Right now there is no better public example of different leadership styles in action than the US Presidential race between Donald Trump and Kamala Harris.

I was in Ohio recently working with some clients when the Presidential debate was on and it was fascinating to hear people share that even after the debate, they were frustrated at being no clearer on who to vote for and what each candidate stood for.

Their race is playing out on a global stage, but what they can reveal to us about leadership and communication styles and the impact on individuals and organisations is relevant for anyone who cares about being a truly influential leader.

In today’s article we’re going to use a simple framework to look at their different approaches and encourage you to consider:

• Which do you notice most in your own organisation?
• Which do you tend to lean toward in your own leadership style? Would others agree?
• Which would inspire you to perform?

Above and Below the Line Leadership

The simplest behavioural model to explore the key differences in Trump and Harris’s two styles is the Above and Below the Line Leadership model.

Above the line leadership is characterised by taking ownership of your role and responsibilities, being accountable for your actions, and taking responsibility for both your wins and where you’ve ‘fallen down’.

Below the line leadership is more about being seen as doing it ‘right’ or not being seen to do it ‘wrong’, which can look like shifting blame, making excuses when deadlines or standards aren’t met, or denying or avoiding the fact there was a mistake or an issue to be dealt with.

Ask yourself this: Which one do you feel reflects your style right now? Or the overall culture of your organisation?

The Harris Trump Divide

If you were to do a Google search asking about the leadership styles of each candidate, it would be pretty clear which one they would fall into.

A recent Forbes article on Kamala Harris’s leadership style mentions how she “embodies empathy, authenticity and a commitment to equity”. And that she reminds us that “real leadership is not about one person dominating the conversation but rather one where everyone is invited to the table.”

In contrast, Trump’s defensive, victim-based approach to leadership is well documented throughout his time as President and through this current presidential campaign.

After the Presidential Debate, an Inc.com article shared: “Throughout the debate, Harris skillfully balanced talking about the voters, her opponent, and herself. Meanwhile, Trump’s messaging was primarily self-focused.” And anyone who watched saw him engage in name calling and spreading false rumours “they’re eating the cats and dogs”.

A classic example of his below the line behaviours is the fact that Trump has never admitted that Joe Biden won in the last election. Instead, he has steadfastly blamed a ‘corrupt’ voting system, denies there was a legitimate win and still claims the election was stolen.

Which style delivers the best impact and results?

Take a moment and, politics aside, ask yourself: if you were to look at the two presidential candidates as if they were two leaders of business, which would you follow? And why?

Each of their styles can have a big impact on someone, for sure. But is it a productive and positive one?

I had a very below the line leader many years ago, and that experience, which was only a very short period of three months, had a big impact on my confidence, motivation and the value I felt in myself and the value I brought to the business. After that negative experience, I swore I would never tolerate that type of behaviour again toward myself or anyone around me.

There might be initial increases in business performance due to a need to please this type of leader, however over time the business will suffer from increased turnover, lack of engagement and decreasing revenue – all driven by one leader’s style. And, both people and businesses can take a long time to recover from the impact.

Below the line behaviours are often born out of feelings of impatience, fear, frustration, overwhelm, resentment and dissatisfaction. And when you act from these emotional drivers, it can often spread like a disease through your teams and the whole business.

It’s no coincidence that in his first year, the Trump administration had a ‘record-breaking’ turnover among senior staff, according to a Brookings Institution report.

Kamala’s approach on the other hand “embodies empathy, authenticity, and a commitment to equity,” according to a quote in the Forbes article mentioned before.

And that’s what motivates an above the line approach: a focus on compassion, empowering others, staying curious about another’s experience, and focusing on delivering a positive contribution.

What kind of leader do you want to be?

We’ll find out in the next few weeks what kind of leader the American people will choose, so we’ll be watching and waiting with anticipation for the election results.

But you don’t have to wait to decide what kind of leader you want to be, you can choose that right now. And the best way to do that? Ask yourself: what kind of lasting impact do you want to have?

Do you want to be more Donald with a trail of aggressive defensive behaviours and feelings in his wake? Or more Kamala, with a constructive, inclusive approach that breeds ownership, responsibility and generosity?

Your vote matters.

We are proud to support leaders to adopt above the line behaviours in all our group and individual coaching programs. If that’s a change you want to make for yourself, your team or your organisation, reach out and we can let you know all the ways we can help.