Unveiling Next-Gen Leadership

Leadership expert and keynote speaker Steven English shares three cutting edge leadership styles that could revolutionize the sheet metal industry.

By Natalie Bruckner

Over the past two decades, the leadership landscape has undergone a significant transformation. Shifts in workplace dynamics and workforce expectations have raised questions about the efficacy of traditional leadership paradigms that have served various industries like the sheet metal sector for years. As the trades grapple with challenges in recruiting and retaining young, skilled talent, the need to reevaluate leadership practices has become increasingly apparent.

Steven English, owner of Texas-based Steven English Coaching and Training, explains that while traditional leadership styles still have relevance in certain situations, they could well fall short in addressing the contemporary needs of today’s sheet metal workforce. In fact, the once-revered commanding leadership style—known for its effectiveness in meeting tight deadlines or handling emergencies—may contribute to disengagement and increased turnover.

English suggests a paradigm shift, highlighting the importance of recognizing that not all traditional styles need to be discarded outright. “I’m not saying the commanding style no longer has its place, but in industries dedicated to a healthy future, leadership must extend beyond authority and limited dialogue,” he says. “The focus should instead be on fostering collaboration, creativity, and employee engagement—essential elements for success in the modern workplace.”

English identifies three leadership styles that have proven effective in the current, evolving era: affiliative leadership, which focuses on emotional bonds; democratic leadership, emphasizing collaboration; and coaching leadership, an underused yet potent approach. English highlights the coaching style for its emphasis on unlocking individual potential and empowering employees.

Transitioning from a traditional to more open and communicative leadership styles can pose some challenges. However, English recommends avoiding the notion of switching one style for another. Instead, he emphasizes the importance of adaptability. “Flexibility becomes paramount in catering to the diverse needs of the workforce, particularly the younger generation,” English says. He adds that leaders who can seamlessly transition between visionary, coaching, affiliative, democratic, pace-setting, and commanding styles tend to fare well in navigating the complexities of modern workplaces.

Purposeful Practice Makes Perfect

English suggests a practical approach to developing the necessary skills for this kind of leadership. He recommends gaining clarity on various leadership styles by reading books like Daniel Goleman’s Primal Leadership: Unleashing the Power of Emotional Intelligence, understanding their applications, and gradually evolving by focusing on one style of leadership at a time. “Repetition, purposeful practice, and a commitment to change are crucial elements in the process of developing new leadership habits,” he says.

He acknowledges that changing one’s leadership style also requires courage. “I would encourage leaders to experiment with new methods in lower stakes environments, such as public speaking clubs like Toastmasters or community groups,” he says. “This will help to better understand the different leadership styles, their characteristics, and how to deploy them appropriately in various situations.”

Reflecting on his insights, English draws from established concepts in habit formation and change management. He dispels the notion of quick-fix programs like weekend courses and stresses the need for genuine commitment and gradual habit development over time. Recognizing the challenges to change, he advises breaking down the process into manageable bitesize chunks.

Industry Betterment

The leadership styles English mentions also play a pivotal role in fostering successful labor-management partnerships. English says that in a commanding leadership environment, finding common ground can be a formidable challenge. On the contrary, those who embody more of the democratic leadership style showcase a remarkable ability to build consensus, even amidst differing opinions. “It comes down to identifying shared objectives and leveraging them as a foundation for progress,” he says.

“When leaders embrace a collaborative approach, recognizing the value of each member’s contribution, a culture of openness and shared responsibility emerges. This, in turn, paves the way for accelerated progress and innovation,” he adds.

Harmonious labor-management relationships, guided by leaders who prioritize collaboration and inclusivity, have served as catalysts for ground-breaking advancements. English adds that the industry’s future relies on the synergistic efforts of both labor and management working in tandem under the guidance of visionary leaders. “When great leaders at the helm foster a culture of mutual respect, open communication, and shared vision, there is truly no limit to what can be achieved,” he says.

Identifying Leaders of Tomorrow

Identifying potential leaders within an organization also presents a challenge when the current leader’s practiced style permeates through the entire hierarchy. “There is a great quote by Anaïs Nin that says, ‘We don’t see the world as it is, we see it as we are,’ making it almost impossible for a commanding leader to identify future leaders within the organization who possess a different leadership style,” he says.

To address this challenge, English recommends leveraging leadership development programs, seeking input from employees regarding respected colleagues, and engaging external trainers to identify individuals with leadership potential.

Running high potentials through different external assessments, such as a DiSC management and DiSC work of leaders, can identify their strengths, challenges, and leadership style.

“By collaborating with a leadership consultant, owners can better recognize the skills needed for the longevity of their business,” English says.

The biggest hurdle to leadership change, however, lies in a deeply human obstacle. “Ultimately, overcoming pride and ego is the key challenge for anyone changing their leadership style, regardless of the industry,” English says. “Embracing open communication, transparency, and collaboration is crucial, especially in industries with a history of command and control. The journey toward a positive leadership culture is challenging but essential for the continued success of the sheet metal industry in a rapidly evolving world.” ▪

Steven English was a speaker at the 2024 Partners in Progress Conference. Be sure to read the notes from his keynote address, “Building a Leadership Culture: Inspiring and Developing Tomorrow’s Leaders” at pinp.org

Natalie is an award-winning writer who has worked in the United Kingdom, Germany, Spain, the United States, and Canada. She has more than 23 years experience as a journalist, editor, and brand builder, specializing in construction and transportation. When she’s not writing, you will likely find her snowboarding, mountain biking, or climbing mountains with her rescue dog.