What comes to mind when you think of the word “leadership”? Because the majority of people, when they think of a leadership position, think of management, it is a term that came to light in the recent few years, since most people think of management. On the other hand, these two terms refer to totally different concepts! When it comes to directing, inspiring, guiding, and managing groups of people, a leader possesses distinct characteristics. In contrast, a manager focuses more on the day-to-day tasks and the nitty gritty aspects of the job. People within the company or organization can be inspired to produce, invent, and perform better when a leader leads them.
The Art of Leadership
There are many different kinds of leadership styles that are used in various types of workplaces, and each class has both advantages and disadvantages. In some companies, the leadership method is consistent regardless of the work being done, while in others, a different approach is used. According to several studies, democratic leadership has made it easier to inspire subordinates to achieve their full potential.
Leadership based on absolute authority (Autocratic)
Leaders who exercise autocracy or authoritarianism provide their followers with detailed directives outlining what tasks must be completed when they must be completed, and how they should be completed. This leadership style places a significant amount of emphasis not only on the leader’s authority but also on the subordination of the followers. There is a wall that keeps the members and the leader apart from one another. Authoritarian leaders make decisions independently of the rest of the organization, with as little or as much input as they deem necessary. Even though it is not as common in the United States as it once was, some people in positions of authority still try to manage their teams in this manner (typically because they have issues with their own personal control or sense of self-worth).
Leadership Based on Participant Input (Democratic)
Democratic leadership, also known as participatory leadership, is frequently the leadership that proves to be the most successful. The leaders of democratic groups provide direction, interact with the other group members, and encourage feedback from those participants. According to the findings of several studies, the people were less productive than the members of the authoritarian group; however, the quality of their contributions was significantly higher.
Leadership Through Delegation (Laissez-Faire)
Have you ever observed a child whose parents seemed to have a “let them figure it out” attitude toward parenting, as evidenced by the child’s refusal to listen to their parents? Studies have shown that employees working for managers who use this style of leadership are the least productive. Nevertheless, there is no doubt that some leaders use this leadership style. In addition, research has shown that individuals who work under a leadership style known as laissez-faire are less cooperative, place a more significant amount of expectations on their leader, and need help to work independently.
Successful Leadership
All of the leadership, as mentioned earlier styles have benefits and drawbacks, but the approach that has proven to be the most effective is a combination of several styles. Successful leaders use this approach to accomplish the following five goals for their organizations: challenge the process, inspire a shared vision, enable others to act, model the way, and encourage the heart of their followers.
There is no guarantee that leaders will stick with the status quo. When a leader recognizes areas in which an organization could benefit from enhancements, such as the flow of a process, the documentation of a product, the design of a product, or customer service, they will challenge the process to promote the expansion of the organization. This challenge typically throws the normal flow of things, drawing attention to individuals who are temporary team members.
Operation and expansion of the business.
This is typically demonstrated by a single individual not being on board with the plan, persistently resisting the change in procedure, etc. – you name it, they’ll show it!
Successful leaders will inspire their followers to share a common vision. This does not imply that everyone follows the leader’s vision in any way, shape, or form. This indicates a plan for the company and how to get there logically, allowing workers to participate and simultaneously growing the company.
This brings us to the next topic: the additional information regarding what a leader does.
Make it Possible for Others to Act! People cannot be motivated to increase their productivity through micromanagement, and the opposite is also true. The leaders must ensure that their employees have access to the resources necessary to excel in their respective roles. They are then responsible for giving them space to carry out their duties, checking in with them as necessary, and holding weekly meetings to discuss their progress if required. You can get people to be more productive if you allow them to act independently and give them the authority to take charge of their situation. And if your workers are salaried and complete their tasks in thirty hours, what does that say about your business? Do not assign them additional responsibilities that are not a part of their job description to fill time. They get a SALARY from you, which I take means sometimes? They might put in 30 hours on a given day, but on other days they might put in 60–70. They should be allowed to work 30 hours per week.
It is imperative that leaders always set a good example. Why are you even asking your employees to do things you are unwilling to do yourself? Why are you even asking them if you are unwilling to get in the weeds and do the work you are asking your employees to do? You wish to educate them and guide them in the right direction. You are professional, have a strong moral compass, and conduct yourself with dignity. If you want the company that you work for (or own) and your employees to exude a particular “feel” or “energy,” then you not only need to hire people who fit into that, but you also need to be a model of that energy yourself.
You will not hire an unprofessional extrovert if you want your office to have a subtle introverted atmosphere, and you will also model the subtle professional introvert image you want to see.
My final topic of discussion will be how to encourage the heart. A person is not defined solely by their occupation, even though we may spend more time at work than with our families during waking hours. As a leader, one of your goals should be to foster development in both the employees’ professional and personal lives.
Why would you prevent a worker from taking care of their health on Tuesday mornings if they can work later that day or make up the time elsewhere in the week? It would be best if you kept a close eye on how this situation develops because there is a thin line between maintaining a healthy work-life balance and allowing employees to take advantage of it. People are more likely to be willing to work and do things for you if you truly have their best interest at heart along with the company’s best interest and try to align that to where they can be encouraged to work for your company. This includes both financial and non-financial incentives. Do they like volunteering? Volunteer opportunities should be built into their paid time off schedules.
This is a fantastic place to begin transforming your leadership style, despite the fact that there are many more leadership styles and information that we will discuss in future posts.
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