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Using trait approach was one of the first ways people studied leadership. In trait leadership,our focus is exclusively on the leader dimension on the Dunham and Pierce Leadership Model. The trait theory not only focuses on traits that a leader is born with, but also the characteristics of their personality. This style of leaderhip provides benchmarks for what to look for in a leader. It also highlights that all leaders are different through their unique traits.
Leaders skills are learned and developed. This is also a leader centered approach. This approach states that leadership is for everyone who can develop certain skills. It focuses on the leaders capabilities. Katz said that the three basic skills needed for quality leadership. These skills are technical, human, and conceptual.
The importance of these skills change depending on if you are in a supervisory, middle, or top management role. This type of leadership is strong mainly because it makes leadership available to everyone. It is also strong because of its structured process. Sometimes this style does have aspects that seem trait like.
Authentic leadership is a newer area of leadership research. It focuses on whether the leader is genuine, and how authentic the leader is. Interpersonal perspective emphasizes the leaders ability to do a self diagnosis and see what changes need to be made. Leaders who show authentic leadership lead with conviction. These leaders are not copies. Authentic leadership is a reciprocal process between the leader and follower, according to the interpersonal perspective. And according to the developmental perspective, authentic leadership can be created over time.Authentic leadership can be developed and is available to everyone, although it might take your whole life. Leadership training for authentic leadership should focus on having leaders make meaning of their life. Authentic leadership provides broad guidelines,can be developed, and measured.
The behavioral approach focuses on what the leader does and how they act. The behavioral approach is composed of two different kinds of behaviors, task and relationship. Task behaviors are things like helping subordinates reach goals, relationship behaviors are the actions of making subordinates feel comfortable with each other or situations they are in. Good leaders must have a good combination of the two so that they can influence followers in a positive and constructive way. One very important and well know piece of behavioral leadership is Blake and Mouton's leadership grid. This grid is composed of two factors, concern for results, and concern for people. The different levels (measured on a scale from 1-9) of those two factors then create 5 different management types:authority-compliance, impoverished management, middle of the road, country club, and team management. Behavioral approach is used in many work environments by having training programs use Blake and Mouton's grid. It serves as a mirror for managers, to assess their own leadership style, then make changes accordingly. Behavioral approach brought a major shift in research of leadership from traits to behaviors which is a really big strength this approah offers. There are also a broad range of studies done on the behavioral approach so it is very credible.
Servant leadership is a behavioral style of leadership. Servant leadership focuses on the leaders behavior and style in the Dunham and Pierce model. Service and influence are the two main points in servant leadership. Greenleaf's definition states that "servant leadership begins with the natural feeling that one wants to serve, to serve first." Servant leaders are those who put their followers needs before their own needs. They are nurturing and empathetical. These leaders always want to help the greater good. Servant leadership is developmental so HR programs can training programs to develop servant leadership within employees. It can be used in a variety or organizations.Servant leadership has a sound measure, the Servant Leadership Questionnaire.
Transformational leadership is focusing on leadership behavior. This includes the leader assessing followers motives and needs. Then hopefully the leader will influence those followers in a positive way, with the goal in mind that the follower will exceed goals.Transformational leadership is focused on the assessment on followers by leaders. Transactional leadership is defined under the transformational approach. Transactional leadership is the focus on the exchanges that happen between leaders and followers. If a leader can be both transformational and transactional, than then follower will perform above and beyond expectations.
The situational approach to leadership emphasizes on how the leader reacts to different situations. It is leader based. It was developed with the idea of different situations need different styles of leadership. This approach is made up of a directive (trait) and supportive (relationship) dimension. These dimensions should be applied when the situation calls for it. The four leadership styles that come out of the Situational Leadership grid are, delegating, supporting, coaching, and directing. These styles all have a time and a place. Delegating works in a student council setting where the president needs to assign tasks. Supporting works any time that a follower is feeling down on themselves. Coaching works when the leader has a higher skill set than followers, but wants the followers to do really well, this can sometimes be a harsher style. And directing can happen when the follower really needs to be told what to do to stay on task. The situational approach is practical, and gives the leader flexibility in how to work with followers.
The LMX theory is defined as a theory that conceptualizes leadership as a process. LMX stands for leader-member exchange. Process being the key word. This theory makes the relationship between leaders and followers the focal point of the leadership process. In this theory, leaders treat followers as a group. LMX theory applies descriptively and prescriptively. This theory says that it is good to know the difference between "in groups" and "out groups". In groups are those who trust managers and are the positive people. They are usually compatible with the leader. The out groups are those who never go out of their way to do anything above and beyond. Phases in the leadership making model help to make this a prescriptive form of leadership as well. The LMX theory validates many life experiences that we have in work settings. There are always going to be people who click, and those who don't. The one problem with that is that is can seem unfair.
The path goal theory fits in the Dunham and Pierce model somewhat like the situational theory. Path goal says to the leader, adjust your style based on follower motivation and task at hand. So it fits in under the followers motivation. It emphasizes the relationship between the leaders style, the followers characteristics, and the work setting. Path goal theory does a good job of informing leaders about when they should use different styles, such as directive, supportive. It is a very practical model, although it can be difficult to implement.
Adaptive leadership is all about how the leader gets the follower to succeed and adapt to change. It pays attention to the context of Dunham Pierce model. The success of the leader depends on how well the follower adapts to new or challenging situations. It is the practice of getting followers capable to thrive in changing environments. The leader decides how to handle situations by gauging if the challenge is technical or adaptive. When the challenge is adaptive, the leader will solve this challenge by using prescribed behaviors. This kind of leadership takes the process approach, and is follower centered. Because it is the followers who do the adaptive work. Another strength is that is prescribes leadership behaviors. There is little research on adaptive leadership, and pretty abstract. Adaptive leadership can help solve issues in faith based organizations and non profits.