What is Pacesetting Leadership?

Pacesetting leadership is the perfect leadership model for overachievers. That’s because, in this leadership model, the leader sets the benchmark for performance. So, the higher they set that benchmark the better; a pacesetting leader is a line manager who wouldn’t ask their employees to do anything they’re not able to do themselves.

Pacesetter leaders are passionate about being the best. They continually strive to do things better or faster, and they expect their employees to try to do the same. Pacesetting leadership is best used when the employees involved are highly competent and highly motivated. This is because pacesetters demand excellence. As an employee, if you cannot meet the demand for excellence offered by pacesetting leaders then this could lead to a sharp drop in morale.

So, what exactly is a pacesetting leader and what characteristics do they demonstrate? Is pacesetting leadership the right leadership model for your business? Here’s everything you need to know:

What is Pacesetting Leadership?

Pacesetting leadership is a leadership model in which, as the name suggests, the leader sets the pace for the organisation. A key element of pacesetting leadership is that the leader leads by example. They set high standards both for themselves and for their employees, and they have strong motivating forces. Often their employees are not as highly motivated as they are, but pacesetting leadership works best when the team is as highly motivated as the leader themselves. Pacesetting leadership is often used in high-pressure and high-level situations, which is why it is so commonly used in medical education and medical training.

Pacesetting leadership doesn’t work for everyone, but it can be particularly beneficial if workloads are high. If there’s a lot to be done, and it needs to be done quickly, that goal is more likely to be achieved using this leadership model. However, it is important to note that, in order to be successful, both the pacesetting leader and their team need to be highly skilled. This approach will only work if everyone involved knows what is expected of them and can execute those expectations to a high standard.

Characteristics of Pacesetting Leadership

The characteristics of pacesetting leadership are a leader who:

• Leads from the front. These leaders are highly visible and always accessible to their employees.
• Leads by example. Pacesetting leaders would never ask their employees to do something that they aren’t able to do themselves.
• Sets high standards, targets, and goals. A pacesetting leader will always overreach and try to exceed all expectations. When a goal is reached, they will set a new goal. A pacesetting leader will always want to better themselves and will encourage their team members to do the same.
• Expects his or her team to excel with minimal management. Pacesetting leaders encourage their team members to get their heads down and get on with things. Whilst they are ever-present, they prefer a minimal intervention approach.

Positives of Pacesetting Leadership

There are many benefits of adopting a pacesetting leadership approach.

• Improved Performance. Because pacesetting leaders have incredibly high standards and expect high performance from their teams, they are quick to increase the performance levels of their teams. Employees working under pacesetting leaders tend to perform better, because they are continually motivated to do so.
• Models Best Practice. When utilised correctly, the pacesetting leadership model shows employees the right or best way to do things by modelling best practices. Pacesetting leaders don’t just talk the talk: they are also able to walk the walk. People like to see a leader that can fulfil their role: there’s nothing better than seeing the captain of the ship swabbing the deck, after all. These leaders are willing to be hands-on and pitch in with tasks at every level. This can serve the second purpose of helping to boost employee morale and create a sense of team cohesion.
• Works Best for Achievement Oriented Employees. If you’re working with a team of employees that are highly competent, highly motivated, and experienced in their roles then a pacesetting leadership method could be the best available management technique. These individuals are already motivated, but a pacesetting leader could help them to take that motivation to the next level: when these individuals are paired with a pacesetting leader, they work together to focus on ensuring processes are better, faster, and cheaper. This is a great combination, and one that can only be beneficial to overall team productivity, and company success.

Negatives of Pacesetting Leadership

Whilst there are many benefits of adopting a pacesetting leadership approach there are also negatives of this approach too. The main drawback of this approach is that it can have a serious and negative impact on employee morale. Because the demands of pacesetting leadership are so high, they can lead employees to feel that they are failing and that their work isn’t up to standard. This can also lead to a poisonous work environment that can feel very difficult to work in.

It is not advised to practice pacesetting leadership in the long term, and this is another drawback of this leadership model. This is because, in the long term, pacesetting leadership results in a team that’s demotivated and burned out. It simply isn’t sustainable and can result in high staff turnover rates which are not only expensive but can also impact team productivity as you train new team members and bring them up to standard. Pacesetting leadership is intense. It can be very effective in short bursts, but should never be viewed as a sustainable, long-term leadership model.

