Leadership is one of the issues that stands out in the organizational context, after all, leaders largely depend on the success of teams and companies. Therefore, more and more people are trying to understand leadership styles, and this also hinders growth and success.
There is no doubt that some leaders are more centralized, while others are cooperating or permissive. Some leaders emphasize processes – timing, goals, standards – while others focus on people and inner satisfaction. How are these features related?
Thinking about it, we have created a guide for you. Today, you’ll learn about core leadership styles, how they’re characteristics, and how it contributes to the organizational context. Keep reading and stay on top!
The first style was discovered by the German-American psychologist Kurt Levin. In this case, there is an autocratic leader who is closer to established leaders than to the leaders themselves. This style is characterized by the centralization of the team.
A manager with such a profile makes decisions based on what he believes is right, little or nothing advising his subordinates. He tells you what needs to be done, how and by whom. Professionals with this style also did not bother to give or get feedback.
There are advantages and harm in this style. In times of crisis, for example, autocratic leaders can achieve results faster and more efficiently. However, they weaken the creativity of leaders and can affect the quality of the organizational climate.
The Democratic leader is known to be close to his leaders, sharing ideas and gathering feedback for continuous improvement. Professionals with this profile cooperate, know how to work in a team and share the honor of victory.
While the company’s organization scheme puts this leader above other professionals at the top of the organizational pyramid, it is common for him to make it clear that he wants to share solutions, the privilege of exchanging ideas and achieving great results in a team.
A leader with such a profile may seem too “friendly”, which is not always profitable. Your decisions can also be more time consuming, after all, it depends on the consensus of the team. However, they are considered reliable and have an ease of conflict resolution.
Leadership of non-interference
The expression laissez-faire is of French origin and means to allow it to do or even interfere little. As the name implies, it is a more liberal style where leaders have authority and have the freedom to make decisions at work.
The leader of laissez-faire usually does not deploy goals, set deadlines and does not organize daily tasks. In this case, teams are more free and must deliver results on their own – without performance, feedback or fees.
This style can be quite harmful, especially for immature teams. If professionals have more experience and commitment to results, they can even enjoy the freedom offered by leaders who have this profile.
Situational leaders have been described as Blanchard and Hersi who understand that a leader’s position can vary greatly depending on each task, context and working group. Thus, the leader can move between autocratic and liberal, depending on each situation.
Managers with this profile must be flexible, endowed with contextual intelligence to do consistent analysis and emotional intelligence to think before acting. Depending on the maturity of the team, these leaders must: drive, train, support, or delegate.
In teams with high competence and commitment, situational leaders can simply delegate tasks. In the case of low-skilled teams, the situation manager must monitor his subordinates and optimize the coverage of the results.
Some leaders focus on tasks, focusing on performance, worrying about timing, costs, and quality standards. They tend to be more effective at achieving the targets that need to be achieved.
Task-oriented managers need to be in order, after all, this is the only way to exercise dominance over everything that is being done. They also like to work on the basis of metrics and performance indicators, measuring and managing everything that is done.
Professionals with this profile leave much to be desired in the human aspect, It’s so important today. It is always important to remember that companies are their employees who bring daily processes to life and contribute to the achievement of goals.
People-centred leadership is more democratic and relationship-oriented. In this case, we take care of the well-being of the team, as well as the construction of strong relationships and resolution of interpersonal conflicts.
Often this leader can take a patronizing position, defending his subordinates too much and preventing them from learning from their own mistakes. In this respect, you have to be careful and know how to balance things.
On the other hand, professionals with this profile inspire and, more often than not, love their subordinates. They show a real appreciation for listening, empathetic and have a strong sense of team that generates a significant impact on the team.
An entrepreneurial leader is creative and diligent, able to identify problems, and develop and implement solutions for them. This type of professional is increasingly in demand by organizations as they transform status quo and reformulate the way of business.
These leaders are two-dimensional, rather task-oriented and people-oriented. However, they are even more focused on creating value from scratch as well as developing new products and services. They are willing to take risks and learn from their failures.
However, business leaders are always looking for new challenges, making them unpredictable and even untestable in the company. They usually spend little time in the same position because they want to try new things or even start their own business.
The truth is that a leader will never be 100% task-oriented or people-oriented, just as he will never be 100% autocratic or liberal. Despite the autocratic tendency, for example, a leader may present himself democratically or liberally in a given period, and vice versa. So there are always situational leaders.
Did you enjoy the content? Do you understand the basic styles of leadership or do you have questions? Share with us and other readers your key questions, experiences or suggestions on the subject!
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