Leadership style is the method and manner of approach used by a leader leadership to set directions, implement plans, and motivate employees. From an employee’s perspective, this style is often expressed through either explicit or implicit actions by leadership the leader (Newstrom, Davis, 1993).
I. Basic leadership styles.
1. Autocratic:
Autocratic leaders are responsible for most decisions. They communicate clear expectations and expect compliance in return, maintaining a clear distinction between leaders and followers.
When a business is unstable, leaders often make decisions and use their authority to direct others’ actions. They allow employees to gradually recognize and act according to their style. The leader takes full responsibility for guiding the team and for every decision made.
2. Vision:
Visionary leaders motivate their teams by setting challenges. They share an appealing vision of the future. The inspirational style of such leaders motivates themselves and lifts their teams’ spirits. However, they often pay insufficient attention to detail. They may overlook members who focus primarily on practical solutions rather than the vision. A visionary style is effective when an organization needs a new direction and additional motivation.
3. Democratic:
Democratic leaders influence and lead team members through consensus and commitment. Teams benefit from their leaders’ attention and support, but discussion and consensus-building often take longer than permitted, and some members may wish for the leader to take responsibility more frequently. A democratic style is effective when input from all team members is needed.
All three styles can excel in certain circumstances. Typically, a leader’s personality determines which style is used most frequently.
Every leader and manager may exhibit all three styles above. However, assess which style is more dominant and used more frequently. Compare it with the working styles of colleagues, employees, or superiors to identify compatibility or potential conflicts, if any.
II. What Type of Workforce Depends on the Business’s Existing Leadership Style?
Recruiting personnel, including managers and leaders, is a long-term plan that must be aligned with the business’s vision, mission, and needs. Initially, when a business has not yet established its leadership style, employees may follow many different directions and ways of working. Establishing a corporate culture and leadership style serves as a guiding principle for building the business’s workforce.
The most essential factor in recruitment is the candidate’s capability. Similarly, when measuring the capabilities of the existing workforce, attention should be paid to professional qualifications and occupational skills.
However, to assess the possibility of long-term collaboration with the business, it is necessary to consider their work style. What are their personality tendencies, and how can they be selected and assigned appropriately? Corporate culture and the type of business must be taken into account, as they determine the essential qualities and professional personality traits employees need.
Employees are not limited to just one work style. They have both more prominent and less prominent styles. To balance differences in work styles between leaders and employees, conduct measurements and combine the results effectively.
1. “Visionary” Leadership Style“:
People with this style often have innovative thinking and forward-looking ideas. They bring abundant energy that motivates employees. Their mindset is always oriented toward a positive outcome for the business.
The work environment is often comfortable, stimulating creativity and improving work performance. Leaders may allow employees to implement their own ideas, enabling them to recognize the results themselves and gradually improve until they achieve the established goals.
Some limitations of this leadership style include:
- Leaders may set goals without clearly defined plans. Insufficient supervision of the actual work may cause it to deviate from the intended direction.
- The vision and goals may lack connection with the business’s actual circumstances.
- Leaders with this style are often suitable for only certain groups of employees.
- Working with new ideas can make it difficult to measure work performance.
- If the ideal is too distant and cannot be achieved, the motivation and morale of the entire team will decline.
The implementation process must be supervised and adjusted appropriately to narrow the gap between reality and the proposed ideal.
2. “Democratic” Leadership Style:
A democratic leadership style is often applied when a business has a team with stable capabilities. Employees are connected and exchange ideas about their work.
Discussion, sharing opinions, contributing effort, and jointly taking responsibility for business operations are encouraged. Each employee plays a role within the team and works together with others to complete tasks. Everyone is recognized and receives commensurate value in return for what they contribute.
The leader trusts the team’s capabilities and those of their employees. Pressure decreases when people share responsibility. Together, they take responsibility for the business’s common goals.
Some limitations include:
- Work often depends on discussion and agreement among multiple parties, so reaching a conclusion can take considerable time.
- Employees may become distracted and shift responsibility, believing that work results are everyone’s shared responsibility.
- The leader may hesitate when making decisions because they listen to many opinions from different directions.
- Leaders may lack authority and decisiveness in situations requiring compliance from subordinates.
- In situations involving personal interests or difficult-to-resolve conflicts, employees may hope that the leader will make the decision and take greater responsibility for it.
3. “Autocratic” Leadership Style:
This style is associated with fast results. It is particularly effective under time pressure, when leaders’ expertise is superior, or when established procedures are being followed and a high level of compliance from subordinates is required. Employees trust the leader’s decisions and strong sense of responsibility.
However, if a leader uses this style without adapting it, it can result in several negative consequences:
- It affects employees’ creativity. When unconventional ideas are not accepted, their ability to think at work is limited and valuable ideas may be missed. This causes the business to fall behind current trends of modernization and globalization.
- Employees do not take strong responsibility for work results. Their mindset is simply that they are carrying out decisions made by others.
- Employees do not feel respected or that their capabilities are recognized. Talented employees cannot fully develop their abilities. Worse, they may seek another environment where they can learn, demonstrate what they can do, and receive commensurate value.
- There is a high risk of burnout for the leader. When they carry too much responsibility, pressure from the workload, deadlines, and quality requirements can lead to exhaustion.
- They have little trust in their subordinates, reducing respect and team cohesion.
- There is little sharing from employees, and relationships between superiors and subordinates are often tense.
III. Understanding Employees Through Measurement Tests
Businesses need different leadership styles at different stages, suited to their actual circumstances. Measure capabilities and professional personality to identify suitable leaders and team members, minimize conflicts, and build the business’s strength.
Learn more:
Test for Measuring Professional Personality and Human-Resource Capabilities Trait-Map: https://vienquest.com/trait-map/
Capability and Job Performance Test Uchida-Kraepelin: https://vienquest.com/uchida-kraepelin/
MQ Test, EQ Test, IQ Test,…
Contact Quest Today for Advice on Competency Assessment Solutions!
- Hotline: 1900.6135 (press 2)
- Website: www.vienquest.com
- Fanpage: www.facebook.com/vienquest
- #vienquest #vien_quest #doluongnhansu #do_luong_nhan_su #doluongnangluc #do_luong_nang_luc #nhayviec #jobhopping