If you're in a leadership role, I assume you have a private one-on-one with each of your team members fairly regularly. Today's Discovery Experiment is a conversation guide around Coaches, Patrons, and Investors you can use to find out who you match up with your team's individual needs. 

1. Do some self-analysis. Are you at your best when you're a Coach, Patron, or Investor? Should you be a little of all of them? Yes, of course, but there is usually one you prefer to be. I know I'm best as a Patron. Read more about this idea here.

1. Coaches are great at sharing their expertise with others and guiding their team members as they learn to step into their potential. Their job is to help the individual be better at who they could be.

2. Patrons are great at seeing how someone's expertise could be helpful to others and giving their team members opportunities to try out their skills in areas they might not have imagined before. Their job is to help the individual lean into their potential.

3. Investors are great at finding people with the expertise to get the job done and get out of their way. Their job is to help the individual succeed by clearing the path forward to success.

2. Discuss with your team member. Below are some questions you can ask to guide the conversation and discover which type of leader they might need. Don't worry if it's not you. It doesn't mean you can't be their manager. Keep the questions open-ended and ask for examples. In the early questions, we don't want to prime them with the "Coach, Patron, Investor" characters. 

1. I'd like you to think about the best leader you've worked with; what about their style appealed to you? - are they telling you stories about people who taught them things, who saw the potential in them, or who created opportunities for them?

2. Let's talk about your ambitions. What kind of conversations or help do you need to get to the next level? - are they asking for coaching, someone to brainstorm possibilities with, or do they know and want someone to make it happen?

3. I did some self-reflection and believe I am best when I'm a "insert your leadership style here." What this means is I tend to "insert the language above that describes your style." How does knowing this change your thoughts about creating your future with me?

Remember, you have the power to DECIDE their future. They might find these questions challenging if they need to be more confident in their relationship with you. If you're concerned about confidence, it might be worth investing in an Ambition Guide to navigate this conversation.

So what if you find that your team member will thrive with a different kind of leader than who you are best at being? I'm sure you can adapt to what they need. It's part of the role of leadership, after all. It's also worth sharing this insight with your team member because learning to work with all types of leaders will help them in the future. And lastly, remember you don't have to lead all alone. All team members should have access to advisors, mentors, and sponsors. Do you have people in your organization who can be their "insert roles that you're not"? 

Ambitions don't manifest alone; the more support your team members get, the more you'll all win.