I have always believed I was a pretty laid-back leader. The kind of boss who’s easy to talk to, open-minded, and hands-off where needed. You know—the “cool boss.” That was until a recent course I took completely shifted my perspective.
We were covering a module on the Fundamentals of Leadership, and it introduced a framework that really made me stop and reflect. According to the model, leaders fall into four broad types, defined by two factors: your level of involvement and your need for control. When mapped out, these create four leadership styles:
1. The Navigator: High Involvement, High Control
This leader is hands-on, deeply engaged in the process, and likes to have a strong say in decisions and outcomes. They are usually present in most team activities, keen on steering things directly, and are not shy about stepping in when needed. Well guess what, this is where I landed. To my surprise, all signs pointed to me being a Navigator. I laughed to myself. So maybe I am not the cool, detached boss I thought I was maybe I just really like knowing what’s going on and ensuring things are done well. That realization was both humbling and helpful.
2. The Designer: High Involvement, Low Control
Designers are very engaged, love participating in the day-to-day, and thrive in collaborative environments. However, they are happy to give others control over execution. They value trust and creativity, often acting as facilitators rather than overseers.
3. The Architect: Low Involvement, High Control
Architects prefer to work at the structural level. They design the systems, frameworks, and processes that guide the work, then step back. They don’t engage with every small detail, but they do want the outcome to follow a specific plan or vision.
4. The Editor: Low Involvement, Low Control
Editors are the most hands-off of the four. They give their teams full autonomy, only stepping in when things go off course. This leadership style flourishes in high-trust settings with self-motivated teams. What struck me most was how none of these styles is better or worse. They’re simply different. They reflect how we naturally show up in leadership, how we make decisions, relate to our teams, and drive results. And the best part? These styles are not set in stone. Leadership evolves. Who I was five years ago isn’t who I am now. And five years from now, I might lean more toward a Designer or even an Editor, depending on the team, the season, or the goals in front of me. But in this moment, I’m a Navigator. And now I understand what that means—and how to lead better because of it.
So, which one are you? Have you ever taken a step back to really assess your leadership style? And if you did, would it match how others experience you?
Let’s talk about it.