leadership & impact on organisation climate

LEADERSHIP

&

IMPACT ON ORGANISATION

CLIMATE

Different leadership styles on the organizational climate and performance

directs the organization in a way that makes it

more cohesive and coherent.

Leadership is a process by which a person

influences others to accomplish an

objective

6 Leadership Styles

The Affiliative Style

The Coercive Style

The Pacesetting Style The Democratic Style

The Authoritative Style

The Coaching Style Leadership Styles

6 Leadership Styles

Coercive

(a.k.a.'The Dictator‘)

Authoritative

(a.k.a. 'The Visionary')

Leader’s modus operandi

Demands immediate compliance focuses on the goal or vision of the future and inspires others to follow

The style in a phrase

“Do what I tell you” “Come with me”

Underlying EI competencies

Drive to achieve, initiative, self control

Self confidence, empathy, change catalyst

When the style works best

appropriate in emergencies and severe situations

appropriate when a new direction is required or a clarification of the goals to be achieved

Overall impact on climate

Negative Most strongly positive

6 Leadership Styles

Affiliative

(a.k.a. 'The People Person')

Democratic

(a.k.a. 'The Listener')Leader’s modus operandi

focus on people, teambuilding, bonding and forging alliances; create teams and a motivator

Forges consensus through participation


“People Come First” “What do you think”


Empathy, building relationships, communication

Collaboration, team leadership, communication


healing dysfunctional relationships within a team

a useful style to adopt when attempting to involve a wide range of people in decision making or building a consensus


Positive Positive

6 Leadership Styles

Pacesetting

(a.k.a. 'The Superman/Superwoman')

Coaching

(a.k.a. 'The Nurturer')

Leader’s modus operandi

sets an example by working to extremely high standards of performance

focuses on helping to improve people's strengths


“Do as I do, now” “Try this”


Conscientiousness, drive to achieve, initiative

Developing others, empathy, self-awareness


To get quick results from a highly motivated and competent team; useful to raise the stakes when a competent and motivated team is working well

is especially useful in building skills to develop managers and future leaders


Negative Positive

Leadership styles offers clear guidance to the manager, using these styles as appropriate as situation require

All of these styles are useful at different times, but used at the wrong time they can be disastrous e.g. too much listening when immediate action is required, or only providing a vision when a team needs building or rebuilding.

The type of leadership styles use will affect performance and results

Leadership Styles

Flexibility i.e. how free employees feel to innovate unencumbered by red tape;

Level of standards that people set;

The sense of accuracy about performance feedback and aptness of rewards;

The clarity people have about mission and values;

The level of commitment to a common purpose

6 key factors that influence organization climate

How different leadership styles affects the organizational climate and performance

Coercive Authoritative Affiliative

NEGATIVE ASPECTS

• top-down decision overrides new ideas

• Staff unable to act on their own initiative, loss of ownership

• has a damaging effect on rewards system

• Undermines motivation to employees

• Will not work when working with a team of experts/peers who are more experienced.

• Can undermine an effective team if authoritative becomes overbearing

• Exclusive focus on praise can allow poor performance to go uncorrected

• Perception that mediocrity is tolerated

• Rarely offers constructive advice on how to improve (directionless)

POSITIVE ASPECTS

• appropriate in severe situations and emergency i.e. during a turnaround or when a hostile takeover is looming

• Able to break failed business habits and shock people into new ways of working

• Can work with problem employees when all else has failed

• Most effective among the 6 leadership styles

• Motivates people and able to lead them to a clear direction

• Maximizes commitment to the business’s goals and strategy with defined standards

• Gives employees the freedom to innovate, experiment and take calculated risks.

• Reap strong loyalty by building strong emotional bonds

• Drives up flexibility and does not impose unnecessary strictures on how work is done

• Offers ample positive feedback for motivation

• Creates a sense of belonging for employees


Democratic Pacesetting Coaching

NEGATIVE ASPECTS

• employees may not be competent or informed enough to offer sound advice

• Unable to reach to a consensus/decision

• overwhelmed by demands of excellence; morale will drop

• Employee don’t feel trust to work in their own way or to take initiative as ideas will be shot down

• Work becomes task focused, dependant and routine, with no sense of flexibility and responsibility

• Ineffective if employees are resistant to learning or changing their ways

• May create fear or apathy through ongoing performance feedback

POSITIVE ASPECTS

• Drives up flexibility and responsibility when letting employees have a say in decisions

• Employees tend to be very realistic about what they can and cannot be accomplished

• Works well when all employees are self-motivated, highly competent and need little direction/coordination

• Get work done on time and even ahead of schedule

• Helps employees to identify their strengths and weaknesses; establish long-term development goals and helps to attain them

• Employees are more responsible when they know what is expected of them and how their work fits in the pic

Leaders who used styles that positively affect the climate had better financial results than those who did not;

Studies have shown that leaders who have mastered 4 or more styles (esp. the authoritative, democratic, affiliative and coaching styles) have the very best climate and business performance


leadership & impact on organisation climate

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