Adapting Leadership Styles

Leadership

Leadership is influencing other people to achieve a vision or goal. To be a leader means having the ability to inspire, guide or motivate others to achieve organisational objectives

Considerations in a Cross Cultural setting

Power distance, levels of education, customers, business etiquette, communication protocols

Types of Leadership

Autocratic, participative, situational

Autocratic Leadership

Involves the leader making all the decisions, no delegation or responsibility. Minimal consultation with staff. Strongly enforced chain of demand, leaders rule from the top, centralist structure

Participative Leadership

More of a democratic style, involves the team in planning and decision making. Dependant on circumstances and size of group for the decision making process

Situational Leadership

Vary response or behaviours depending on the circumstances, style adapts based on the situation. Autocratic and participative under different situations.

Autocratic - Characteristics

Fast decision making, clear direction. Limited transparency, risk of low motivation

Autocratic - When is it appropriate?

High power distance cultures, East Asia. Unskilled workforce, developing countries. Crisis situations, quick decisions needed. Standardised industries, fast food

Autocratic - Adapting

Incorporate feedback/meeting employee needs. Empower staff with training/resources. Build trust through two way communication

Participative - Characteristics

Consultative and collaborative. Transparency, employees informed. Builds motivation and trust

Participative - When is it appropriate?

Low power distance cultures, Western. Skilled workforce. Smaller organisations (easier to manage). Situations requiring creativity/innovation

Participative - Adapting

In developing countries, more autocratic. Adjust to cultural norms around authority. Centralise some decisions when efficiency is needed

Situational - Characteristics

Mix of autocratic and participative. Style change based on skills, education, culture. Strong problem solving focus

Situational - When is it appropriate?

During change processes. Cross cultural expansion. Large organisations with a diverse workforce

Situational - Adapting

Balancing autocratic and participative depending on team. Ensure consistency to avoid employee uncertainty