Leadership Finals

Coaching Leadership Style

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

• It 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.

A coaching leader is

• supportive

• guide instead of giving commands

• value learning as a way of growing

• ask guided questions

• balance relaying knowledge and helping other find themselves

• are self-aware

Coaching Leadership style Benefits

• promotes the development of new skills

• free-thinking

• empowerment

• revisits company objectives

• fosters a confident company culture

• these leaders are valuable mentors

• discuss learnings from previous quarter

• recognize exceptional performance of those who achieved over the set goals

• motivates others who raced 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.

• specially helpful for small, fast-growing organizations

• while if larger organizations those experiencing transformations or corporate restructuring

A visionary leader is:

• Persistent

• Strategic

• Risk-taker

• Inspirational

• Optimistic

• Innovative

• Magnetic

Quotes Visionary

• The visionary starts with a clean sheet of paper, and reimagines the world. - Malcolm Gladwell

• 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. - Bill Hybels

• The difference between a dreamer and a visionary is that a dreamer has his eyes closed and a visionary has his eyes open - Martin Luther King, Jr.

• Dreamers dream about things being different. Visionaries envision themselves making a difference - Andy Stanley

• “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.” - Nikki Giovanni

Visionary Leadership Style Benefits

help companies grow, unite teams and the overall company and improve outdated technologies or practices.

Visionary Leadership Style Challenges

• 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

Servant Leadership Style

• live by a "people-first mindset", believe that when learn members feel personally and professionally fulfilled, they're more effective and more likely to produce great work.

• Emphasis on employee satisfaction and collaboration, in order to achieve higher levels of respect.

• An excellent leadership style for organizations of any industry and size but is especially prevalent within nonprofits.

•  This type is exceptionally skilled in building employee morale/ helping people re-engage with their work.

• Example: A leader manager hosts monthly one-on-one’s coffee meetings with everyone that has concerns, 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.

You are a servant leader if you:

• Motivates 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

• have the capacity to boost employee loyalty and productivity

• improve employee development and decision-making

• cultivate trust

• create future leaders

Servant Leadership Style Challenges

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

Autocratic Leadership Style, or "authoritarian style of leadership."

• 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 style can be useful in organizations with strict guidelines or 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.

• 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.

You may be an autocratic leader if you:

• Have self-confidence,

• Are self; motivated,

• Communicate clearly and consistently,

• Follow the rules,

• Are, dependable,

• Value highly structured environments and

• Believe a supervised work environment

Autocratic Leadership Style Benefits

• can promote productivity through delegation

• provide clear and direct communication

• reduce employee stress by making decisions quickly on their own

Autocratic Leadership Style Challenges

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.

Laissez-faire or Hands-Off Leadership Style

• the opposite of the autocratic leadership type: focusing mostly on delegating many tasks to team members are 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.

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

• However, 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.

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

You may be a laissez-faire leader if you:

• 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 Benefits

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

Laissez-faire Challenges

• 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.

Democratic or Participative Leadership Style

• a combination of the autocratic and laissez-faire types of leaders.

• A democratic leader is 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.

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

You may be a democratic/participative leader if you:

• 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

• employees can feel empowered, valued and unified.

• It has the power to boost retention and morale.

• It also require 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

• 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.

• However, 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.

• Because transformational leaders 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.

You may be a transformational leader if you:

• 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

• 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 look at individuals, it can cause team or company wins go unnoticed.

• these leaders can also overlooked 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.

• While this type of leader is great for organizations ordeals tasked with hitting specific goals, such as sales and revenue, it's not the best leadership style for driving creativity.

You may be a transactional leader if you:

• Value corporate structure,

• Micromanage don’t question authority,

• Are practical and value goal-hitting

Transactional Leadership Style Benefits

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 insentivized 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.

• The bureaucratic 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 government.

Bureaucratic Leadership Style Benefits

• 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

does not promote creativity which can feel restricting to employees.

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.

• While the pacesetting leadership style is 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.

You may be a pacesetter leader if you:

• 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

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

Pacesetter Leadership Style Challenges

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. updates

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 successful 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.