What's Your Most Effective Leadership Style?
1. Autocratic. The
ultimate task-oriented leadership style, autocratic or “command and
control” leaders operate in an “I'm the boss” fashion.
2. Delegative. At the
opposite end of the spectrum, the ultimate people-oriented leadership
style is delegative or laissez-faire (“let it be”) leadership.
3. Democratic or
Participative.
The trait model of leadership is based on the characteristics of many leaders - both successful and unsuccessful - and is used to
predict leadership effectiveness. The resulting lists of traits are then compared to those of potential leaders to assess their likelihood of success or failure.
What
is Carlyle and Galton's Trait Theory of Leadership? Notable trait-based theorists are Thomas Carlyle (1795 - 1881)
and Francis Galton (1822-1911). Their ideas, published in the mid-1800s, did
much to establish and reinforce popular support for trait-based leadership thinking then and for many years afterwards.
What
is Trait Leadership? ... Some other examples of traits that make an effective leader include intelligence, self-confidence, integrity and
determination. Leadership candidates often take personality assessment tests to
pinpoint their traits.
Behavioral
Styles Theory
Sometimes
called the style theory, it suggests that leaders aren't born successful, but can be
created based on learnable behavior. ... Some of the styles of leadership include task-oriented leaders,
people-oriented leaders, country club leaders, status-quo leaders, dictatorial
leaders, and more
Behaviorism or the behavioral learning theory is a popular concept that focuses on how
students learn. ... A common example of behaviorism is positive reinforcement. A student gets a
small treat if they get 100% on their spelling test. In the future, students
work hard and study for their test in order to get the reward.
Fiedler's
Contingency Theory
Fiedler's
Contingency Theory of Leadership states that your effectiveness as a
leader is determined by how well your leadership style matches the situation.
The theory is based on the premise that each of us has one and
only one leadership style which can be scored on the Least Preferred Co-worker
(LPC) scale.
Motivation
and leadership are just two examples of many independent variables of the contingency theory, while productivity, turnover and absenteeism are
some examples of dependent variables.
The path-goal theory
The path-goal theory states that a leader's behavior is contingent to the
satisfaction, motivation and performance of their employees. The manager's job
is viewed as guiding workers to choose the best paths to reach both their goals as well as the corporation's goals.
What
are strengths of path-goal theory? -It provides a useful theoretical framework for
understanding how various leadership behaviors affect followers' satisfaction and
work performance. -It attempts to integrate the motivation principles of
expectancy theory into a theory of leadership.
The Hersey-Blanchard Model
The Hersey-Blanchard Model suggests no single leadership style is better
than another. Instead of focusing on workplace factors, the model suggests
leaders adjust their styles to those they lead and their abilities. ... The Hersey-Blanchard Model is also referred to as the Situational Leadership Model or Theory.
Summary.
The Hersey-Blanchard Model is a leadership model that focuses on the ability and willingness
of individual employees. It's also referred to as the Situational Leadership Model.
There
are many situations in which situational leadership is especially appropriate. For example, sports teams frequently experience changes due to team
members coming and going. This means the strengths and weaknesses of the entire
team are constantly changing, too.
The leader–member exchange (LMX) theory
The leader–member exchange (LMX) theory is a relationship-based approach to leadership that focuses on the two-way (dyadic) relationship
between leaders and followers. Previous research shows that better LMX results in more resources being available to
subordinates and restricted information.
Unlike
many other prominent leadership theories, leader-member exchange (LMX) theory does not focus on the specific
characteristics of an effective organizational leader. Rather, LMX focuses on the nature and quality of the
relationships between a leader and his or her individual subordinates.
substitutes
for leadership
Kerr
and Jermier （1978） proposed the substitutes for leadership theory, claiming that subordinate individual
characteristics, task characteristics and organizational factors can provide
guidance and positive effects for employees, influencing the effectiveness of leadership.
Substitutes
for leadership theory states that different situational factors can enhance,
neutralize, or substitute for leader behaviors (Avolio et al., 2009; Den Hartog
& Koopman, 2001).
Servant
leadership
Servant
leadership is a leadership philosophy in which the goal of the leader is to serve. This is different from traditional leadership where the leader's main focus is the thriving of their company
or organizations.
The
magnum opus of Robert Greenleaf, Servant Leadership is a recent theory of leadership that argues that the most effective leaders
are servants of their people. ... The leader should be a servant first, leading from a desire to better serve others and
not to attain more power.
Abraham
Lincoln is one example of a servant leader. Lincoln's actions during the US Civil War are
often cited as prime examples of servant leadership behavior (Hubbard, 2011). In particular, many
scholars look to his preservation of the Union during this conflict and the
freeing of the Southern slaves.
Superleadership
– Heroic leadership
Today's most accomplished
leaders are those who use their skills to teach others to lead themselves. Now
two experts in the field offer step-by-step, proven motivational strategies
based on years of research and case studies.
7 Keys to Becoming a Super Effective Leader.
...
1. Don't take It all too
seriously. ...
2. Recognize achievements.
...
3. Set goals. ...
4. Delegate wisely. ...
5. Think about lasting
solutions. ...
6. Make time for employees.
...
7. Communicate.
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