Leadership styles
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This document discusses different leadership styles for managing teams effectively. It identifies four situational leadership styles: directing, coaching, supporting, and delegating. The directing style involves close supervision, one-way communication, and the leader defining tasks. Coaching still involves the leader defining roles but seeks input from followers. Supporting facilitates follower decision-making and control. Delegating gives followers most control over decisions but the leader remains involved. No single style works in isolation - effective leaders apply the right blend based on follower personality and tasks to maximize contribution and setup high-performing teams.
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ORGANIZATIONAL LEADERSHIP
Learning Outcomes:
At the end of this chapter, you should be able to:
explain what organizational leadership is;
distinguish between leadership and management;
describe different organizational leadership styles;
expalin what situational leadership, servant leadership are; and
discuss how to sustain change in an organization.
ORGANIZATIONAL LEADERSHIP
ORGANIZATIONAL STYLE:
AUTOCRATIC STYLE
CONSULTATIVE STYLE
DEMOCRATIC STYLE
LAISSEZ FAIRE
AUTOCRATIC STYLE
Autocratic comes from the Greek root word “auto” which means “self”, and “kratos” which means “power”
Autocratic leaders do decision making by themselves.
Autocratic organizations assume and expect their leaders to be autocratic leaders within preset framework of rules and regulations.
Three Types of Autocratic Leadership:
Directing Autocratic Leadership-employees are explicitly told what to do.
Permissive Autocratic Leadership-the leaders makes the decision but allows emplyoyees to choose how to complete assigned tasks to a certain extent.
Paternalistic Autocratic Leadership-the leader directs and make all final decisions, but with the well-being of the team members as a priority.
PROS & CONS OF AUTOCRATIC LEADERSHIP:
Pros:
High clarity on structure and roles
Quick decision making
Improved crisis management
Strong guidance increases the perfoemance of inexperienced team member
Strong target focus
Cons:
It requires total control
Lack of empowerment
Strong dependency on the skills of the autocratic leader
Too high dependency on the leader
Complete lack of trust
Use of intimidation
CONSULTATIVE STYLE:
Consultative leaders allow participation of the members of the organization by consulting them but make the decision themselves.
Negative Effects: managers are prone to overuse the consultative leadership style due to the perception that everyone is getting a say, despite the possibility for a large amount of unnecessary being formed.
DEMOCRATIC STYLE:
The word “democracy” originates from the Greek words “demos” which means “people” and “kratia” which means “power or rule”
Democratic leaders allow members of the organization to fully participate in decision making.
A democratic management style can improve your culture of employee engagement, commitment and job satisfaction.
LAISSEZ FAIRE:
Laissez faire is a French word that means “leave alone”
In laissez faire or free-rein leadership style, leaders avoid responsibility and leave the members of the organization to establish their own work.
Power is transferred to the team members.
The leader remains responsible for providing resources.
All decision making is left to the team.
PROS & CONS OF LAISSEZ FAIRE LEADERSHIP
Pros
A highly experienced and skilled team can thrive
Team members have creative freedom
The retention rate of experts can increase
Cons
Teams that need concistent guidance fall apart
The leader as uncaring and absent
Productivity decreases
Team members are confused about their roles
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Leadership styles
- 1. LEADERSHIP SETUP A HIGH PERFORMING TEAM!
- 2. TEAM? WHY?? PERFORMING AS A TEAM IS A NECESSITY… INDIVIDUALS HAVE NOT ACHIEVED UNLESS BACKED BY AN EFFECTIVE TEAM
- 3. SO WHAT? A WELL OILED MACHINE IS CRITICAL TO CREATING AN EVER - EXPANDING TOP LINE AND IMPROVING PRODUCTIVE OUTPUTS…
- 4. TEAM BUILDING FIND, DEVELOP AND DEVELOP A GROUP OF EXPERTS WHO UNDERSTAND THE NEED FOR UNIFIED APPROACH… BUT THE KEY TO MANAGING THESE INDIVIDUALS ?
- 5. MANAGEMENT STYLES SUCCESSFUL LEADERS BASE THEIR LEADERSHIP BASED ON THE EMOTIONAL AND EDUCATIONAL NEEDS OF THE TEAM MEMBER, AND THE TASKS GIVEN TO EACH TEAM MEMBER… THESE DEPENDS ON SITUATIONS, HENCE CALLED SITUATIONAL LEADERSHIP STYLES WHAT ARE THESE STYLES?
- 6. STYLE 1: DIRECTING LEADERS DEFINE THE ROLES AND TASKS OF THE ‘FOLLOWER’ AND SUPERVISE THEM CLOSELY. DECISIONS MADE BY THE LEADER ARE ANNOUNCED, SO COMMUNICATION IS LARGELY ONE- WAY. THE FOCUS IS ON STRUCTURE, ORGANISE, TEACHING AND SUPERVISING.
- 7. STYLE 2: COACHING LEADERS WHO COACH STILL DEFINE ROLES AND TASKS, BUT SEEK IDEAS AND SUGGESTIONS FROM THE FOLLOWER. DECISIONS REMAIN THE LEADER’S PREROGATIVE, BUT COMMUNICATION IS TWO-WAY.
- 8. STYLE 3: SUPPORTING LEADERS PASS DAY-TO-DAY DECISIONS, SUCH AS TASK ALLOCATION AND PROCESSES, TO THE FOLLOWER. THE LEADER FACILITATES AND TAKES PART IN DECISIONS, BUT CONTROL IS WITH THE FOLLOWER. THE FOCUS IS ON PRAISE, LISTENING, ASKING, EXPLAINING AND FACILITATION.
- 9. STYLE 4: DELEGATION LEADERS WHO DELEGATE ARE STILL INVOLVED IN DECISIONS AND PROBLEM SOLVING, BUT CONTROL IS WITH THE FOLLOWER. THE FOLLOWER DECIDES WHEN AND WHERE THE LEADER BE INVOLVED.
- 10. WHICH ONE TO USE? NONE OF THE FOUR STYLES WORK IN ISOLATION. KNOWING HOW TO USE THESE MANAGEMENT STYLES EFFECTIVELY IS THE KEY TO BUILDING A STRONG TEAM. ITS IMPORTANT TO IDENTIFY THE TEAM MEMBER’S PERSONALITY TYPE AND APPLY THE RIGHT BLEND OF LEADERSHIP, TO MAXIMISE THEIR CONTRIBUTION. USING THE RIGHT BLEND OF STYLES, HELPS SETUP EFFECTIVE TEAMS.
- 11. YOUR TIME IS VALUABLE THANKS FOR YOUR TIME COMMENTS/FEEDBACKS /pcthakkar @pcthakkar