-driven change, the CALM framework—combined with regular feedback loops—helps you remain true to your core values while continuously evolving in response to the community’s needs.
What’s your authentic leadership style, and how will you use it to foster equity and justice in your library?
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