What Kind Of Leader Are You To Your Team?

October 4 by | 3 comments | Management | Tags:
What Kind Of Leader Are You To Your Team?

It should be obvious that someone in a leadership position holds a lot of responsibility. If you find, as the leader of any team, productivity lacking, try reflecting on what kind you are.

Each of the leadership styles have impact on reforming and/or creating company culture. There are short and long-term affects of each style. For instance, the authoritative style may produce great results in a short amount of time. However, excessive use of authority will decrease productivity in the long-term. People either get fed up and leave or fall into a malaise of hum-drum repetitive tasks without creativity and innovation.

There should clearly be a middle ground that motivates and manages a team properly whilst not leading them to burn out.

How do you lead?

How Leadership Styles Affect Productivity – [WeirdGuy]

  • http://weirdblog.wordpress.com ebrown

    Craig, thanks for the reference. When leaders understand their styles and employees understand their leaders it makes working together and communicating much easier. One question that often pops up is, “when do I use one style over another?” There is definitely a place and time for each of the four styles, but remember, the Participative style yields the greatest results over time.

    Another tool I have found useful over the years is understanding temperaments. Knowing your people and your bosses temperament is invaluable when conflicts arises.

    Keep up the good job!

  • http://the-happy-manager.com Phil

    Peter Drucker told a story worth adding to this post. He once asked the former head of a very large, world wide organisation:

    “What do you look for in placing the right people into the right places in an organisation?”

    The old man, who had been famous for doing just that replied:

    “I always ask myself, would I want one of my sons to work under that person?”

    Whichever leadership style you adopt, it’s worth reflecting on the quite reasonable argument that people leave managers, not organisations. We’ve tried to elaborate on this at: http://www.the-happy-manager.com/good-manager.html

    Happy leading!

  • http://www.leadershipjot.com Jonathan Frye at Leadership Jot

    Craig,

    This a good point for leaders to keep in their minds. It’s the old models of management that I remember from my college days: authoritative or participative. In short, authoritative is recommended during times of change and volatility, but almost always, participative management produces a better, more effective and innovative, and sustainable work environment.

    Phil,

    I like the story you mentioned from Peter Drucker. Personalizing a decision of that nature is a good way to improve the results of the decision.

    Regards,
    Jonathan Frye
    Blog: Leadership