There’s no one-size fits all approach to organisational leadership as all businesses operate differently, their team DNA varies and diverse corporate culture dictates unique styles to best suit internal functions. Different leadership methods have a huge impact on employee engagement and the tone set in the office. A lot of small start ups have more informal and engaging leadership types where employees are encouraged to get more involved, whereas a lot of big corporates have more hierarchies and red tape.
Are you satisfied with your employees’ behaviour and productivity? If not, look at your leadership type. Are you inspiring to your team? Does your leadership style encourage employee engagement? When leaders have observable behaviours which others can learn from, and are motivating, then this has a positive domino effect within organisations. Investing time and effort in becoming the right type of a leader for your business is an invaluable investment which not only develops your people, but ultimately impacts on the bottom line.
Below are five common leadership styles:
This approach inspires employees to perform excellent work with the force of their leader’s example. Employees can rise high and propel forward with positive motivation compared to negative criticism. Instead of dictating to their team, transformational leaders inspire people to change their motivations and perceptions to work towards a common goal and mission. This leadership style garners high levels of trust, admiration and respect, which is excellent for employee engagement.
First and foremost with this style of leadership, employees are there to serve the organisation, the higher up one moves, the more people there are for you to serve, not for people to serve you. The organisation needs to come first, so one will probably have to work harder as they climb the corporate ladder. All decisions made are in the best interest of the business, not just the stereotypical directors. People practicing this type of leading method wear lenses of what’s best for the company and say no when needed.
This is one of the most recognised form of directive leadership and can be perceived as a contradict to modern ways of working. These leaders have significant control over its teams and hardly ever consider power sharing. Industry dependent, such as the military, this method works best, when a leader takes control and makes the decisions. These leaders heavily rely on rules, policies and procedures to govern processes within an organisation. This method can often lead to micromanagement and can be viewed as limiting professional ownership of work. However if used correctly, it can improve productivity, can handle crisis situations effectively as well as allows for fast decisions to be made.
A different way to manage and lead – these leaders are characterized by using a hands-off approach, where they allow their employees to get on with the tasks and responsibilities they see fit. This is a delegative method where there is complete freedom for decision makers and they need to problem solve on their own. A lot of trust is needed for this to work, and works well for people who enjoy a wide degree of latitude in decision making and working autonomously. This works particularly well with creative roles such as advertising folk, social media consultants and research ventures.
As the name suggests, this is a participative style where leaders ask for input from their team members before concluding with a final decision. This method encourages togetherness and is applicable across the board, it fosters strong relationships between employees and makes tasks seem more achievable. Power distribution is allocated by management asking the team to actively participate.
Staff Treats is an employee engagement and perks agency that encourages employee engagement. If you’d like to find out more, speak to one of our Engagement Specialists today.
Written by Talya Zwiers
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