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Transcript of Leadership Styles
Coercive / Commanding
Coercive / Commanding
Out of the five leadership style this is the least effective. It can provide a negative impact on the environment and creates problems in the long term. There are no opportunities for flexibility and the opinions of others do not count. It can stunt the creativity and innovation of fellow team members, making them feel disrespected and lose self pride. People can lose a sense of responsibility and ownership. Fear and insecurity in the environment can result from this style.
Coercive leadership is most effective in times of crisis and when you need to gain a quick or urgent response. This leadership style should only be used in the short term to get a job done. This approach results in breaking bad habits and shocking people into new ways of doing things. Coercive leaders have the drive to achieve.
This style doesn’t work when the group knows more than the leader. Authoritarian leaders become bossy, aggressive or domineering. Team members may feel they are unable to contribute to the team. Long-term use of this style could build resentment toward the team members. This style is one sided and biased due to being only one main leader.
In this style one person directs the group until the end. This enables them to give direction and keep the team motivated. The leader sets the tasks that the group are to achieve. This style enables the leader to give unsure team members direction. Quick decisions are made without consulting the entire team thus providing more timely action.
Although coaching leadership is effective in many work and learning environments, it is the least practiced due to leaders not having enough time to help others. Coaching may be least effective when a member becomes defiant towards the leaders new ideas or changes towards a long term goal. A leader may struggle in achieving the teams end result due to one person's negativity. Coaching can also be referred to as micromanaging, meaning the leader can become controlling and show attention to detail. Team members may become stressed and under pressure if this was to accrue.
Coaching leadership focus' on the leader helping others to succeed in their personal development and team related activities. Leaders provide a positive work environment enabling all members to stay motivated. The leader achieves this by encouraging and inspiring each of their members. By coaching the team members through a long term goal, the leader may give positive or negative feedback to work on strengths and weaknesses to ensure all members are achieving effective results.
This style works best in a learning organisation, scaffolding members to become successful and up skilled in their learning environment.
This style is not suitable or effective for staff who need leadership and/or supervision. It can also lead to ineffective outcomes from those with poor time management skills, those unskilled or knowledgeable at the required tasks. Use of this style can produce laziness for those not self motivated.
This style can lead to high job satisfaction and enables freedom for a team to work at their own pace. As there is minimal face to face time with the team leader, team members can have more effective work time thus resulting in more productive outputs. This encourages more autonomous working conditions
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This has been a team presentation by:
Coercive or Commanding is the most aggressive leadership style. They give clear direction by use of power. They display self-control and can appear unfriendly and withdrawn.
They ensure tasks are accomplished by means of ordering or dictating others and demanding that immediate action takes place.
The Authoritarian leader guides the group to a goal and keeps them focused on the end goal; they also decide what goals are to be achieved by the team. This style works best when the group needs new direction due to circumstantial changes.
This leadership style is also referred to as the Autocratic leadership. Autocratic leaders typically make choices based on their own ideas and judgments and rarely accept advice from others. The Authoritarian was regarded as the most prominent style over 100 years ago. The Authoritative leadership style is no longer practiced today.
Coaching leaders are excellent at helping others to advance their skills, building bench strength, and providing career guidance (Money-zine, 2015). With the use of this style, the Leader works closely coaching, developing and mentoring the team member’s to ensure they have the knowledge and skills to successfully plan and implement long term goals together.
These leaders provide plenty of feedback on performance; but they are also experts at delegating and giving employees assignments that are challenging too (Money-zine, 2015).
Team members who are receptive towards the help of the Leader can provide a very positive workplace environment. If members are defiant towards new ideas and changes from the Leader, the Leader may struggle and need to provide another style of leading.
Laissez Faire is French for "Leave it Be".
This style of leadership could be described as minimalistic in that the manager / leader leaves their team to self manage themselves and only appear if team members need clarification or guidance.
Teams are given a lot of freedom in terms of setting their own deadlines and deciding how they will complete tasks.
Leadership; a person whom people may follow or a person who provides direction, implements plans, and motivates people. Most leadership styles motivate and organize a group of people to focus on a long term goal to successfully achieve together.
