Response proposing leadership styles essay
My leadership style essay
Collaborative leaderships work well but even with a collaborative leadership there needs to be an organizer that directs the flow of discussions and determines outcomes in the event of a stalemate. Leader-member relation and task- structure 5. But as I said in the beginning there are several different types of leadership styles that take place on a project like this. The collaborative leader both helps the group set interim goals so it can see progress, and, by example and in other ways, helps to maintain the passion and commitment to keep going when there's no end in sight. What can you incorporate into your own style? Although this may seem at odds with some of the above, it is probably the most important element to good leadership. If your answers to these questions are yes, no, yes, no, and yes, you probably have a pretty high need to be in control of things. In order to achieve this desiderate however, it is first necessary to briefly present some leadership styles as revealed by the specialized literature. Unlike many leaders, who gave a lot of value to sound management and strategic realignment, Jobs held that innovation was the most crucial aspect that would help to meet the changing consumers' demands. How did they handle different kinds of situations?
Great leaders can inspire political movements and social change. A school superintendent bragged to voters about how little was spent on the school system, and then explained to teachers how they couldn't have raises because the community was too cheap to invest in education. The collaborative leader invites everyone concerned into an inclusive process.
Although everyone may be asked for ideas or opinions, not all of those are used or incorporated in the workings of the organization.
Leadership styles essay conclusion
Transformational leadership looks at leadership differently. All sources must be cited. He himself picked the product to be made from a myriad of products proposed by the engineers at Apple. It also makes clear that different styles may be appropriate for different purposes, and that most leaders shift back and forth among several in the course of a day, even if there is one that characterizes them. That honesty has two aspects. The paper will come to an end with a section on concluding remarks. It sees a true leader as one who can distill the values and hopes and needs of followers into a vision, and then encourage and empower followers to pursue that vision. Situational Leadership Styles Situational theories of leadership stress the significant influence of the environment and the situation on leadership. So while a cooperative group of leaders that were more active would have been ok for the top it would not have worked for many of the lower levels. You may need to practice a different style at the beginning from the one that you want to assume over the long term, in order to solve problems in the organization, or to get people on board. This goes back to active leadership in which there does not appear to be anyone going back an asking question and looking to the future to see what issues may come up.
His impact was immediately felt when he moved to Apple as the Chief Executive Officer. If she sees management as her primary purpose, she's a managerial leader, and will have a very different slant on leadership than if her style is essentially democratic, for instance.
A community coalition almost has to have collaborative leadership, or it will fall apart amid turf issues and accusations of discrimination. The transformational leader inspires and charismatic leader charms the followers.
The highly capable individual makes productive contributions through talent, knowledge, skills, and good work habits. The democratic and collaborative styles are both better possibilities for transformational leadership.
If the organization needs the support of the community, how does a leader go about mobilizing it?
If they're generally decent and not abusive, make good decisions for the organization, and fulfill the parent-figure or authority -figure image that most people in the organization are looking for, they can be both effective and well-respected.
There is often no time for discussions because in this case ever second wasted only causes more delays.
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