Leadership and leader styles basic introduction
So, you've been given a team or department to run and everyone is looking to the new leader - now what?
Well, all but the most timid people have a basic inbuilt sense of leadership which will emerge given the right circumstances, so what might those circumstances be?
Some examples:
Legal or given authority: you have been appointed to be in charge, so people have to do what you say!
Knowledge: you know more than anyone else about the subject at hand.
A sense of entitlement: you have been here longer than anyone else so you deserve to be in charge!
Crisis: everyone else is panicking except you.
Charisma: people look up to you, you have a certain something, the X-factor if you like and so people always respect and follow your lead.
Challenge: the "Leader" is doing a bad job or at least not what you want.
Ambition: you want to get on in your career and this is the next step.
NB: leadership and management are often thought of as the same thing but there are some big differences. You can manage a process, team or department by sticking to the laid down procedures, following schedules and respecting budgets. A leader has to do those as well but also take into account the human factor to encourage people to achieve more than they thought possible. The crux of leadership vs management comes when there is a crisis. If people pull together to go the extra mile when you ask BECAUSE you ask, rather than out of fear then you know that at least in some small way they regard you as their leader!
Well, all but the most timid people have a basic inbuilt sense of leadership which will emerge given the right circumstances, so what might those circumstances be?
Some examples:
Legal or given authority: you have been appointed to be in charge, so people have to do what you say!
Knowledge: you know more than anyone else about the subject at hand.
A sense of entitlement: you have been here longer than anyone else so you deserve to be in charge!
Crisis: everyone else is panicking except you.
Charisma: people look up to you, you have a certain something, the X-factor if you like and so people always respect and follow your lead.
Challenge: the "Leader" is doing a bad job or at least not what you want.
Ambition: you want to get on in your career and this is the next step.
NB: leadership and management are often thought of as the same thing but there are some big differences. You can manage a process, team or department by sticking to the laid down procedures, following schedules and respecting budgets. A leader has to do those as well but also take into account the human factor to encourage people to achieve more than they thought possible. The crux of leadership vs management comes when there is a crisis. If people pull together to go the extra mile when you ask BECAUSE you ask, rather than out of fear then you know that at least in some small way they regard you as their leader!
Leadership Styles
When we consider how teams function, we usually look at the mix of styles or roles that people prefer to play within the team. This is mainly looking at staff of a similar level "across" the team or department, without considering the relationships that also exist between bosses and staff (at whatever level in the organisation).
When considering these relationships, we have in essence five leadership styles to consider. There are also five subordinate styles (completely separate from team roles/styles) for staff members when faced with the leadership styles. As with most things in life, some styles preferred and adopted by staff will fit more easily with a leadership style than others.
Four of the Leadership styles are based on a Task/Relationship grid (high/low task vs high/low people). The exception is Negotiative
The leadership styles are basically detailed below. Subordinate styles are not shown here.
When considering these relationships, we have in essence five leadership styles to consider. There are also five subordinate styles (completely separate from team roles/styles) for staff members when faced with the leadership styles. As with most things in life, some styles preferred and adopted by staff will fit more easily with a leadership style than others.
Four of the Leadership styles are based on a Task/Relationship grid (high/low task vs high/low people). The exception is Negotiative
The leadership styles are basically detailed below. Subordinate styles are not shown here.
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Directive
Delegative Participative Consultative Negotiative |
Directive leaders are High task/Low people: they keep control of all planning and control functions, issuing instructions as they perceive necessary.
Delegative leaders are Low task/Low people: they believe in minimal personal involvement, delegating tasks and responsibilities where possible. Participative leaders are Low task/High people: they prefer consensus decision making and involvement of all relevant staff. Consultative leaders are High task/High people: they will genuinely listen and take into account feelings but also keep focused on task and making final decisions. The Negotiative leader will make deals with people to achieve tasks. An identification of the needs of the individual rather than a genuine interest in the person is required here and places this style outside the Task/Relationship grid. |
