One aspect of work life that tends to get ignored is leadership. How the manager of your team interacts with you, manages your work and handles crises all affects your outlook on your job. It is possible to have the exact same employees and resources, just in different teams, with totally different results.
It’s important to note that these days, HR managers and executives alike have moved away from the idea of having a single “best” way to do things. Instead, the goal is to know what kind of leadership style to choose based on the task at hand, the team structure, and the goals of the business.
There Is No Single Way To Be A Good Leader
There’s no “correct” way to be a good leader, although there certainly are bad examples. Some scenarios are better suited to a more structured style, whereas others need a more flexible one.
There are some environments in which a more directive approach is required, which allows for structure and precision. And on the other hand, there are environments that are better suited to a more supportive style, which allows teams to be creative and to be more self-starters.
The best leaders, therefore, are the ones that are able to change their style based on what the team and situation requires.
Directive Leadership: Clear Guidance
Directive leadership is a style of management that emphasizes the manager’s authority and the expectation that the employees follow a clear directive. This can be useful in a team that is relatively inexperienced or that is working on a difficult problem where mistakes have high consequences. In general, the employees that prefer to work under directive leaders tend to be more comfortable with clear instruction and feedback, as well as a sense of purpose. In addition, directive managers can help create a sense of structure and control which can be helpful in situations where the employees may not be as experienced.
On the other hand, directive leaders can be perceived as overly controlling by their employees. This can lead to low morale, low productivity, and a lack of innovation.
Supportive Leadership: Building Trust
Supportive leadership is a style of management that emphasizes the leader’s supportiveness for their employees. This type of leadership can be beneficial in that it allows for increased communication between the employees and the leader. It can help to create a more positive work environment as well as promote innovation and creativity. In addition, it can help to build trust and loyalty. This type of leader may also take a greater interest in the development of their employees.
Of course, like any leadership style, there are some risks involved in supportive leadership. If the leader does not also provide clear direction, the team may not reach its full potential.
Delegative Leadership: Autonomy
A delegative leader tends to encourage the employee to make all the decision, and only steps in as a resource. This type of management style is usually best used for employees who already have a high level of competency in the job they are performing. This type of management style encourages employee accountability, creativity and innovation, as well as the employee to take greater ownership over the project at hand.
It is important to note that if the delegative style is overused it can lead to confusion and a lack of direction for the employees. This can then lead to the employees being less effective.
The Skill To Look For Is Adaptability
Adaptability is essential because there are times in which you should utilize a directive leadership style, and others in which a supportive leadership style is best. This can also be due to external events like market fluctuations and business strategy changes. In general, a great leader must be able to recognize and utilize the appropriate leadership styles in all circumstances.
Conclusion
Good leadership isn’t about control; it’s about influence, communication and flexibility. The way in which your team is led affects both your results and how your team members feel about their work. It can even impact how effective the team will be long term. In HR, a leader that is most effective isn’t the one who sticks to a certain style, but is rather the person that can adapt to the people and situation in order to get the best results.