I’m thrilled to share that I’ve recently become part of the WITI (Women in Technology International) Leadership community, and I’ve already found it to be an incredibly enriching experience. This week, our discussions focused on the fascinating concept of leadership styles specifically the North, South, East, and West approaches and how they shape the way we lead teams, make decisions, and navigate challenges in our organizations. The session was inspired by an insightful Forbes article (https://lnkd.in/e8Bky-uT), which highlighted how understanding these different styles can help leaders create stronger, more effective teams.
The South leadership style
The South leadership style, in particular, resonated deeply with me. South leaders thrive on collaboration and consensus-building. They actively seek input from team members, listen deeply, and create a culture of open communication and psychological safety. In startups and growing organizations, where pressure and uncertainty can be high, this approach can be transformative. I’ve seen firsthand how leaders who prioritize inclusion and dialogue foster trust and engagement, creating teams that not only perform but feel valued and seen. In my work with over 40 startups from pre-revenue through Series A, I’ve found that teams guided by a South style often develop resilience and loyalty, because people feel genuinely heard and included.
However, reflecting on my own leadership journey, I realized that no one style can carry the weight of every challenge. There are moments when a North approach is necessary stepping in decisively, making quick, high-stakes decisions, and driving results forward. North leaders excel at setting clear direction, holding accountability, and creating momentum. Yet, relying exclusively on this style can sometimes leave teams feeling disconnected, undervalued, or even burned out. The challenge and the art of leadership is knowing when to pivot, balancing decisive action with empathy and collaboration. Learning to flex between styles intentionally has been a cornerstone of my own leadership development, especially as I’ve moved from roles as CEO and COO to Chief People Officer and organizational development consultant.
Chief Heart Officer
This lesson was reinforced recently when I listened to Claude Silver, Chief Heart Officer at VaynerMedia, on Trevor Houston’s podcast (https://lnkd.in/eFpVw8Sb). Claude’s perspective on heart-centered leadership is profound. She shared, “We, the culture, adapt to them,” emphasizing that leadership is not solely about authority or structure it’s about empathy, understanding, and building a space where everyone feels safe and valued. This resonated deeply with me because it aligns with the philosophy I bring to the founders and teams I mentor. Leadership is not a title or a position; it’s an ongoing practice of awareness, reflection, and intentional action.
In my experience, one of the most common challenges founders face is the tension between growth and culture. Startups move quickly, and the pressure to deliver results can make it tempting to default to a North-style, top-down approach. But without attention to people, systems, and culture, even the most innovative startups can struggle to retain talent, maintain morale, or scale sustainably. Helping leaders find that balance blending heart and action is at the core of my mentoring and consulting work. I’ve guided teams through everything from implementing performance frameworks and leadership development programs to designing HR systems that reduce friction and improve engagement. In every case, the outcome is stronger, more resilient teams and leaders who can scale without sacrificing humanity.
What I love about leadership discussions like those in WITI is that they reinforce the idea that leadership is a journey, not a fixed identity. You can adopt traits from different styles, adapt to your team’s needs, and grow in ways you never imagined. This is especially important for founders, who often carry both the vision and the weight of responsibility for their company. My goal as a mentor is to help leaders navigate these complexities to see the patterns, understand their own tendencies, and develop the flexibility to lead with both clarity and compassion.
I also want to highlight that learning doesn’t stop with formal training or theory. Podcasts, conversations with peers, and personal reflection are all critical tools for growth. Listening to leaders like Claude Silver, engaging with the WITI community, and observing the outcomes of different leadership approaches in real-world settings have all been pivotal in shaping how I advise founders and executives. One of the most rewarding aspects of my work is seeing leaders implement these lessons and transform both their teams and their own leadership approach.
For those navigating the complexities of leading growing companies, the takeaway is clear: leadership is about both heart and results. It’s about creating a culture that feels safe and inclusive while driving performance and achieving goals. It’s about knowing when to collaborate and when to take decisive action. And it’s about committing to continuous learning, self-reflection, and growth. Every decision, every interaction, and every initiative is an opportunity to practice these skills and strengthen your impact.
If you’re a founder, executive, or aspiring leader, I’d love to help you navigate these challenges. Through mentorship, I work with leaders to scale teams sustainably, build strong culture, and implement systems that allow organizations to thrive without burning out. My approach combines behavioral science, operational expertise, and leadership strategy all tailored to your unique context. Whether you’re working on team dynamics, performance management, or your own personal leadership development, mentorship can accelerate your growth and create tangible results for your company.
Leadership is not a static skill it’s a craft. And it’s one that becomes more rewarding when you have the guidance, support, and accountability to refine it over time. If you’re ready to take your leadership journey to the next level, I encourage you to reach out. You can schedule a mentoring session with me.Together, we can explore how to lead with both heart and clarity, cultivate a high-performing team, and create an organization where people feel safe, supported, and inspired to do their best work.
Let’s embrace the journey of leadership growth, together.
