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Leadership Styles
- 1. Leadership Styles Paul B. Thornton
- 2. Leadership Styles Directing Discussing Delegating
- 4. •Tell Them
- 6. Give them a road map
- 7. One Way Communications Leader Employee
- 8. Use the Directing Style • Time constraints • Inexperienced employee • The task must be done a particular way
- 9. Issues with the Directing Style
- 10. 1. Too direct or not direct enough
- 12. 1. Too direct or not direct enough 2. Too many or missing details
- 13. • Too many details
- 14. Missing Details To: All members of staff-- There will be one free drink per person at this year’s summer party. Also, please bring you own cup. Regards, Management
- 16. 1. Too direct or not direct enough 2. Too many or missing details 3. Communication breakdowns
- 17. Causes of Communication Breakdowns • Confusing message • Missing details • Jargon • Distractions • Person isn’t listening • No feedback
- 18. DIRECTING STYLE Reward and recognize people when they follow directions.
- 19. • Your hard-working and generally efficient administrative assistant, Sue, has recently been bringing in resumes and cover letters to type for her unemployed husband. He has been out of work for six weeks. This has caused her regular work to be a bit backlogged. You (her manager) want this to stop. Using the Directing Style explain what you would say?
- 21. •Ask Questions
- 22. What How When
- 23. Two Way Communications Leader Employee
- 24. Use the Discussing Style • Time is available • Opportunity to influence goals and plans • Employee has experience, confidence, and ideas related to the task
- 25. Issues with the Discussing Style
- 26. 1. Too much or too little discussion
- 28. 1. Too much or too little discussion 2. Creating an in-group and an out-group
- 30. 1. Too much or too little discussion 2. Creating an in-group and an out-group 3. Only focus on the numbers
- 31. Hard Data Soft Data
- 32. 1. Too much or too little discussion 2. Creating an in-group and an out-group 3. Only focus on the numbers 4. Groupthink
- 33. Groupthink Do we agree? Yes Yup Agree Yes I Agree Bad idea We’re doomed No
- 34. DISCUSSING STYLE Reward and recognize people when they contribute and share their ideas.
- 35. • Your hard-working and generally efficient administrative assistant, Sue, has recently been bringing in resumes and cover letters to type for her unemployed husband. He has been out of work for six weeks. This has caused her regular work to be a bit backlogged. You (her manager) want this to stop. Using the Discussing Style explain what you would say?
- 37. Take care of this…
- 38. • Delegating …I want you to research the problem and identify several recommendations by this Friday.
- 39. Use the Delegating Style • …When the employee has the experience, skills, and motivation to do the task
- 40. Issues with the Delegating Style
- 41. 1. Too much or too little delegation
- 42. Too Much Too Little
- 43. 1. Too much or too little delegation 2. Delegate--then jump back in
- 44. 1. Too much or too little delegation 2. Delegate--then jump back in 3. Wrong person for the task
- 46. Like throwing a non-swimmer in the deep end of the pool.
- 47. DELEGATING STYLE Reward and recognize people when they work independently and get the job done.
- 48. • Your hard-working and generally efficient administrative assistant, Sue, has recently been bringing in resumes and cover letters to type for her unemployed husband. He has been out of work for six weeks. This has caused her regular work to be a bit backlogged. You (her manager) want this to stop. Using the Delegating Style explain what you would say?
- 50. 3-D LeadershipModel Tell Ask Empower DIRECT DISCUSS DELEGATE
- 51. • Use a Leadership Style that fits the needs of the situation.
- 52. PERSONAL DEVELOPMENT PLAN Identify one leadership style you want to improve. List one action you will take to become more proficient in using that style.
- 53. Paul B. Thornton • Author and speaker • His latest e-books: Leadership-Perfecting Your Approach and Style—Amazon Kindle $1.99. Leadership Case Studies—Amazon Kindle $4.99.
Editor's Notes
- Can you remember when you began learning how to ride a bike? Goal setting Decision Making
- Clarify problems before giving solutions or explanations. If you don’t, you’ll end up solving the wrong problem. And I found that the most effective form of mentorship was that I would be blunt when I had to be blunt, but the tome was one of encouragement. Give short answers and ask if you answered their question. You can always say more but you can never take back.
- Pretty cheap company.
- My neighbor’s 17 year old son said to his mother – “How can I make some money?” His mother said, “Weed all of the flower beds around the house.” Is that enough direction? He dug up 3 plants his mother had planted a week earlier. Two of the plants had a wooden stick supporting the plant.
- Clarify problems before giving solutions or explanations. If you don’t, you’ll end up solving the wrong problem. And I found that the most effective form of mentorship was that I would be blunt when I had to be blunt, but the tome was one of encouragement. Give short answers and ask if you answered their question. You can always say more but you can never take back.
- “The important and difficult job is never to find the right answers, it is to find the right question.” Peter Drucker The Practice of Management,1954 Someone once said the 4 most important words in any organization---What do you think? Goal setting Making Decisions
- Questions force people to participate
- Productive discussions start with great questions.
- Productive discussions start with great questions.
- Productive discussions start with great questions.
- When individuals coach themselves, they take responsibility for their own personal growth.
- “It’s easier to do it myself.” “If you want something done right, you’ve got to do it yourself.” Things may get worse before they get better
- Can’t let go.
- “It’s easier to do it myself.” “If you want something done right, you’ve got to do it yourself.”
- “It’s easier to do it myself.” “If you want something done right, you’ve got to do it yourself.”
- Managers span of control has increased from 7 to 17. which leads to a sink or swim type of delegation.