different leadership styles. what is a leadership style? it’s a pattern of behaviors you use when...
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Different Leadership StylesDifferent Leadership Styles
What is a Leadership Style?
It’s a pattern of behaviors you use when you are trying to influence the behaviors of others as perceived by them
It involves problem-solving and decision-making processes
Leadership Effectiveness And Adaptability (Hershey & Blanchard)
Single most important contingency in selecting an effective leadership style is the follower’s task-relevant maturity
Maturity is a function of three traits: Motivation: the energy and the will to expend it to
accomplish the assigned task Responsibility: the willingness and ability to plan,
organize, and complete the task Competence: the necessary knowledge, skills, and
experience, to perform the task proficiently
Hershey & Blanchard’s LEAD
Maturity is situational and task specificBased on assumptions about personal
growth Of the leader Of the followers
Leadership behavior
Task/Directive BehaviorRelationship/Supportive Behavior
Task/Directive Behavior
Clearly Telling People What to Do How to Do It Where to Do It When to Do It Who Does It
Closely Supervising Their Performance
Relationship/Supportive Behavior
Listening to People Providing support and
encouraging their efforts Facilitating their involvement in
Problem-Solving and Decision-Making
S3
S1S4
S2
Low Supportive and Low DirectiveBehavior
High Directive and Low SupportiveBehavior
High Directive and High SupportiveBehavior
High Supportive and Low DirectiveBehavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)(Low)
SUPPORTIVE BEHAVIOR
Four Leadership Styles
Subordinate’s Development Level
Competence:Task Relevant knowledgeTask Relevant Skills
Commitment:MotivationResponsibility
Levels of Development
D1 - Low Competence, High Commitment “Enthusiastic Beginner”
D2 - Some Competence, Low Commitment “Disillusioned Learner”
D3 - Moderate to High Competence,some Commitment “Reluctant Contributor”
D4 - High Competence, High Commitment “Peak Performer”
Directing Style (S1):Enthusiastic Beginner (D1)
High Directive, Low SupportiveLeader defines roles of followersProblem-solving and decision-
making initiated by the leaderOne-way communication
D1-S1 Match
12
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED DEVELOPING
HIGH LOWMODERATE
D4 D1D2D3
S3
S1S4
S2
Low Supportive and Low DirectiveBehavior
High Directive and Low SupportiveBehavior
High Directive and High SupportiveBehavior
High Supportive and Low DirectiveBehavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)(Low)
SUPPORTIVE BEHAVIOR
Coaching Style (S2): Disillusioned Learner (D2)
High Directive, High SupportiveLeader now attempts to hear
followers suggestions, ideas, and opinions
Two-way communicationControl over decision-making
remains with the leader
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED DEVELOPING
HIGH LOWMODERATE
D4 D1D2D3
S3
S1S4
S2
Low Supportive and Low DirectiveBehavior
High Directive and Low SupportiveBehavior
High Directive and High SupportiveBehavior
High Supportive and Low DirectiveBehavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)(Low)
SUPPORTIVE BEHAVIOR
D2-S2 Match
Supporting Style (S3): Reluctant Contributor (D3)
High Supportive, Low Directive Focus of control shifts to follower Leader actively listens Follower has ability and knowledge
to do the task
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED DEVELOPING
HIGH LOWMODERATE
D4 D1D2D3
S3
S1S4
S2
Low Supportive and Low DirectiveBehavior
High Directive and Low SupportiveBehavior
High Directive and High SupportiveBehavior
High Supportive and Low DirectiveBehavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)(Low)
SUPPORTIVE BEHAVIOR
D3-S3 Match
Delegating Style (S4): Peak Performer (D4)
Low Supportive, Low Directive Leader discusses problems with
followers Seeks joint agreement on problem
definitions Decision-making is handled by the
subordinate They “run their own show”
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED DEVELOPING
HIGH LOWMODERATE
D4 D1D2D3
S3
S1S4
S2
Low Supportive and Low DirectiveBehavior
High Directive and Low SupportiveBehavior
High Directive and High SupportiveBehavior
High Supportive and Low DirectiveBehavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)(Low)
SUPPORTIVE BEHAVIOR
D4-S4 Match
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED DEVELOPING
HIGH LOWMODERATE
D4 D1D2D3
S3
S1S4
S2
Low Supportive and Low DirectiveBehavior
High Directive and Low SupportiveBehavior
High Directive and High SupportiveBehavior
High Supportive and Low DirectiveBehavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)(Low)
SUPPORTIVE BEHAVIOR
Situational Matching of Leadership Styles
Accuracy of Leadership Match
Leaders need to provide their people with what they can’t do for themselves at the present moment.
The effectiveness of a leader is based on the accuracy of the match between style and development level.
Development Level Maturity
Tell them what you want to doShow them what you want to doLet them try - there is some riskObserve performance - focus on
the positive
The Leader’s Goal
Build your follower’s development level so you can start using less time-consuming styles (S3 and S4) and still get high quality results.
Broader conceptualization of leadership
System thinkingVisioningFacilitating learningEmpowering followers
Empowerment
Create a clear vision, goals, and accountabilities
Equip followers with the resources, knowledge, and skills
Delegate leadership and decision- making
Transactional leadership
“I’ll provide what you want if you’ll give me what I want”
The objective of leadership is to get followers to comply with the rules of the game as it is currently being played
Transformational leadership
Transformational leaders are more concerned with changes than exchanges
They motivate followers to take on difficult goals they normally would not pursue and to adopt the value that work is far more than the performance of specific duties for specific rewards
Followers are not contractual but empowering
Transactional and transformational leadership
Dimension transactional transformational
Goal Maintain status quo Upset status quo
Activity Play within the rules Change the rules
Locus of reward Self System
Nature of incentives Tit for tat The greater good
Manager-follower interaction
Mutual dependence Interdependence
Needs fulfilled Lower level (physical, economic, safety)
Higher level (social, self-actualization)
Performance Ordinary extraordinary
Charismatic Leadership
Charisma is derived from a Greek word meaning divinely inspired gift or state of grace
Charismatic leadership is a distinct social relationship between the leader and follower, in which the leader presents a revolutionary idea, a transcendent image…the follower accepts this course of action not because of its rational likelihood of success, but because of an effective belief in extraordinary qualities of the leader
Conger & KanungoFive Factors of Charisma
1. Seen to be sensitive to environment2. Seen to be sensitive to follower’s needs3. Seen to have vision & ability to articulate4. Willingness to take personal risk5. Some degree of unconventional behavior
Characteristics of charismatic leaders
Charismatic leaders through role modelling "represent the values and beliefs to which they want followers to subscribe"
They build positive images and express ideas that appeal to followers ideologically
They set high expectations and are confident that followers can reach them
They arouse emotional responses in followers relative to achieving the goals
Charisma & Transformation
They know When situation demands transformation
They have vision of where to goCharismatic leader “transforms” the
nature of the work Making it appear more meaningful More correct More heroic
Validates follower’s self-esteem/worth
Any Question ?
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