Research has identified a variety of leadership styles based on the number of followers. The most appropriate leadership style depends on the function of the leader, the followers and the situation. Some employers lack the ability or the desire to assume responsibility. Furthermore, the specific situation helps determine the most effective style of interactions.
The key to being an effective leader is to have a broad repertoire of styles and to use them appropriately. Rosalind Cardinal When I run a program on the six styles, I like to use an activity to demonstrate the styles in action. The group is divided into 6 teams and a volunteer leader comes in to lead each team using just one of the styles.
I set them a task that takes minutes and then we debrief how it felt and what outcomes were achieved. The task is easy, so people are skilled. This is what happens: When the leader is out of the room, the team usually stops work — concerned about the consequences of continuing without the micromanagement.
After the activity the team reports that they are frustrated, angry and disengaged. It is interesting how quickly the team loses enthusiasm and initiative under the directive leader.
The team report enjoying the activity, and feel enormously proud of the work they have done, often getting out their smart phones to take pictures posing with their creation.
They often sit down for a cup of tea and a round table sharing of stories.
Often the activity is not even commenced as the team gets caught up in getting to know each other. More task focused team members often look around and get anxious when they can see other teams working. The team reports that they enjoyed the sharing and relaxed atmosphere, but that they started to wonder when they would start work.
They start in the car park, and I have on occasion seen the team vote to get a coffee and disappear.
They are then startled to find when they return that there was an activity to do that they missed!
Even when the team votes to come inside and do the activity the progress is slow as everything has to be agreed before action happens. Team members report that they enjoyed being consulted and having a voice in the decision making, but got anxious when they could see lack of progress compared with other teams.
The team operates with high energy, engagement and motivation. Despite this, the team members remain engaged, seeing this as a consequence of the high standards set by the leader. At the end of the task the team reports that they enjoyed the experience, are proud of what they achieved, but are exhausted.
When a team member proves to be particularly good at an aspect of the task, the leader has them demonstrate and teach the others. The team gets absorbed in the learning and people are often surprised to hear that the time is up.
It is a fascinating exercise that demonstrates clearly that there is no best style. Rosalind Cardinal Rosalind Cardinal is the Principal Consultant of Shaping Change, a Hobart based consultancy, specialising in improving business outcomes by developing individuals, teams and organisations.
Ros is a solutions and results oriented facilitator and coach, with a career in the Human Resources and Organisational Development field spanning more than 20 years.
Ros brings an energetic and proactive approach combined with a wealth of knowledge and experience.
Her expertise spans leadership development, organisational culture, team building, change and transition management, organisational behaviour, employee engagement and motivation, strategic direction and management.
Visit Shaping Change website and connect with Rosalind on Facebook.Leadership Styles - Important Leadership Styles. All leaders do not possess same attitude or same perspective. As discussed earlier, few leaders adopt the carrot approach and a few adopt the stick approach. Numerous leadership styles exist with some being more effective than others, especially in the business world.
Five primary styles are prominent and used often in a number of business models.
Autocratic leadership, also known as authoritarian leadership, is a leadership style characterized by individual control over all decisions and little input from group members.
Autocratic leaders typically make choices based on their own ideas and judgments and rarely accept advice from followers. 12 Different Types of Leadership Styles According to Research by asaecenter, leadership style is the way a person uses power to lead other people.
Research has identified a variety of leadership styles based on the number of followers. The Quick Guide to the 16 Personality Types in Organizations is written by leading experts in the theory of personality type and its applications.
This booklet helps you develop your personal effectiveness within the workplace by providing two full pages of information about each of the sixteen personality types under the topics of Problem Solving, Leadership.
Leadership is the action of leading employees to achieve goals. It plays an important role in employee performance and productivity.