Pacesetting Leadership – What is it and how to do it

What Is The Definition of Pacesetting Leadership?

Pacesetting leadership is one of six leadership styles first introduced by Daniel Goleman.

It can be described as a leader who sets and upholds high standards and expectations for their team. They set the pace, lead by example, and encourage team members to do as they do.

Pacesetting leaders typically prioritise a high level of performance, speed, and quality in their work. They expect other team members to match their efforts, too.

The pacesetting leadership style’s aim is to focus on results. The leader expects team members to abide by established guidelines and meet deadlines. To ensure team members can achieve these goals, leaders don’t ask employees to take on tasks they’re not equipped to handle.

Examples Of Pacesetting Leadership

Leaders in numerous industries have used the pacesetting leadership style to connect with their teams and make great things happen.

If you’re looking for a pacesetting leadership example to inspire you, here are some noteworthy ones to keep in mind:

1. Military Leaders

Military leaders often exemplify the pacesetting leadership style.

In the military, all soldiers and personnel, regardless of rank, are expected to uphold the highest standards at all times. For example, leaders clearly set a goal and implement strict project completion schedules.

If those of lower ranks do not adhere to these schedules and achieve specific goals, they may be subject to scrutiny and criticism. However, their leader is also subject to the same consequences – the person who sits above them also has high standards and expects them to lead by example.

In the military, pacesetting leadership is also often used because personnel are expected to perform well without external motivation. In other words, they should do their job because they want to serve the organisation’s higher purpose.

2. Sales Team Leaders

Many sales team leaders rely on pacesetting leadership to help their team members meet quotas and grow their companies.

In the sales world, it’s common for leaders to expect employee motivation to be high and for them to consistently strive to perform better than they did the day before. Sales leaders typically expect ongoing growth and continuous KPI (key performance indicator) – and they exemplify these behaviours themselves.

3. Sports Team Managers

Coaches and sports team managers may also use a pacesetting leadership style to guide their teams to victory.

In many cases, coaches and team managers have been players themselves. Because they’re familiar with what it takes to be a great athlete, they’re able to lead by example and show team members how they want them to behave during training sessions and matches. This is something we

Sir Alex Ferguson, who led the Manchester United football team to 13 premier league titles during his 26-year tenure, often exemplified tenets of pacesetting leadership. He was well-known for his tireless dedication to the team, and he expected the players to emulate his work ethic.

4. Headteachers

In academic settings, headteachers also utilise a pacesetting leadership style.

Headteachers often have a clear set of objectives that they expect each teacher to meet. They also expect the teachers to follow in the headteacher’s footsteps and behave as they would if they were in the teachers’ shoes.

Headteachers often expect the teachers they oversee to be intrinsically motivated to perform to the best of their abilities without close supervision. They want teachers to strive to fulfill their responsibilities and serve their pupils each day.

Regardless of the industry, as a leader it is important to make sure you have the relevant leadership development training to be able to inspire your team and bring out the best in them at all times.

What Are the Advantages And Disadvantages Of Pacesetting Leadership?

Like every leadership style, there are pros and cons to pacesetting leadership. Below, you’ll learn some essential pacesetting leadership pros and cons.

Advantages

Here are some of the most significant benefits you can enjoy when you practice pacesetting leadership appropriately:

Establish Goals Clearly

It’s typically easy for pacesetting leaders to understand what they (and their employees) need to accomplish. This understanding helps the leader to set clear goals and establish specific expectations for their employees to meet.

Achieve Goals Quickly

Because pacesetting leaders are good at setting clear goals and explaining what they want their employees to do, it’s often easy for their teams to achieve goals and make progress quickly. In situations when time is of the essence, this advantage is especially noteworthy.

Respect Employees’ Unique Skills

When pacesetting leadership is practiced appropriately, the leader shows great respect for each team member’s unique skills. They acknowledge that everyone has different strengths, and they assign tasks in a way that highlights those strengths and allows everyone to perform to the best of their abilities.

Improve Teams Rapidly

Because pacesetting leadership identifies issues and addresses them right away, it’s easier for teams to continuously grow and improve. Whether it’s a sales team or a football team, the members will make ongoing progress and outshine their competitors.

Disadvantages

The following are some of the most significant disadvantages you and your team might experience if you practice a pacesetting leadership style:

Employees May Feel Stressed or Unmotivated

In some scenarios, pacesetting leadership can cause employees to feel extra stressed. When a leader has very high expectations, team members may experience anxiety as they try to keep up with their demands.

Pacesetting leadership also operates under the idea that everyone is intrinsically motivated. That’s not always the case, though. Some people go through periods where they’re less motivated, but pacesetting leaders don’t always make allowances for those individuals.

Employees May Not Feel Trusted

Pacesetting leaders set the standard for the rest of the team to meet.

This approach can cause some employees to feel that their leader doesn’t trust them to make good decisions or think for themselves. As a result, they may not feel respected or feel that their unique skills are appreciated.

Work Can Become Repetitive

In a workplace guided by a pacesetting leader, it’s easy for work to become repetitive. Pacesetting leaders often prioritise results above all else, meaning there’s less room for breaking from the routine and doing other things that are seen as less productive.

Engagement Rates May Drop

After a while, doing the same tasks over and over can cause employees to check out and become less engaged in their jobs. They may go on autopilot and start doing what they know gets results, even if they’re not exceptionally dedicated to or don’t believe in it.

Employee Loyalty May Decline

A lack of engagement among team members can also contribute to a decrease in employee loyalty.

When employees feel that their primary purpose is to achieve results and complete the tasks their leader asks them to handle, they might not feel particularly appreciated. This lack of appreciation can also cause the employees to feel less loyal to their leader and the company as a whole.

Employees May Not Get Sufficient Feedback

Some pacesetting leaders are good at telling people what to do but not good at telling them when they’ve done something well or when they need to make changes. When employees don’t get sufficient feedback, this issue can also impact their engagement.

Employees May Become Burnt Out

Problems with employee engagement and loyalty, coupled with repetitive work and increased stress, are a recipe for burnout. In some cases, leaders who practice the pacesetting approach can contribute to employee burnout and harm their mental health.

Employees May Be Less Innovative

When a leader is dedicated to results above all else, there’s often less room for innovation among their team members. Because everyone is focused on being as productive as possible, they don’t have time to think outside the box and develop more creative solutions.