Leadership Styles Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. As seen by the employees, it includes the total pattern of explicit and implicit actions performed by their leader Newstrom, Davis, The first major study of leadership styles was performed in by Kurt Lewin who led a group of researchers to identify different styles of leadership Lewin, Lippit, White, This early study has remained quite influential as it established the three major leadership styles:
These frameworks and styles of leadership are based on several different approaches to leadership. You can read more about these approaches in our article on Core Leadership Theories. Useful Leadership Style Frameworks Leaderships style, let's look at some useful approaches — shown mainly in the order they appeared — that you can use to become a more effective leader.
Your own, personal approach is likely to be a blend of these, depending on your own preferences, your people's needs, and the situation you're in. Lewin's Leadership Styles Psychologist Kurt Lewin developed his framework in the s, and it provided the foundation of many of the approaches that followed afterwards.
He argued that there are Leaderships style major styles of leadership: Autocratic leaders make decisions without consulting their team members, even if their input would be useful.
This can be appropriate when you need to make decisions quickly, when there's no need for team input, and when team agreement isn't necessary for a successful outcome.
However, this style can be demoralizing, and it can lead to high levels of absenteeism and staff turnover. Democratic leaders make the final decisions, but they include team members in the decision-making process. They encourage creativity, and people are often highly engaged in projects and decisions.
As a result, team members tend to have high job satisfaction and high productivity. This is not always an effective style to use, though, when you need to make a quick decision. Laissez-faire leaders give their team members a lot of freedom in how they do their work, and how they set their deadlines.
They provide support with resources and advice if needed, but otherwise they don't get involved.
This autonomy can lead to high job satisfaction, but it can be damaging if team members don't manage their time well, or if they don't have the knowledge, skills, or self motivation to do their work effectively.
Laissez-faire leadership can also occur when managers don't have control over their work and their people. Lewin's framework is popular and useful, because it encourages managers to be less autocratic than they might instinctively be. With a people-oriented style, you focus on organizing, supporting, and developing your team members.
This participatory style encourages good teamwork and creative collaboration. With task-oriented leadership, you focus on getting the job done. You define the work and the roles required, put structures in place, and plan, organize, and monitor work.
According to this model, the best style to use is one that has both a high concern for people and a high concern for the task — it argues that you should aim for both, rather than trying to offset one against the other.
Clearly, this is an important idea! Path-Goal Theory You may also have to think about what your team members want and need. This is where Path-Goal Theory — published in — is useful.
For example, highly-capable people, who are assigned to a complex task, will need a different leadership approach from people with low ability, who are assigned to an ambiguous task.
The former will want a participative approach, while the latter need to be told what to do. With Path-Goal Theory, you can identify the best leadership approach to use, based on your people's needs, the task that they're doing, and the environment that they're working in.
It also shows how each style can affect the emotions of your team members. Flamholtz and Randle's Leadership Style Matrix First published inFlamholtz and Randle's Leadership Style Matrix shows you the best style to use, based on how capable people are of working autonomously, and how creative or "programmable" the task is.
This was first published inand was then further developed in A leadership style is a leader's method of providing direction, implementing plans, and motivating people.
 Various authors have proposed identifying many different leadership styles as exhibited by leaders in the political, business or other fields.
Great leaders choose their leadership styles like a golfer chooses a club: with a clear understanding of the end goal and the best tool for the job. Taking a team from ordinary to extraordinary.
Tips. All leadership styles can become part of the leader's repertoire. Leadership styles should be adapted to the demands of the situation, the requirements of the people involved and the challenges facing the organization.
A leadership style is a leader's style of providing direction, implementing plans, and motivating people. It is the result of the philosophy, personality, and experience of the leader.
These Group Leaderships or Leadership Teams have specific characteristics: Characteristics of a Team.
|6 Leadership Styles And When You Should Use Them||B C 1 If there is serious conflict within my team:|
|Change Leadership Styles||These frameworks and styles of leadership are based on several different approaches to leadership. You can read more about these approaches in our article on Core Leadership Theories.|
|Mind Tools for Your Organization||Great leaders choose their leadership styles like a golfer chooses a club: By Robyn Benincasa 6 minute Read Taking a team from ordinary to extraordinary means understanding and embracing the difference between management and leadership.|
Leadership styles are not something to be tried on like so many suits, to see which fits. Rather, they should be adapted to the particular demands of the situation, the particular requirements of the people involved and the particular challenges facing the organization.
This style starts with the idea that team members agree to obey their leader when they accept a job. The "transaction" usually involves the organization paying team members in return for their effort and compliance on a short-term task.
The leader has a right to "punish" team members if their work doesn't meet an appropriate standard.