One of the most insightful questions leaders can ask themselves is, “Whom do I serve?” The answer reveals far more about their leadership style and influence than personality traits or emotional intelligence ever could. Here are five distinct leadership archetypes and the motivations that drive them:

1. The Sociopath

• Characteristics: Shows reckless disregard for anyone other than themselves.
• Strengths: Typically charming and highly effective at manipulating people and organizational systems.
• Impact: Their self-serving nature can erode trust and destabilize the organization’s foundation.

2. The Egoist

• Characteristics: Focused on accumulating wealth, power, and status.
• Strengths: Can drive growth and profitability, but only when organizational goals align with their personal interests.
• Impact: Their vision is limited to self-gain, which may hinder long-term organizational health.

3. The Chameleon

• Characteristics: Adaptable yet insecure, often driven by a need to be liked.
• Strengths: Ability to adjust to different environments and situations.
• Impact: Their lack of courage and struggle with tough decisions can impede progress and stability.

4. The Dynamo

• Characteristics: Results-oriented, exceeding quotas, delivering large projects on time, and generating profits.
• Strengths: Skilled at mobilizing resources and leveraging the efforts of others.
• Impact: Their drive for results fuels short-term success, though they may require alignment with strategic, long-term goals.

5. The Builder

• Characteristics: Champions the collective good of the organization.
• Strengths: Focuses on managing the “whole pie,” ensuring growth is sustainable and balanced across all areas.
• Impact: Builders prioritize long-term success, remaining undistracted by fleeting profits or external pressures.

Understanding whom you serve shapes your leadership style and legacy. Leaders who prioritize collective success over personal gain leave lasting, positive impacts on their teams and organizations. Which archetype aligns most with your leadership approach?

^{_{Source: MIT Sloan}}