LEADERSHIP_FINALS.L1

Employers

Usually ask about leadership skills during interview as a tool to accurately evaluate candidate's ability to succeed in a role.

Employers

As one's leadership skills being develop, he uses different processes and methods to achieve employer's objectives and meet the needs of the employees who report to him.

Leaders

Familiarize themselves with each types of leadership, recognizing certain areas to improve upon or expand own leadership style.

Leaders

He identifies other means /ways to lead, to achieve goals and may brainstorm /look at how to work with managers who follow a different style than his own.

COACHING LEADER

Someone who can quickly recognize their team members' strengths, weaknesses and motivations to help each individual improve.

COACHING LEADER

Assists team members in setting goals and provides regular feedback with challenging projects to promote growth. They are skilled in setting clear expectations and creating a positive, motivating environment.

COACHING LEADER

Supportive, guide instead of giving commands, value learning as a way of growing, ask guided questions, balance relaying knowledge and helping others find themselves, are self-aware

COACHING LEADERSHIP STYLE BENEFITS

Coaching leadership promotes the development of new skills, free-thinking, empowerment, revisits company objectives and fosters a confident company culture: This leaders are valuable mentors, discuss learnings from previous quarter, recognize execeptional performance of those who achieved over the set goals, and motivates others who need to reach their goals

COACHING LEADERSHIP STYLE CHALLENGES

More time consuming, requires one-on-one time with employees which can be difficult to obtain in a deadline-driven environment.

VISIONARY LEADERSHIP STYLE

Have a powerful ability to drive progress and push change by inspiring employees and earning trust for new ideas.

VISIONARY LEADERSHIP STYLE

Helpful for small, fast-growing organizations, while if larger organizations those experiencing transformations or corporate restructuring.

VISIONARY LEADER

Persistent, Strategic, Risk-taker, Inspirational, Optimistic, Innovative, Magnetic

VISIONARY LEADERSHIP STYLE BENEFITS

Visionary leadership help companies grow, unite teams and the overall company and improve— outdated technologies or practices.

VISIONARY LEADERSHIP STYLE CHALLENGES

Visionary leaders may miss important details or other opportunities because they're so focused on the big picture,. they may miss the present-day issues because they are more future-oriented, which could leave their team feeling unheard.

Malcolm Gladwell

"The visionary starts with a clean sheet of paper, and reimagines the world."

Bill Hybels

"Visionary people face the same problems everyone else faces; but rather than get paralyzed by their problems, visionaries immediately commit themselves to finding a solution."

Martin Luther King Jr

"The difference between a dreamer and a visionary is that a dreamer has his eyes closed and a visionary has his eyes open"

Andy Stanley

"Dreamers dream about things being different. Visionaries envision themselves making a difference."

Nikki Giovanni

"There is always something to do. There are hungry people to feed, naked people to clothe, sick people to comfort and make well. Added by him "love those with whom you sleep, share the happiness of those whom you call friend, engage those among you who are visionary and remove from your life those who offer you depression, despair and disrespect."

SERVANT LEADERSHIP STYLE

Live by a "people-first mindset", believe that when team members feel personally and professionally fulfilled, they're more effective and more likely to produce great work. Emphasis is on employee satisfaction and collaboration, in order to achieve higher levels of respect.

SERVANT LEADERSHIP STYLE

An excellent leadership style for organizations of any industry and size but is especially prevalent within nonprofits. This type is exceptionally skilled in building employce morale/ helping people re-engage with their work.

SERVANT LEADER

Motivate your team, Have excellent communication skills, Personally care about your team, Encourage collaboration and engagement and Commit to growing your team professionally

SERVANT LEADERSHIP STYLE BENEFITS

Servant leaders have the capacity to boost employee. loyalty and productivity, improve employee development and decision-making, cultivate trust and create future leaders.

SERVANT LEADERSHIP STYLE CHALLENGES

Servant leaders can become burnt-out as they often put the needs of their team above their own, they may have a hard time being authoritative when there is a need to be.

Example: A leader/manager hosts monthly one-on-one coffee meetings with everyone that has concems, questions or thoughts about improving or using the product. This time is meant for her to address the needs of and help those who are using the product.

AUTOCRATIC LEADERSHIP STYLE

Or "authoritarian style of leadership.”

AUTOCRATIC LEADERSHIP STYLE

Focused primarily on results and efficiency. They often make decisions alone or with a small, trusted group and expect employees to do exactly what they're asked. A sort of leaders as military commanders.

AUTOCRATIC LEADERSHIP STYLE

Can be useful in organizations with strict guidelines of compliance-heavy industries. It can also be beneficial when used with employees who need a great deal of supervision-such as those with little to no experience. However, this leadership style can stifle creativity and make employees feel confined.

