By Morgan International Staff Writers
It’s fair to say that the world of business is becoming increasingly demanding due to the fast paced and often challenging times we live in.
This often means that business leaders are forced to respond to change faster than ever before. But does this mean that you have to change the way you lead? And, if it does, when’s the right time to change?
There are a number of different leadership styles, all offering their own pros and cons, and each potentially effective in their own way. However, that’s not to say that all leadership styles are appropriate or effective for all businesses, employees, and leaders.
The main management styles are:
The leader closely controls employees and motivates them through threats and discipline. The classic, “do it the way I tell you” manager.
This style of leadership is most effective when there is a crisis or when deviations are risky, but is not effective with underdeveloped or highly skilled employees.
The firm but fair manager who gives employees clear direction and motivates through persuasion and feedback on performance.
This style of leadership is most effective when the leader is credible and when clear directions and standards are needed, but ineffective when employees are underdeveloped or the leader is not credible.
The people first, task second manager who avoids conflict, focuses on good personal relationships between employees, and motivates by trying to keep people happy.
This style of leadership is most effective when used in conjunction with other leadership styles, for routine tasks, and managing conflict. It is not effective when performance is inadequate or when a crisis situation requires direction.
The everyone has input manager who encourages employee input in decision making and motivates by rewarding team effort.
This style of leadership is most effective when employees are working together, when staff have experience and credibility, and in a steady working environment. It is least effective when employees must be co-ordinated, when there is a crisis, or when there is a lack of competency.
The ‘do it myself’ manager who performs many tasks personally and expects employees to follow by example. Motivates by setting high standards and expects self-direction from employees.
This type of leadership is most effective when people are highly motivated and competent, requiring little direction or co-ordination.
The developmental manager who helps and encourages employees to develop their strengths and improve their performance. Motivates by providing opportunities for professional development.
This leadership style is most effective when skills need to be developed and when employees are motivated and keen to embrace development.
Before you change your leadership style, it’s important that you understand what type of leader you are and why change is needed.
Changing your management style certainly isn’t easy, but it’s worth it in the long term. There are a number of times in which change can be highly effective, or even essential.
Of course, you might not see results instantly, and it can be all too tempting to fall back into your old ways. But stay aware of your personal progress and keep yourself on track.
But that’s not to say that you can’t rethink your approach. If you find that, despite your best efforts, your new management methods aren’t proving beneficial for your team, you might need to alter your approach again.