A leader’s style refers to how a leader interacts with his or her team, others, and the environment around them. A leader’s style is influenced by many factors, such as the personality of the leader, past experiences, and/or whether they are a hands-on or hands-off kind of person.
According to House’s Revised Path-Goal Theory, a leader’s style should vary depending on the stage of the group development process the group is in.
House developed five stages of group development: forming, storming, norming, performing, and adhoring. Each stage has its own set of challenges that require a different kind of leadership to respond to them. A leader who is too hands-off may not respond to challenges early on in the group development process, which could lead to problems later on. A more hands-on leader may be too aggressive for later stages in the group development process.
Group composition
A group can be defined by many things: roles or duties in the group, common interests or goals, membership criteria, and geography.
Depending on these factors, a leader should adapt their leadership style. A leader should consider the role each member of the group plays in achieving the goal.
They should develop each member of the group according to their strengths to guarantee success. They should also consider where they are working towards the goal-are they in a confined space or moving around?
These factors will play a part in what type of leadership is required. For example, a leader who needs to motivate members may need to be more authoritarian if they are working with people who are not very enthusiastic.
A more democratic leader may be needed if the group is made up of highly motivated individuals. These differences can be made aware to you as the leader due to your knowledge of them.
Task characteristics
A leader should be more direct and decisive when the task requires these qualities. For example, if a leader needs to tell an employee that they’re being let go due to budget cuts, then they should be direct and firm in their statement.
They should explain why they’re being let go and that it has nothing to do with their performance. This helps reduce any feelings of insecurity or fear in the workplace.
They should be clear about the timing of the decision and the fact that it is final. This prevents confusion or worry about whether they will be rehired later or if there is any chance to save their job.
They should be calm and composed when delivering the news so as not to alarm the other person. All of these traits are characteristic of a dominant style, but at this time, they are necessary for the task.
Leadership role
A leader’s style should vary depending on the leader’s role and the context in which they are leading. A leader who is given a task to lead may need to lead people in a different way than someone who is given resources to manage.
For example, if a leader is given the task to lead people in creating a new product, they must lead people in the process of creating the product. If they succeed in creating the product, then their job is done.
If they are given the task of managing resources to create a new product, then they must manage people and resources to create the product. If they succeed in creating the product, then their job is done.
Both types of leaders are being asked to lead people in order to achieve an outcome (a new product). Thus, both types of leaders should use similar styles of leadership when leading people in order to achieve an outcome.
Leader attributes
A leader’s style should vary according to the leader’s attributes. What does that mean?
A leader with a strong vision should inspire his or her team with that vision. A leader with a clear plan should share that plan with the team and get them excited about it. A leader with talent should develop his or her team by helping them improve and using them effectively.
If you don’t have any of these things, you shouldn’t try to fake them. For example, if you don’t have a clear plan, don’t pretend like you do. Your team will recognize the lack of clarity and feel disconcerted.
In addition, be aware of your own weaknesses and don’t try to act like a strong leader if you’re not one. Trying to fake it will only backfire and undermine your entire leadership strategy.
Situational leadership requires a flexible approach to leadership
House’s Revised Path-Goal Theory suggests that a leader’s style should vary depending on the situation.
This theory builds upon Hersey and Blanchard’s classic Hierarchy of Needs theory, which describes five levels of needs that every person has, in this order: survival, security, affiliation, esteem, and achievement.
In order for people to achieve their goals, they need to have their basic needs fulfilled first. For example, if someone wants to get healthy and fit, they need to have adequate nutrition and sleep in order to do so.
However, according to this theory, if someone lacks the ability to achieve achievement goals (i.e., they can’t get ahead at work or achieve their career goals), then they cannot fulfill the higher level needs (i.e., trust, respectability, meaningfulness).
This theory also links different levels of needs to different levels of leadership. In other words, a leader can be more or less able to motivate people based on the level of needs they fulfill.
Understanding your employees
A leader should understand his or her employees. This includes understanding their skills, personalities, and interests.
By knowing your employees’ skills, you can assign them tasks that they are able to complete successfully. By knowing their personality type, you can manage them more effectively. And by understanding their interests, you can motivate them by focusing on what interests them.
By understanding your employees, you can use this information to allocate the right people to the right tasks. You can also use this information to manage them more effectively by addressing their needs and concerns.
When people feel valued and understood, they are more motivated and engaged in their work. They are also more willing to take on challenges and go the extra mile to succeed. A leader who understands his or her employees will have a more engaged workforce.
Know your goals
A leader should be clear about his or her goals. You should know what you want to achieve and how you want to achieve it.
This is not only important for you, but also for your team. Your team needs to understand what they are working towards and how hard they need to work to help you achieve your goal.
You can’t lead people in the right direction if you don’t know where you’re going. Varying your leadership style depends on knowing your goals.
When a leader doesn’t know their goals, or doesn’t clearly communicate their goals, then their leaders will most likely feel confused and insecure. This can have a negative impact on the team and the success of the goal(s).
To be an effective leader, you need to know what you want to achieve and communicate this clearly to your team.
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