AUTOCRATIC LEADER

Have self-confidence, Are self-motivated, Communicate clearly and consistently, Follow the rules, Are dependable, Value highly structured environments and Believe in supervised work environments

AUTOCRATIC LEADERSHIP STYLE BENEFITS

Autocratic Ieaders can promote productivity through delegation, provide clear and direct communication, reduce employee stress by making decisions quickly on their own.

AUTOCRATIC LEADERSHIP STYLE CHALLENGES

Autocratic leaders are often prone to high levels of stress because they feel responsible for everything. Since they lack flexibility and often do not want to hear others' ideas, these leaders are often resented by the team.

Ex in OR: Before an operation, the surgeon carefully recounts the rules and processes of the operation room with every team member who will be helping during the surgery. She wants to ensure everyone is clear on the expectations and follows each procedure carefully and exactly so the surgery goes as smoothly.

LAISSEZ-FAIRE OR HANDS OFF LEADERSHIP STYLE

The opposite of the autocratic leadership type, focusing mostly on delegating many tasks to team members and providing little to no supervision. Because a laissez-faire leader does not spend their time intensely managing employees, they often have more time to dedicate to other projects.

LAISSEZ-FAIRE OR HANDS OFF LEADERSHIP STYLE

Managers may adopt this leadership style when all team members are highly experienced, well-trained and require little oversight.

LAISSEZ-FAIRE OR HANDS OFF LEADERSHIP STYLE

It can also cause a dip in productivity if employees are confused about their leader's expectations, or if some team members need consistent motivation and boundaries to work well.

LAISSEZ-FAIRE OR HANDS OFF LEADER

Effectively delegate, Believe in freedom of choice, Provide sufficient resources and tools, Offer constructive criticism, Foster leadership qualities in your team, Promote an autonomous work environment.

LAISSEZ-FAIRE OR HANDS OFF LEADERSHIP STYLE BENEFITS

Laissez-Faire style encourages accountability, creativity and a relaxed work environment which often leads to higher employee retention rates.

LAISSEZ-FAIRE OR HANDS OFF LEADERSHIP STYLE CHALLENGES

Laissez-faire leadership style does not work well for new employees, as they need guidance and hands-on support in the beginning. This method can also lead to a lack of structure, leadership confusion and employees not feeling properly supported.

Example: When welcoming new employees, he explains that they can set and maintain their own work schedules as long as they are tracking and hitting goals they set together as a team.

DEMOCRATIC OR PARTICIPATIVE LEADERSHIP STYLE

This style is a combination of the autocratic and laissez-faire types of leaders

DEMOCRATIC OR PARTICIPATIVE LEADERSHIP STYLE

Someone who asks for input and considers feedback from their team before making a decision. Because team members feel their voice is heard and their contributions matter, a democratic leadership style is often credited with fostering higher levels of employee engagement and workplace satisfaction.

DEMOCRATIC OR PARTICIPATIVE LEADERSHIP STYLE

This type of leadership drives discussion and participation, focused on creativity and innovation-such as the technology industry.

DEMOCRATIC OR PARTICIPATIVE LEADER

Value group discussions, Provide all information to the team when making decisions, Promote a work environment where everyone shares their ideas, Are rational, flexible and good at mediation

DEMOCRATIC OR PARTICIPATIVE LEADERSHIP STYLE BENEFITS

Democratic or participative style employees can feel empowered, valued and unified. It has the power to boost retention and morale. It also requires less managerial oversight, as employees are typically part of decision-making processes and know what they need to do.

DEMOCRATIC OR PARTICIPATIVE LEADERSHIP STYLE CHALLENGES

Democtratic or participative style has the potential to be inefficient and costly as it takes a long time to organize big group discussions, obtain ideas and feedback, discuss possible outcomes and communicate decisions. It also can add social pressure to members of the team who don't like sharing ideas in group settings.

TRANSFORMATIONAL LEADERSHIP STYLE

Similar to the coach style in that it focuses on clear communication, goal-setting and employee motivation.

TRANSFORMATIONAL LEADERSHIP STYLE

Instead of placing the majority of the energy into each employee's individual goals, the transformational leader is driven by a commitment to organizational objectives.

TRANSFORMATIONAL LEADERSHIP STYLE

Spend much of their time on overarching goals, this style of leading is best for teams that can handle many delegated tasks without constant supervision.

TRANSFORMATIONAL LEADER

Have mutual respect with your team provide encouragement, inspires others to achieve their goals, think of the big picture places value on intellectually challenging your team, are creative and have a good understanding of organizational needs

TRANSFORMATIONAL LEADERSHIP STYLE BENEFITS

Transformational leadership values personal connections with their teams, which can boost company morale and retention. It also values the ethics of the company and team instead of being entirely goal-oriented.

