Leadership Style - Fundamentals and Concepts.pptx
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The document discusses various leadership styles, including coercive, authoritative, affiliative, democratic, pacesetting, and coaching leadership, outlining their characteristics, advantages, and disadvantages. It emphasizes the importance of adapting leadership styles based on circumstances, asserting that effective leaders are well-versed in multiple approaches and can switch styles as needed. The concept of equicoaching is introduced as a means to enhance self-awareness and leadership skills through interaction with horses.
Leadership Style - Fundamentals and Concepts.pptx
- 1. Brig Gen Dr Zulfiquer Ahmed Amin MBBS (DMC), MPH (HM), M Phil (HCHM), Fellow (AIIMS, Delhi), PGD (Health Economics) Leadership Style
- 2. A leadership style refers to a leader's methods and behaviors when directing, motivating, and managing others. Corporate leadership determines how they strategize and implement plans while accounting for the expectations of stakeholders and the well-being of their team.
- 3. *Goleman Leadership Styles *American psychologist
- 4. Coercive Leadership Style Also called: Authoritarian, Autocratic, Coercive, or Commanding Leadership Authoritarian leadership refers to any situation where a leader keeps hold of as much power and authority as possible. Authoritarian leadership places total decision-making power in the hands of an individual. It’s best to use when it needs to fix a problem quickly. This type of leadership dates back to the earliest tribes and empires. Authoritarian/Coercive Leadership
- 5. In this leadership style, the leader makes decisions without taking input from anyone who reports to them. Features of autocratic leadership: •Centralized decision-making •Top-down communication •Minimal delegation •Limited autonomy for team members •Emphasis on hierarchy and status •Resistant to feedback or criticism
- 8. Micromanagement is a pattern of manager behavior marked by excessive supervision and control of employees’ work and processes, as well as a limited delegation of tasks or decisions to staff. Micromanagers generally avoid giving decision-making power to their employees and are typically overly obsessed with information-gathering.
- 9. When Autocratic Leadership is Required An autocratic leadership style works best in situations where executing absolute control in a time of battle or crisis is necessary. We look to leaders in those situations to make the difficult decisions and to communicate and execute a strategy with an unwavering focus.
- 10. Authoritative leadership Authoritative leadership, not to be confused with authoritarian leadership. An authoritative leader is someone who is confident and knowledgeable in their field, and they use this confidence to inspire their team to follow their lead. Authoritative leadership is hands-on, the leader charts a course and encourages their employees to follow and grow along with them. Authoritative leaders act as mentors for their employees and work to inspire their teams. Often referred to as visionary, they guide their teams toward collective success.
- 11. Characteristics of Authoritative Leadership
- 12. Pros of Authoritative Leadership 1. Clear Vision: Authoritative leaders are skilled at setting a clear vision for their team, which helps to align everyone’s efforts towards a common goal. This can help to improve communication and collaboration within the team, as everyone is working towards the same objective. 2. Empowerment: Authoritative leaders empower their team members by giving them the freedom to make decisions and take ownership of their work. This can lead to increased job satisfaction and motivation, as team members feel trusted and valued. 3. Flexibility: Authoritative leaders are able to adapt to change and are open to new ideas and perspectives. This can help to keep the team agile and responsive to changes in the market or industry.
- 13. Cons of Authoritative Leadership 1. Authoritative leaders can appear overbearing: For employees who are accustomed to freedom to work and creativity, the prescriptive approach of the authoritative leadership style can appear somewhat overbearing (Bossy). 2. Authoritative leaders must own their mistakes: The authoritative approach places the risk of failure purely on the shoulders of the leader. 3. Authoritative leaders can make mistakes. No one is infallible, and when the decision- making for a whole team falls to just one person, it is easier for mistakes to slip through the cracks. 4. Authoritative Leadership Can Cause Tension in Teams. Individuals who are inherently creative thinkers and problem solvers may feel that their skills and abilities are neither wanted nor respected within a team led by an authoritative leader.
- 14. When to Use an Authoritative Leadership Style Authoritative leadership can be particularly well suited for businesses undergoing a period of struggle or change. A department or team not meeting its goals in recent quarters; a shift in company ownership, leadership, or structure; a corporate turnaround after a decline; or a desire to innovate and change organizationally can all be appropriate situations for an authoritative approach.
- 15. Authoritative vs Authoritarian Leadership While the terms “authoritative” and “authoritarian” leadership sound similar—and are often used interchangeably—they are very different. Authoritative leaders guide their team by example and inspire progression toward a common goal, whereas authoritarian leaders rely on commands and demand compliance without question. Authoritative leaders say, “Come with me;” authoritarian leaders say, “Do what I tell you.”
