A very interesting article in Forbes dictates what leadership is – it is not a personal factor, it is not authority but a social power, it is a group effort, and most of all leaders do not deal with goals being the end goal but something more significant than that. A leader is someone who transforms a workspace, and that can be just about anyone.
Dive into understanding the various dos and don’ts of leadership, types of leadership, styles of leadership, and exactly where the gold mine of leaders is (hint: they are much closer than you realize).
Cultivating Leadership and its styles
To recognize leadership, is to be able to break down the multifaceted origin of the act. Different types of leadership are born from the styles of leadership undertaken by individuals.
Your leadership style will have a significant impact on how successful your initiatives are, whether you are in charge of a small team or a huge corporation. The best form of leadership to use depends on you and your team, even though there are many different varieties.
What is a leadership style?
A leader’s tactics, traits, and actions when leading, inspiring, and managing their teams are referred to as their leadership style. Additionally, a leader’s leadership style affects how they formulate their strategy, put plans into action, and react to changes while managing stakeholder expectations and the welfare of their team.
To determine one’s type of leadership style, one has to determine the answers that are important to them. The questions they have to ask themselves are right here:
- 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?
These questions have no right or wrong answers, and many people develop their leadership style via trial and error. Try out various strategies to determine which one is most effective for you and your team. You might also look for a mentor in leadership who can provide guidance on how they honed their approach. Ask others you trust for their opinions as well. Most essential, be true to yourself. Choose a leadership style that complements your talents and seems comfortable to utilize.
Backtracking a little, these leadership styles need attributes to be cultivated. Some of the traits that make different types of leadership styles successful is because at the core, they share these traits. Active listening, strategic thinking skills, flexibility, ability to turn information into action, project planning, etc. (An article for the budding leaders) MDA Training releases statistics that help us understand that highly engaged leadership teams are 39% more likely to have engaged employees who report to them.
Influential leaders are able to establish a vision, bring people around to that point of view, and demonstrate how everyone can work together to realize that goal. To accomplish that objective, you must utilize your leadership style’s advantages.
Types of Leadership Style: Which one is you?
Leadership is a flexible concept in and of itself. In general, most leaders change their approaches to fit the circumstances. This is especially true the longer they have been in leadership; they change their leadership style as they gain experience and interact with their team. Leaders need to be aware of their existing position in order to improve as a leader.
Some of the types of Leaders Are:
Transformational Leadership
Transformational leadership emphasizes change and transformation. This strategy is used by leaders who wish to motivate their people by utilizing their unique potential to accomplish more than they ever imagined. In businesses attempting to undergo significant shifts or transformations, this kind of leadership may be quite powerful.
Delegative Leadership
Delegative leadership emphasizes giving team members freedom to take initiative. This roughly translates to “let them do” and is one of the least controlling styles of leadership. Therefore, this is regarded as having a relatively hands-off leadership style. This type of leadership places trust in the ability of the subordinates to carry out their duties. They don’t micromanage or overly involve themselves in giving advice or critiques. Instead, delegative leaders empower their team members to use their initiative, resources, and expertise to achieve their objectives.
Authoritative Leadership
Visionaries are frequently used to describe authoritative leaders. Those who embrace this leadership style see themselves as mentors to their followers. In contrast to authoritarian leadership, authoritative leadership emphasizes a “follow me” strategy more. By doing this, leaders set an example for others around them and motivate people to follow. People around leaders who exhibit authoritative features are more likely to be inspired and motivated. They not only give their teams general direction, but also instruction, criticism, and inspiration. This encourages a sense of success or achievement.
Transactional Leadership
A leadership stance that focuses on rewards and penalties is known as transactional leadership, also referred to as managerial leadership. This leadership approach places a strong emphasis on organization, presuming that people may lack the drive to finish their work. The leader establishes for their teams’ specific objectives or tasks using this reward-based system. Leaders also make it clear how their teams will be rewarded (or punished) for their work. Although rewards can take many different forms, they usually involve some type of financial compensation, like money or a bonus.
Participative Leadership
A participatory leadership style encourages managers to consult with their staff and involve them in decision-making. This leadership style necessitates those leaders to be inclusive, effective communicators, and, most importantly, able to delegate authority and responsibility. When a leader uses a participative style of leadership, this promotes accountability and collaboration. Instead of laying responsibility at the feet of specific individuals, this frequently results in a team’s collective effort to pinpoint issues and come up with fixes.
Conclusion
Effective managers and leaders are essential to a thriving organization. The secret is to pair a skill set with a degree from a reputable university. Bohiyaanam commits to training future leaders. Every candidate cultivates the skill required to be more than just an effective employee someday. At Bohiyaanam we create an executive who uses their skill as an orchestra leader would. A sublimation of capturing individual satisfaction in the common endeavor and fostering fulfillment keeps the subordinate in his role.
