Matthew Warner
Published by: Psytext
Leadership has many different types and formats that are coherent with the atmosphere they are being used in. This can also be associated with the education level, and or age/maturity of those under your leadership.
Your own particular leadership style will depend on your level of training, the industry you are working in and the type of staff or students you are responsible for managing or attending to. Cultural aspects may also play a part in deciding what leadership type to implement.
“To have the ability to lead, any successful leader must be able to modify and adapt their style to adhere to specific types of and groups or employees. Before we start examining the current understanding and modeling of the theory, we should explore the ideas it is based on” (“Participative Leadership Guide: Definition, Qualities, Pros & Cons, Examples'' paragraph 5, Anastasia, 2016).
Participative Leadership: The theoretical aspects of participative leadership implementation can be broken down into varying leadership traits, discussion, acceptance, morale, creativity and retention. The Participative leadership is a style that involves the entire group of people who are working together make decisions as a whole.
Transformational Style Leadership: This style of leadership involves the opinions of the leading members of an organization or party. Their group will organize and discuss the necessary areas that need change or augmentation, coming to a general consensus about how to implement the strategy. This form of leadership is more common in the political sector, military and large business enterprises. The transformational leader must create an ethical set of values that encourage staff, team members or students to look beyond self-interests to the common good. This requires consistent implementation reinforcement, appealing to common ideals and providing individual coaching or mentoring. Former U.S. president Franklin Roosevelt and Martin Luther King Jr. are both considered to be Transformational leaders. Martin Luther King Jr. was known for using persuasive appeals. Those within the transformational leaders will hold high regard with society and the leader. Keeping this in mind, the transformational leader will utilize these skills and unique traits, extracting more from their peers or followers then they regularly produce, exceeding expectations. The successful transformational leader will take into account the personal feelings and needs of their employees. This human treatment and consideration is important for company or individual morale. Industries that value their employees will implement methods of transformational leadership to ensure a strong reliable staff that works diligently and completes tasks. Transformational leadership can also be used for troubleshooting issues and making crucial decisions. Transformational leaders need to have the ability to work well in complex organizations and work environments. There are 4 components attached to being a Transformational Leader, they are called the 4 p's: Idealized Influence, this is when the leader serves as an ideal role model, setting a positive example to be followed and learned from. Intellectual Stimulation taking the intellect of your employees seriously and respectively. Believing in their input and understanding the importance of believing in their intelligence.
Situational Leadership Theory
This theory was established in 1969 by Paul Hersey and Ken Blanchard. Situational Leadership is part of a group of theories known as the “Contingency Theory of Leadership. To have the ability to lead, a successful leader must be able to modify and adapt their style to adhere to specific types of and groups of employees. This framework outlines one's ability to modify and adapt speech trends to varying situations. Situational Leadership Theory combines supportive behavior with directives to guide an aspiring leader.
Path-Goal Leadership: Path-goal Leadership Theory
“The Path Goal Leadership Model” is based on theory from a specific leader’s style or behavior that would best fit the employee or work environment. This is also a good way for one to learn positive work habits from the best influential source. The goal of the Path-goal leadership style is to increase an employee's motivation and overall work performance. The theory was created in 1964 and derived from Vroom’s expectancy theory. This theory outlines the actions of an individual and the expected reactions and outcomes of those reactions. The theory was formally introduced by Martin Evans in 1971. The Path-goal style of leadership can be perceived as the process that leaders use to select the specific behaviors that are best suited to maintaining employee morale in the working environment; the best implementations to provide a positive work model. (Murphy, 2015)
The degree and structure of an employee's needs will module theory interpretation of what the leader and superior employer wants. The leader provides the structure and guideline to the other employees. This goes for any leadership situation. One must, and should always lead by example and in a manner that has the required positive influence on your staff or subordinates. The leaders of any organization by right, should be more adept and involved in the said task. The employees can then least attempt to follow suit. Path-goal theoretical leadership also focuses on overcoming obstacles. If an obstacle is too much to handle, the leader should provide positive solutions for the employees to overcome. “This positive form of instruction will help guide employees in the correct direction.
The leader must adjust his or her style to the employee and specific task characteristics.” In 1974 the House of Mitchell defined four types of leadership styles and behaviors.
Directive
Supportive
Participative
Achievement
These are based on two different factors.
Consideration - relationship behaviors, such as respect and trust.
Initiating Structure - task behaviors, such as organizing, scheduling, and seeing that work is completed safely and efficiently.
“Superior employees exerting extravagant behavior in front of employees that are making minimum wage is one negative aspect of the Path-Goal Leadership.” (Marshall, 2009)
There are many different types of leadership
Authentic leadership
Autocratic laissez-faire
Transformational, transactional
Bureaucratic, charismatic
Leading by Example
Some of the concepts and methods may change from one situation to the next, but the main idea remains the same.
The founder of Situational Leadership theories broke the levels down into 4 supportive groups
Telling is where the leader demonstrates high directive behavior and low supportive behavior
Selling is where the leader demonstrates high directive behavior and high supportive behavior
Participating is where the leader demonstrates low directive behavior and high supportive behavior
Delegating is where the leader demonstrates low directive behavior and low supportive behavior
OLF: Ontario Leadership Framework
Leadership roles are an important part of maintaining a goal oriented focus. In order to properly understand a task, someone who is still learning and trying to understand an idea will benefit from being surrounded by role models and leaders that can provide positive reinforcement. The OLF, (Ontario Leadership Framework) was released in 2012 by the Ontario Ministry of Education. The OLF works to make positive decisions on the parameters surrounding the best developed ideas of how educational leadership is built, structured and maintained. Ontario's leadership framework is constantly changing to become more adept to current trends. Leadership is now considered second only to practical teaching on how it affects a student or employee's learning outcome. Ontario has structured and documented its leadership framework. Some of the main ideas we focus on here can be seen when reviewing other nations with similar texts. The table outlined in the Canadian GOLF (Ontario Leadership Framework) is also seen in similarity to the Cayman Island Structural Framework guide. The Exercise of influencing members of an organization. In this instance, the education system. (Murphy, 2015) Enhanced Leadership and Governance (CISPE), uses a servant leader approach for all senior leaders in the educational system. They also lead campaigns to value education and educators. The CISPE has established a consultative council of Principals, the PCC. The PCC introduced the first health standards for canteens.
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