- 17. Affiliative Leadership Style Affiliative leadership is a management style centered around creating emotional bonds and harmony within a team or organization. It prioritizes the people, their feelings, and the establishment of a harmonious environment over rigid adherence to tasks or performance goals. This approach strongly emphasizes empathy, communication, and building strong interpersonal relationships. Their motto: “employees first”.
- 19. The downside, is that the team rarely receives actionable advice or correction, leaving team members feeling confused and leaderless. This style doesn't work in times of crisis or when quick results are needed. An affiliative leader is usually effective when there's a need to mend bad feelings in a group or motivate others during heavy workload and stress.
- 20. Also called: Participative or Facilitative Leadership Democratic leadership also known as participative leadership is a leadership style in which members of the team or employees actively work together with the leader to achieve a common goal. Under democratic leadership, every team member has a valued voice that management genuinely wants to hear from. These workplaces are typically more flexible and collaborative. It is a leadership style in which members of the group participate in the decision-making process. Democratic Leadership Style
- 21. Democratic leaders often have the following characteristics: •Inclusive •Collaborative •Effective communicator •Empowering •Supportive and empathetic •Trust-building •Emotionally intelligent Why this leadership style is good for the team: The democratic leadership style is one of the most effective because it encourages everyone to participate in all processes, share their opinions, and know that you will hear them. It also encourages employees to be engaged because they know you will hear their feedback. Team members feeling like they have space to participate can also increase employee empowerment, motivation, and participation.
- 22. Potential challenges for leaders with a Democratic style: Reaching a consensus can take considerable time, resources, and communication with a democratic style. It can also impact decision-making because some team members may not have the right expertise to make critical decisions.
- 24. When to apply Democratic Leadership 1. When employees are highly motivated and highly skilled. 2. When a complex situation has to be tackled. 3. When a decision involves high risk. 4. To invite higher levels of commitment by the employees. 5. To improve work environment by building team relationships through frequent communication. 6. To increases morale and job satisfaction.
- 25. Pacesetting is a style of leadership when a leader leads from the front, constantly sets high standards for their team and expects them to exceed with minimal management. Pacesetting is a results-oriented style of leadership that asks team members to match or exceed the standard shown to them. It emphasizes individual accountability. Example: Military Leaders Pacesetting Leadership Style
- 27. When Pacesetting Leadership is Effective • When employees are highly skilled and motivated, from whom short-term results is desired. • When a project need to be completed quickly. • Team members have low morale to work, so you show them that excellence is attainable
- 28. Coaching Leadership Also called: Conscious Leadership Coaching is a useful way of developing people's skills and abilities, and of boosting performance. Coaching leaders focus on the personal development of their team members, rather than just meeting work-related quotas or sales goals. A coaching leadership style focuses more on support, encouragement, and guidance and less on policies and directives. A coaching leader focuses on identifying and nurturing the individual strengths of each member of the team and developing strategies that will enable teams to work better together.
- 29. Coaching leadership style is the leader’s ability to see the strengths and weaknesses of individual team members so that the leader can help each individual grow and succeed. A coaching leadership style focuses on bettering workers as individuals, which improves the entire team.
- 31. When Coaching Leadership is Effective • Leading a team where employees are driven, but engagement and motivation are low. • Taking over a team that has a toxic culture or an existing distrust of leaders. • Noticing a disconnect between organizational and personal objectives. • When teams are working towards long-term goals. • A leader wants to help their team develop personally and professionally.
- 33. Differentiation of Leadership Styles
- 35. Choosing Leadership Style According to Daniel Goleman, successful leaders don’t just stick to one leadership style; they are well-versed in multiple styles and know-how — and when — to alternate between them depending on their circumstances. For example, if a hospital was losing patients every day for weeks on end, coercive leadership needs to step in, take control of the situation and implement a fast-acting solution. Once the situation is in control, we may forward with an authoritative leadership style, that can help maintain positive client relationships through clear direction and goal setting. When everything is settled and total harmony returns, and the hospital has a highly skilled team, a democratic or affiliative leadership may be chosen.
- 36. The horse is a prey and in order to survive for millions of years, it is always on the lookout, is aware of its surroundings and feels the emotions and bodily movements (heartbeats, gestures, gait) of all living beings that surround it. Thus behavior of the horse in response to someone, is the mirror of intentions and emotions. The horse - and equicoaching - provokes a powerful sense of self-awareness, helps people identify their natural type of leadership and allows them to work on an adapted leadership, individually but also in a team. The horse is not limited to making leadership work, it also excels in non-verbal communication, interpersonal communication, stress management as well as all the needs for team cohesion and creation of bonds.