TRANSFORMATIONAL LEADERSHIP STYLE CHALLENGES

Since transformational leaders look at individuals, it can cause team or company wins to go unnoticed. These leaders can also overlook details.

TRANSACTIONAL LEADERSHIP STYLE

Someone who is laser-focused on performance, similar to a pacesetter. Under this leadership style, the manager establishes predetermined incentives - usually in the form of monetary reward for success and disciplinary action for failure. Unlike the pacesetter leadership style, though transactional leaders are also focused on mentorship, instruction and training to achieve goals and enjoy the rewards.

TRANSACTIONAL LEADERSHIP STYLE

Great for organizations or teams tasked with hitting specific goals, such as sales and revenue, it's not the best leadership style for driving creativity.

TRANSACTIONAL LEADER

Value corporate structure, micromanage don't question authority, are practical and value goal-hitting.

TRANSACTIONAL LEADERSHIP STYLE BENEFITS

Transactional leaders facilitate the achievement of goals, through short-term goals and a clearly defined structure.

TRANSACTIONAL LEADERSHIP STYLE CHALLENGES

Being overly focused on short-term goals and not having long-term goals can cause a company to struggle with adversity. This style stifles creativity and is unmotivating to employees who are not incentivized by monetary rewards.

BUREAUCRATIC LEADERSHIP STYLE

Similar to autocratic leaders in that they expect their team members to follow the rules and procedures precisely as written.

BUREAUCRATIC LEADERSHIP STYLE

Focuses on fixed duties within a hierarchy where each employee has a set list of responsibilities, and there is little need for collaboration and creativity. This leadership style is most effective in highly regulated industries or departments, such as finance, health care or goverment.

BUREAUCRATIC LEADER

Are detail-oriented and task-focused, value rules and structure, have a great work ethic, are strong-willed, have a commitment to your organization, are self-disciplined

BUREAUCRATIC LEADERSHIP STYLE BENEFITS

The bureaucratic leadership style can be efficient in organizations that need to follow strict rules and regulations. Each person in the team/company has a clearly defined role which leads to efficiency. These leaders separate work from relationships to avoid clouding the team's ability to hit goals.

BUREAUCRATIC LEADERSHIP STYLE CHALLENGES

Bureaucratic style does not promote creativity which can feel restricting to employèes. This leadership style is also slow to change and does not thrive in an environment that needs to be dynamic.

PACESETTER LEADERSHIP STYLE

One of the most effective for achieving fast results. Pacesetter leaders are primarily focused on performance, often set high standards and hold their team members accountable for-achieving their goals.

PACESETTER LEADERSHIP STYLE

Motivational and helpful in fast-paced environments where team members need to be energized, it's not always the best option for team members who need mentorship and feedback.

PACESETTER LEADER

Set a high bar, focus on goals, are slow to praise, will jump in to hit goals if needed, are highly competent, value performance over soft skills

PACESETTER LEADERSHIP STYLE BENEFITS

Pacesetting leadership pushes employees to hit goals and accomplish business objectives. It promotes high-energy and dynamic work environments.

PACESETTER LEADERSHIP STYLE CHALLENGES

Pacesetting leadership can also lead to stressed-out employees as they are always pushing towards a goal or deadline. The fast-paced work environment can also create miscommunications or a lack of clear instructions and updates.

HOW TO CHOOSE AND DEVELOP YOUR LEADERSHIP STYLE

As someone who is interested in the leadership path or looking for more structure in their leadership approach, it can be helpful to choose a leadership style that feels authentic to you. Some questions you may ask yourself when trying to determine which style is right for you include: 

• What do I value more goals or relationships? 

• Do I believe in structure or freedom of choice?

• Would I rather make a decision on my own, or collectively?

• Do I focus on short or long-term goals?

• Does motivation come from empowerment or direction?

• What does a healthy team dynamic look like to me?

TO DEVELOP YOUR LEADERSHIP STYLE CONSIDER THESE STRATEGIES:

Experiment

Try out varied approaches in different circumstances and pay attention to the outcome. Be flexible in changing out your approach.

Seek a mentor

Speaking with a leader with more experience than yourself can offer great insight into how they developed their style and what worked for them.

Ask for feedback

Although sometimes hard to hear, constructive feedback helps you grow into a successfül leader. Seek feedback from individuals you trust that will give you an honest answer.

Be authentic

If you are trying to perfect a leadership style that is in opposition to your personality or morals, it will come across as inauthentic. Try to choose a leadership style that's in alignment with your strengths and work to improve it.