Leadership Framework: Types of Leadership Styles
08/12/2019
Matthew Warner
Published by: Psytext
Leadership roles are an important part of maintaining goal oriented focus in the workplace and in other aspects of instructional development. 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. This essay will outline the traits and behaviors of two leadership theories: Path-goal leadership theory and Situational Leadership theory. 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.
Contents
1. OLF
2. Leadership Traits
3. The 4 P's
4. Transformational Style Leadership
5. Situational Style Leadership
6. Participative Style Leadership
7. Path-goal Style Leadership
References
1. 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 practice 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.
2. Leadership Traits
The role of leader is important when considering your subordinates and the type of endeavor you and your enterprise is embarking on. There are many leadership types and traits associated with them. Leadership traits are indigenous to the industry and the type of societal environment associated. In the construction industry, a strong charismatic leadership role is more suitable for interactions with staff and prospective clients. Along with using the transformational style of leadership, knowing the coherent traits and why they are there, will help guide any perspective leader on the right path. The first type of leadership style I would like to outline, is what is known as the “Participative” style of leadership. Participative leadership is a style that involves the entire staff (or core staff) making company decisions as a group. The staff works together to make crucial decisions or vote as a single unit. This would usually be under the guidance of someone in a managerial or supervisory position. To have the ability to lead, any a successful leader must be able to modify and adapt their style to adhere to specific types of and groups or employees.
The theoretical aspects of Participative leadership implementation can be broken down into varying leadership traits:
Discussion
Acceptance
Morale
Creativity
Retention
Some of the concepts and methods may change from one situation to the next, but the main idea remains the same. Having a joint discussion about key company aspects will allow feedback from your employees, this may make work easier and more productive. Keeping the work atmosphere a positive environment will keep your employees, your employees, and help work progress at a positive rate. Legal offices, retail stores, military / sub military (police, coast guard) official management, ghostwriting companies, creative film or media business, ad agencies are some types of industries that regularly practice participative leadership methods. The input from their employees is important because each one has a respectable knowledge of his or her field and an idea of how to make work more productive because they are the ones doing it. Unless you're working for your own company, the final decision or judgment or where to allocate any changes, additions or adjustments is up to the ranking employee or employer. To ensure a positive goal oriented outcome, the participative leadership method could implement a point of focus for the employees to embark on. This will leave less room for discussions on topics that have less relevant connotations than the ones at hand. I would change this to suite my personal preference when addressing a group of employees or peers to help guide the discussions in the right direction, offering a specific subject to follow.
Another leadership trait necessary to maintain company morale is and financial stability is the transformational style of leadership.
Educating your core staff or group of peers, letting them know and understand the difficulties at hand, why they are and what needs to be done will give them insight into what moves to make and how to go about doing so. The simple truth of the current situation will open the perceptions of the thinking mind your staff has. Companies that have long term employees and family members as staff, will have a good idea of how the company functions, knowing the people they are working with. Utilizing these facts will bolster smooth project completion; by understanding what can be done to ensure stable interactions.
The second leadership trait I would lie to focus on is the transformation style of 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 or leadership in more common in the political sector, military and large business enterprises. Here are some of the types of Theoretical Leadership:
Emphasizing, motivation and positive development all staff
Moral standards
Highlighting important priorities
Fostering higher moral from employees
Creating an ethical of values
Encouraging staff to look beyond self-interests to the common good
Consistent Implementation
Appealing to common ideals
Providing individual coaching or mentoring
Appealing to employee concerns
Freedom of choice
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 circile 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 the have the ability to work well in complex organizations and work environments.
2. 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.
3. The 4 P's
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
Inspirational Motivation
The ability to motivate with charisma, the ability to use your personality to inspire your staff or co workers
Individualized Consideration
Demonstrating general human concern for your clients needs and staff
Like notes in the previous section, industries like restaurants do not practice any of the above leadership motivational traits. This in turn leads them to poor morale, high turnover, unhappy employees and loss of income.
4. Pre Project planning and Alignment
Why PPP?
Why use pre-project planning? What are the benefits of properly managing your company and guiding it the correct direction? Safety is one of the first things to consider before monetary gains. Obtaining any necessary permits and city permission is next. What are the guidelines your clients require? How do they mix with the current legal stipulations? What will work be like? How long will it take? What are the weather conditions going to be like? There are many, many factors to consider when thinking about a new endeavour. Your employees safety and the ability to complete the project are important parts of successful pre project planning.
Keys to a successful project
Here are they key steps to managing and executing a project using pre project planning:
Understand the work environment
Know your company's skills set, employee strengths and attributes and understand what it's capable of. Know your business!
Document everything you can, create a clear plan and set it in motion
Ask Questions
Pay attention to details
Communicate with your staff and clients, current and perspective
5. 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.
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
A successful leader must be able to adapt to any situation that may arise. Leading the other employees and maintaining positive morale in the workplace is the goal of situational leadership and the theoretical aspects revolve around the ability to change one's leadership style when necessary. The positive and negative effects of such, when to utilize and when not to. The effects should be noted and used for future situations, although everyone is an individual and a true leader must be able to change their style from situation to situation. (Marshall, 2009)
6. 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.
7. 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)
References
http://smallbusiness.chron.com/advantages-participative-leadership-17629.html
http://ardent12.ipage.com/ministry/wp-content/uploads/2014/12/participatory-leadership.png
https://en.m.wikipedia.org/wiki/Transformational_leadership