There are many different leadership styles that can be performed by leaders in political, business or learning organisations. This presentation will demonstrate five of the leadership styles, illustrating the positive and negative attributes in a learning or working environment.
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There are few if any negatives to Facilitative Leadership. However, decisions made using this leadership style could take longer to reach potential, making it unusable in times when deadlines are tight. Also there is no clear line of accountability in times when disaster stikes.Employees who are followers find it difficult to participate in group decision making processes. The heightened expectations of all stakeholders could create conflict if not dealt with collaboratively. If there is domination by one person there is the potential for disharmony amongst the group which may lead to abandonment and disillusion.
Facilitative Leadership consists of carefully managed teams that provide high quality commitment and motivation. All members' ideas are seen as innovative and as such quality dialogue amongst colleagues is produced. This leadership is flexible and adaptive to the needs of the company and its employees, creating an increased return on investments as the stakeholders take further ownership of the decisions and accountability for the success or failure of the business.
The Facilitative Leader provides an environment where collaborative discussion and joint production can take place. This leadership style requires excellent social skills as well as problem solving skills that are supported through group communication and collaboration. Facilitative leadership is about involving and inspiring employees to achieve beyond their self-interest; taking ownership of the final desired outcome, to the satisfaction of all involved.
The credibility of information is just as important as the information itself. In the video by TED Talks (Producer) (2012), Nolan explains that truth is not binary (ie yes / no / black / white), but is influenced by the “human” factor. To find if information is credible, not only the information, but the source needs to be looked at. Each website accessed and referenced in this presentation has been assessed in relation to their credibility, specifically those mentioned by Metzger (2007) including:
• Professional-quality and clear writing
• Absence of typographical errors and broken links
• Source citations
• Presence of contact information
• Ability to verify claims elsewhere
• Easy navigation and well organised
By investigating the websites in this manner, one can minimise the likelihood of viewing inaccurate information thus providing a more accurate, tangle argument.
Metzger, M.J. (2007). Making sense of credibility on the Web: Models for evaluating online information and recommendations for future research. Journal of the American Society for Information Science & Technology, 58(13), 2078-2091.
TED Talks (Producer). (2012). Markham Nolan: How to separate fact and fiction online [video file]. Retrieved 22nd April, 2015 from http://www.ted.com/talks/markham_nolan_how_to_separate_fact_and_fiction_online.html
For a learning or working environment to be successful it needs a combination of leadership styles. The previous pages have provided a detailed explanation of the five most common styles, how they work within an environment and the positive and negative impacts they may have. Being aware of the environment and who is in it will reflect the type of style most appropriate. Leaders may use a variety of styles at any time depending on the environment and its goals, but the most effective leader is the one who can master the correct styles and use them efficiently in different situations.
Metzger, M.J. (2007). Making sense of credibility on the Web: Models for evaluating online information and recommendations for future research. Journal of the American Society for Information Science & Technology, 58(13), 2078-2091. Retrieved 22nd April 2015
TED Talks (Producer). (2012). Markham Nolan: How to separate fact and fiction online [video file]. Retrieved 22nd April 2015
Alto, Milena Boniek , Getty Images (n.d). Autocratic leadership can have benefits and downsides, depending the situation. [Photograph]. Retrieved 22nd April, 2015 from http://psychology.about.com/od/leadership/f/autocratic-leadership.htm
In His Name Christian Business Consulting. (2012). In His Name Christian Business Consulting [photograph]. Retrieved 6th May, 2015 from http://inhisnamehr.com/need-a-hr-partner/executive-coaching/
Prezi Images Retrieved 22/04/2015
Strategies for Managing Change. (2015). Facilitative Leadership [photograph]. Retrieved 5th May, 2015 from http://www.strategies-for-managing-change.com/facilitative-leadership.html
Wikipedia (n.d.). Equipe 3D objectif concept.[photograph] Retrieved 26th April, 2015 from https://www.google.com.au/searchq=coerciveleadership&biw=1264&bih=751&tbm=isch&tbo=u&source=univ&sa=X&ei=EpQ4VbriEsXY8gWBv4GQDw&sqi=2&ved=0CFQQ7Ak