Despite the advantages of an achievement mentality, executives who are overly motivated to achieve can weaken a company's or group working condition and in turn its ability to perform well. That's because a leader's motives affect the way he or she leads. The research over the years had identified six styles of leadership that manager and executives use to motivate, reward. direct and develop others in the organization environment. These are:
Directive Leadership Style
This entails strong, sometimes coercive behavior. Directive leadership styles are a concern for the task (focused on concrete objectives). Concern for people (focused on the needs and development of followers). Directive (the leader sets the direction for the organization, including all decisions).
It is an instructional type of managerial style characterized by a leader who tells subordinate staff what they are expected to do and how to perform the expected tasks. A directive leadership style might be helpful for a manager within a business where their subordinate staff members have jobs that are not particularly specialized and so they need more guidance to avoid uncertainty. there is a benefit in this type of leadership style such as, easy to Learn, good for Inexperienced or unmotivated workers, increased work Burden and bad for Highly Skilled and Motivated workers leader dependence.
Visionary Leadership Style
This leadership style focuses on clarity and communication. Leaders see ahead and are able to predict what it necessary to do in order to achieve the set objectives. Creating and sustaining a vision for an organization calls for discipline and creativity. A business leader must have the passion, strength of will, and the necessary knowledge to achieve long-term goals. A focused individual who can inspire his team to reach organizational goals is a visionary business leader. Visionary Leadership is a style of leading others. It's arguably the most vital for today's business leaders looking to create thriving organizations that achieve long-term success. The leader here, is the builder of the new down, working with imagination, insight, and boldness.
Affiliative Leadership Style
Leadership with this style emphasizes harmony and relationship among people especially those that have the same goals. This Leadership was first described by Daniel Goleman in 2000. An affiliative leader promotes harmony and is a caring nurturer who is tuned in closely to the emotions of the people around them.
They care about performance and team members' abilities to achieve goals and objectives, but they are much more interested in how people are feeling in the workplace. This leadership style is all about teamwork and the dynamic of the group and when a leader helps to resolve conflict, it builds a team to make the company feel connected.
Participative Leadership Style
This is a managerial style that invites input from employees on all company decisions, the staff is given pertinent information regarding company issues, and a majority vote determines the course of action the company will take. Participative, which is collaborative and communication where everyone in the group has a portfolio to manage, and a leader, rather than taking autocratic decisions, seeks to involve other people in the process.
Participative leadership style involves all the team members in terms of identifying important goals as well as developing strategies and procedures to achieve the goals. From this point of view, participative style of leadership can be perceived as a leadership style that relies primarily on functioning as a facilitator than the one who simply issues commands or orders or making an assignment for each member of the team on.
Pacesetting Leadership Style
It is a leadership that characterized by personal heroics. Pacesetting leadership creates high turnover rates from the team, creates a highly motivated team of workers and help to build a team of workers who work well under high pressure helping meet deadline on time, with this style of leadership, you can quickly identify those who aren’t keeping up with the pace, poor performers, and if they can't improve, they will be replaced. However, you don't get a lot of positive feedback because there is no time - the leader is impatient, as a result, those who need help can't receive it.
Pacesetting leadership style is the best for the short-term result, you can quickly achieve business results, have a high energy group of people with outstanding performance and the follower that are ready to give good quality of results for the organization.
Coaching Leadership Style
This is a leadership style that focuses on the long-term development and mentoring, it is a right leadership style that creates a strong working condition.
Coaching is a one-to-one or perhaps group service for leaders or executives designed to bring about more effective healthier organizations. Hence, when leaders improve their performance, such benefits spread throughout the organization. In a sense, exposing senior leaders to the coaching experience has a flow-on effect of precipitating a coaching culture within the organization itself.
As people responsive to coaching apply their new found skills and techniques to other people in the organization, improved interaction cascades down the organization. Hence, coaching can also be viewed as a passing on of a set of skills used by leaders in the organization on a day-to-day basis that enhances the performance of their people.
There is no one best style of leadership. Each has its strengths and its limits. The directive approach, for instance, is useful in crises or when a leader must manage a poor performer, but overuse stifles initiatives and innovation. The affiliative approach is appropriate in certain high-stress situations or when employees are beset by personal crises, but it is most effective when used in conjunction with the visionary, participative, or coaching styles. Pacesetting can get results in the short-term, but it's demoralizing to employees and exhausting for everyone over the long haul.
The most effective leaders are adepts at all six leadership styles and use each when appropriate. However, a manager defaults to the styles he or she is most comfortable using, a preference that reflects the person's dominant motive combined with the level of pressure in the workplace. People motivated mainly by achievement tend to favor pacesetting in low-pressure situations but to become directive when the pressure is on.