Situations When Pacesetting Leadership Works

There are many situations when using pacesetting leadership can be incredibly beneficial. These include:

• When Your Team Isn’t Hitting Targets. If your employees are less productive than usual and are failing to reach targets for largely internal reasons, then switching to a pacesetting leadership model could motivate them to improve. This works particularly well in sales teams that fall behind the target. When their pacesetting leader gets in the trenches with them and takes responsibility for hitting targets too, the employees are more likely to want to follow suit and work a little bit harder to achieve in the same way as their leader. It’s important to note that this will only work if you have a team that is already well trained and know how to execute at a high level. If you try to motivate an unskilled or inexperienced team using a pacesetting leadership model then this is only likely to leave them feeling panicked, stressed, and uncertain.
• In Time-Sensitive Situations. The most obvious situation for pacesetting leadership to be introduced is when there is an urgency of time. If there will be big consequences for your team not hitting a certain target, and the pressure to deliver is high, pacesetting leadership could help to motivate your employees to meet their goals.
• If Your Team Suffers from Inconsistent Messaging. It’s hard to deliver the same on-brand message to your team over and over again. But inconsistency can impact both morale and productivity. If you need your team to reach a specific goal then pacesetting leadership can help to reinforce specific messaging, and ensure targets are met. Pacesetting leadership messaging could help to encourage your team about the importance of staying on-task, although it’s important to note that burnout rates can be high with this approach, so it should only be used for a relatively short period of time.
• To Help to Motivate Your Team. If your team has experienced a period of uncertainty or change then their morale may be low. But pacesetting leadership can help to motivate them, letting them know that you’re all in this together and that you’re prepared to help and support them every step of the way. You aren’t asking them to do anything you aren’t prepared to do yourself, and whilst this may apply excess pressure to your team it also boosts their morale and strengthens feelings of team unity. As an added bonus, it will help you to reach your goals at the same time.
• Best Used in Short Bursts. At its most effective, pacesetting leadership is only used in short bursts, as it can be draining for employees to work alongside a pacesetting leader for an extended period of time. Pacesetting leadership is best used in situations where they are new or problem employees, or when you are dealing with a time-sensitive situation. It’s important to note that this leadership style should be approached with caution because if it is used too much it can lead to a decrease in employee morale and a negative working environment.

When to Avoid Pacesetting Leadership

Whilst there are many benefits of pacesetting leadership, there are also some clear situations in which pacesetting leadership is best avoided. Some of these situations are:

• If Employees are Feeling Stressed or Overwhelmed. If your employees are already feeling stressed and overwhelmed, or are suffering from low motivation, then the increased pressure of the pacesetting leadership model will only exacerbate the situation. It’s essential to ensure that your teams are already both skilled and motivated before you implement this leadership model, and to be aware that if motivation levels drop or stress levels rise then it may be time to change your approach. Stressed team members who are experiencing self-esteem issues and feelings of inadequacy aren’t going to be in a position to give you their best.
• In Boring or Repetitive Business Situations. There is already less room for innovation or creativity in a pacesetting leadership situation because the model is so results-oriented. So, if your working environment is already particularly boring or repetitive then this may not be the best approach. This is because employees that are bored, and not being challenged, are more likely to lower their productivity levels or become so unmotivated that they look for a position elsewhere.
• In Teams with Low Employee Engagement. If you’re not working together, with cohesive team morale and strong team bonds, then the extra pressure of the pacesetting leadership model may not be beneficial. If there’s no focus on building team relationships, then creating an engaging company culture using an affiliative leadership model might be a better option for you.
• Where Trust is Lacking. Employees should trust their pacesetting leader completely. They should trust their judgement and their work, and the leader should fully trust their employees too. If there isn’t a strong foundation of mutual trust that the work will always be of a high standard, and delivered on time, then this leadership won’t work. It will only lead to tensions and could lead to the leader becoming a micromanager.

Examples of Pacesetting Leadership

Perhaps one of the best modern examples of a pacesetting leader is Jack Welch, the former CEO of General Electric. Welch had high expectations for his employees and a low tolerance for underperformance. That’s why, when he became the CEO of General Electric in 1981, Welch fired the lowest-performing 10% of his management team. He then tasked his management team with firing the lowest-performing 10% of all of the organisation’s employees. Whilst Welch’s management style was incredibly brutal at times, it was also incredibly effective. Under his leadership, General Electric cemented its position at the summit of the business world, experiencing earning growth rates of more than 10% for many consecutive quarters.

Another famous example of a pacesetting leader is the one-time Captain of the Indian cricket team, Virat Kohili. When Kohili began his professional cricket career he was slightly overweight, and he noticed that many of his teammates had similar physiques. This disadvantaged his team in a sport that relies on the stamina and agility of its stars. So Kohili decided it was time to work out, in order to shed the weight and improve his overall fitness: and using a pacesetting leadership approach, he encouraged his teammates to do the same. Those teammates who remained unfit because they did not follow Kohili into the gym and submit to his new regime were ultimately excluded from his squad, regardless of their skills or the size of their star. This is a key example of pacesetting leadership being used to motivate; as well as the consequences faced by those who don’t conform to this model.