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Power bases and influence
Transcript of Power bases and influence
- The lesson introduces you to the three basic leadership styles: Directing, Participating, and delegating.
- You must be prepared to lead.
-How you lead could make a difference between success and failure
- Leaders can often experience tremendous confusion as they exercise power and influence.
- If the leader provides too little influence, their followers will shut you down.
- These two concepts of leadership and power are closely intertwined but have important differences.
Source of Power
- A leader can experience confusion and frustration when trying to gauge how and when to exert power.
Understanding Influence: Controlling
It involves exerting pressure, using authority or attempting persuade something into doing something the way you feel it should be done.
Influence can be thought of as power in action
By: Jaspal Singh, Yujie Zhao, Abhishek Alagaratnam, Sammi Li, Giordan Manatees, and Jacky Fan
Is defined as a power that is yielded by fear- fear that negative results might occur if one does not comply.
Reward Power -
When people comply with the wishes of others to get something in return
Is given to the person in the position within the hierarchy. Positions of authority can use both coercive and reward power.
Is based on admiration. This power is used often in the advertising world.
- Best to use when you have all or most facts, experience and/or knowledge regarding the problem.
- Unless others recognize your skill, they will resist the controlling approach.
- This method is less effective when there are expectations of direct participation of staff
Four types of Influence:
Three Types of approaching:
- One-way approach
- Giving up influence and reducing one's contribution or role in the situation
- The leader may accomodate or comply with the wishes of others
The best way to use this approach when:
- The team has most of the facts and experience related to the problem
- The problem is highly personal and not work-related
- The team is highly motivated and can learn from the experience
- Don't use relinquishing approach to avoid "rocking the boat."
- Don't run all away to this point to compensate from previous behavior
- Two-way or mutual approach
- Involves sharing opinions or facts.
- Used most often when there is a need for consensus.
- best to use this approach when:
- The individuals involved do not have all the experience and knowledge about the situation
- collective commitment is important
- New ideas are needed
- Takes more time and energy
- Important to have strong communication and listening skills
-Occurs when the person withdraws from the situation
- This withdrawal can be seen
- Visibly: By someone leaving the room
- Invisibly: By tuning people out
- The person cannot be influenced or influence others
- Best to use this approach
- There is insufficient information to explore the issue any further
- There is a legal, moral, or ethical consideration that prevents discussion of the issue
- Patience is important
- Don't continue to push, and be willingly to come back again and understand better.
- Different situations require you to select the appropriate approach.
- Effective two-way conversation, and a win/win attitude are key ingredients to the development approach.
- If there's disagreement, explore reasons behind the idea.
- The assumption that one person is right or wrong is set aside, and all ideas are considered.
- Maybe this isn't the type of influence you're familiar with. Maybe you're used to the controlling or the relinquishing approach.
- As a leader, it's important that you know how to use the power and influence as you're role of the leader, as well as the role of the team
Selecting the Right Approach
Different types of situation will have influence on the way you lead.
-There are three types of leadership styles: Delegating, Directing, and Participating.
- Leadership Styles are pattern of behavior that one uses to influence others.
Leaders tell their subordinates what they want done and how they want it to be done without getting others' advice or opinions .
Use this when:
- Leaders would still be the one who makes the final decision.
- Build a better and stronger team, gaining respect from you're team, increase the confidence of subordinates because they have a say in the final plan.
- DON'T THINK GETTING ADVICE FROM A TEAM MATE US BAD, CHOOSE WHAT'S BEST FOR THE SITUATION
Use this when:
You're subordinates are fairly competant and support your goals.
- Time is short and you know what needs to be done and how to be done
- When the group you are leading lack experience and you must direct the behavior.
When the leader consults ask opinions from their subordinates before making a decision
Most efficient , usually requires the least amount of time and energy to interact, direct, and communicate with your team member.
- You are still responsible for the result of your actions.
Use this when:
- Dealing with mature followers who support your goals and are competant and are motivated to perfrom the task delegated.
- Certain key member of you're team is able to analyze you're problem or situation, determine what needs to be done, and do it.
There is no style that will solve all the problem, so a leader must be flexible with dealing with different situations using different leadership style. Some important ways to determine which one to use may include the people you are working with, the difficulty of the task, and how motivated the team members are.
Making authority to your team member
As you have learned, leadership styles are the pattern of behaviors that one uses to influence others. you know that you can influence others in many different ways.
2) Sources of Power and example
3) Understanding influence and the types of influence
4) Approaching types of influence
5) Selecting the right approach
6) Types of leadership Styles