Leadership Style and Theories or Approaches

LeadershipStyle and
Theories orApproaches
Abdul Rashed Barakzai
Chapter # 2
https://www.slideshare.net/RashedBarakzai/

The Speech
that Made
Obama
President

Parts of
Organization Management
(Control)
• Process
• Procedures
• Measurements
• Structures
• Tools
• Etc
Leadership
(
Non-Control)
• The Idea
• Fears
• Excitement
• Resistance
• Attitudes
• Etc.
1- Hard Part 2- Soft Part

Leadership
Behavior
Approach
There are three components of Behavior Approach leadership
1. Task orientation:
 Goal setting
 Standard setting
 Supervision and giving direction
2. Relationship Oriented:
 Goal Setting
 Empathy
 Trust
 Supportive
 Shared decision Making
3. Development Orientation:
 Experimentation
 Innovation
 Change Management
 Risk Taker

This theory was developed by Hersy and Banchard. They indicate that effective
leader behavior depends on the situational contingents of readiness and the
appropriate behavior readiness.
• Followers: unable and unwilling: Leader needs to give clear and specific
direction ( Motivation and Persuasion is required)
• Followers: Unable but willing: Leader needs to be high task Oriented and high
relationship Oriented. ( How to do things or Telling)
• Followers: Able and unwilling: Leader needs to use a supportive and
participative style ( Focus on Participation)
• Follower: Both able and willing: Leaders should use lenient approach.
( Delegating Task)
Situational
Leadership
Theory

The leadership Grid is base on two behavioral dimensions
Understanding
The Model
Concern for People: This is the degree to which a leader considers the needs of
team members, their interests, and areas of personal development when deciding
how best to accomplish a task.
Concern for Production: This is the degree to which a leader emphasizes concrete
objectives, organizational efficiency and high productivity when deciding how best
to accomplish a task.

low task, low Relationship: A leader who uses a "delegate and disappear"
management style. Since they are not committed to either task accomplishment or
maintenance; they essentially allow their team to do whatever it wishes and prefer to
detach themselves from the team process. Minimum effort to get the work done. A
basically lazy approach that avoids as much work as possible.
Impoverished
Leadership
Management
This leader is mostly ineffective. He/she has
neither a high regard for creating systems for
getting the job done, nor for creating a work
environment that is satisfying and motivating.
The result is a place of disorganization,
dissatisfaction and disharmony.

low task, high relationship: is most concerned about the needs and feelings of
members of his/her team. These people operate under the assumption that as long as
team members are happy and secure then they will work hard. What tends to result is
a work environment that is very relaxed and fun but where production suffers due to
lack of direction and control.
Country Club
Leadership
Management

High Task, Low Relationship: People who get this rating are very much task
oriented and are hard on their workers (autocratic). There is little or no allowance for
cooperation or collaboration.
Heavily task oriented people display these characteristics: they are very strong on
schedules. they expect people to do what they are told without question or debate;
when something goes wrong they tend to focus on who is to blame rather than
concentrate on exactly what is wrong and how to prevent it.
Leaders in this category believe that employees are simply a means to an end.
Employee needs are always secondary to the need for efficient and productive
workplaces.
This type of leader is very autocratic, has strict work rules, policies, and procedures,
and views punishment as the most effective means to motivate employees.
Authoritarian
Leadership
Management

Team Leading
or Leadership
Management
High task, low relationship: Tries to maximize the concern for both task and people.
Such leaders create strongly structured tasks, set clear priorities and track the progress
on timely basis. At the same time, they promote active participation & teamwork,
creates open and comfortable environment, set guidelines for effective communication
and empowers the individuals enough to keep them motivated.

This style seems to be a balance of the two competing concerns. It may at first
appear to be an ideal compromise. Therein lies the problem, though. When you
compromise, you necessarily give away a bit of each concern so that neither
production nor people needs are fully met. Leaders who use this style settle for
average performance and often believe that this is the most anyone can expect
Middle of the
Road Leadership
Management

A. Autocratic Leadership
B. Democratic Leadership
C. Servant Leadership
D. Charismatic Leadership
E. Transformational Leadership
Types of
Leadership

 One person has control over all of the workers or followers (Centralization)
 The leader is in complete control and no one is permitted to make any suggestions
or offer any opinions, no matter how it may benefit the group.
 The autocratic leader gives instructions and expects obedience, centralized
decision making and leads by the ability to withhold or give rewards and
punishment.
Autocratic
Leadership

 Based on Empowerment (Decentralization)
 One where we see everyone getting and equal vote both the leader and the
followers
 Democratic leaders allow leaders and follower to participate in the decision
making process.
 The democratic leadership style consults with subordinates and encourages their
participation.
Democratic
Leadership

 The servant leader is servant first
 It begins with the natural feeling that one wants to serve, to serve first.
 The conscious choice brings one to aspire to lead.
 Servant leadership focuses on other’s needs.
Supportive or
Servant
Leadership

 Charismatic leaders have a combination of charm and personal magnetism that
contribute to a remarkable ability to get other people to endorse to their vision and
promote it passionately.
 Charisma has been defined various ways:
 Charisma is a Greek word meaning “divinely inspired gift”.
 In leadership, charisma is a special quality of leaders whose purposes, powers,
and extraordinary determination differentiate them from others.
Charismatic
Leadership

 The Leadership style focuses on how the leader defines the future for followers
and move them toward it.
 Transformational leadership transforms people - both leaders and supporters-as
well as organizations for breakthrough results.
 Transformational leadership is defined as a leadership approach that causes
change in individuals and social system.
 Leaders who motivate individuals to perform beyond normal expectations by
inspiring subordinates to focus on broader missions transcending their own self-
interests.
Transformational
Leadership

The Manager
Vs
The leader
The Manager
The manager administers
The manager focuses on systems
& structures
The manager relies on control
The manager has a short-range
view
The manager imitates
The manager accepts the status
quo
The leader
The leaders innovates
The leader focuses on people
The leader inspires trust
The leader has a long-range view
The leader originates
The leader challenges it

Manager
Vs
leader
Manager
A manager creates fear
A manager fixes blame
A manager makes work boring
A manager knows all
A manager is interested in himself
or herself
leader
A leader confidence
A leader corrects mistakes.
A leader makes it interesting.
A leader asks questions.
A leader is interested in the group.

 Be strong, but not rude;
 Be kind, but not weak;
 Be bold, but not bully (frightened)
 Be thoughtful, but not lazy;
 Be humble, but not timid; (shy nervous)
 Be proud, but not arrogant;
 have humor, but without folly (foolishness, silliness).
Jim Rohn
How to be a
Good Leader

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