3. The Authoritative Leader focuses on setting and achieving goals.
The nitty-gritty details appeal to this leader who seamlessly
builds a team of employees that can execute quality work.
With a focus on common vision and end results, this leader can
still inspire individuality and creativity among employees. This is
accomplished by providing a clear path to success.
The authoritative leader can give direction, then step back and
watch success take shape as employees put their own spin on
producing their work.
The Authoritative Leader has a strong entrepreneurial spirit and
inspires an eagerness for success among employees.
Consider how an authoritative model works:
Executives are true experts in their field, molding their
employees into high-performers
Employees have strong mentors and feel confident in their
growing abilities.
Confidence and faith in leadership are constant.
A success-culture is created in the office.
THE AUTHORITATIVE
LEADER
5. The Authentic Exec is transparent and honest,
responding in the moment and unleashing their
actual emotions regardless of how they fear they’ll
be viewed.
Here’s the deal: They’re angry when stock numbers
dip. They cry when their assistant’s dog dies. And,
they aren’t afraid to stand on desks and go all Robin
Williams in Dead Poets Society to inspire their
employees.
Of all the types of leadership models, the Authentic
Exec approach requires balance.
Here’s how an authenticity model works:.
Executives are more accessible and relatable to
their employees.
Employees on all levels feel comfortable sharing
new ideas.
Passion for company success is welcomed and
promoted among all employees.
A family-like culture exists in the office
THE AUTHENTIC EXEC
7. A Forerunner Executive truly leads by example. They set the pace in regards to productivity and everything else
falls into place.
This type of model works seamlessly in companies with highly-skilled teams. Because employees have the
necessary training to execute, a Forerunner sets the bar high. Motivated employees thrive under a forerunner leader
because they inspire greatness. The downside of this leadership model is the lack of innovation. Employees are
expected to emulate efforts of the leader.
Take a look at how the forerunner model works:
THE FORERUNNER EXECUTIVE
Executives lead by example, ensuring employees always know what’s expected of them.
There is a low margin for error and a high level of productivity.
Trust is easily built between leaders and employees who rely on their guidance.
A productivity-based culture exists in the office.
9. A coach is just what you think; this leader develops people for the future. With a
focus on grooming, executives who coach their employees help them learn
through exploration. Coaching leaders find the greatest success in creative
companies where employees can thrive under the right guidance.
The ongoing greater success of the company is the focus of a Coaching Leader.
This executive helps their employees build professional strengths that in turn help
the company.
As it relates to types of leadership models, Coaching Leaders are often highly
effective “big picture” people. Details and day-to-day specifics are not something
the Coaching executive thinks about often. The goal is the end result, and building
employee confidence works towards that end result.
This style works especially well when employees are willing to learn and grow.
Coaching executives could struggle with employees set in their ways.
Here’s how a Coaching model works:
THE COACHING LEADER
Executives lift employees up by providing them tools for success.
There is a constant flow of learning and doing, trying and growing.
Appreciation and respect are traits all employees share for one another.
A creative culture exists in the office.
11. THE COERCIVE LEADER
Somewhat similar to the Authoritative Leader, the Coercive Leader gives concise direction to their employees.
This type of leader is focused on compliance and productivity over everything else. There is no flexibility,
employees yield to this executive who dictates plans and processes.
A natural problem solver, the Coercive Leader knows how to keep employees in line and extinguish dilemmas as
they arise. By demanding compliance, this leader lacks the ability to bring out their employees’ innovative, critical
thinking abilities.
Here’s the kicker: This style often alienates employees.
It is unlikely that a corporate structure would thrive if it ran exclusively with a Coercive Leader Model. However,
the coercive leader is crucial in times of crisis. A Coercive Leader works well in a corporate structure only as
support within one or more other models.
13. One of the more progressive new types of leadership models is the Group-Think.
This type flips the traditional corporate hierarchy around. Employees are
empowered to make decisions. In turn, the executive staff takes their cues from
what the employees indicate is needed.
There are clear advantages to this type of structure in companies where:
When it comes to the Group-Think Model, there are also dangers if not managed
correctly. Employees can not completely disregard rules and regulations or there
would be complete mayhem. Because of this, executives have to maintain
leadership qualities and the ability to give the final word.
The lines of communication have to stay open, too. Executives can’t be cut out of
negotiations or remain unaware of day-to-day problems that significantly affect
operations.
Check out how a Group-Think Model works:
THE GROUP-THINK MODEL
The executives are not involved in everyday operations and sales,
Customer service employees have the most timely information on client relations,
…or lower-level staff works with customers who can affect the brand’s bottom
line.
Executives take cues from the employees to ensure the workplace functions
properly.
The employees have a lot of responsibility and do not take their jobs lightly.
Communication is key; executives and employees have strong listening skills.
A shared-success culture exists in the office..
15. Perhaps the most beloved leader is the Democratic Leader. This style is a blend
of Authentic, Authoritative and Group-Think leaders all in one.
Focused on feedback, the Democratic leader promotes participation as a means
to drive company unity. By asking employees for their opinions, ideas and
constructive criticisms, the Democratic Leader continually molds their team
toward success. This leader enables the team to set goals and create
processes based on need.
The Democratic Leader can sometimes lean too hard on their employees. Their
success could falter if teams are not skilled enough to provide valuable
feedback.
Democratic Leaders are not the first choice in times of crisis. They focus on
making decisions as a team. This kind of decision-making does not translate
well in high-pressure situations.
Consider how a Democratic Leadership Model works:
THE DEMOCRATIC LEADER
Executives promote constant communication with employees.
There is a high level of employee buy-in and faith in leadership.
Loyalty is high among employees who believe their executives truly need
them
A trust-based culture exists in the office.
16. Changing world views have promoted a variety of new, different styles of leadership models in
the business world. Modeling your leadership after one (or two) specific types can breed a
specific company culture for your organization. With a clear view of your company’s goals, your
employee’s capabilities and your desired workplace culture will help you define the type(s) of
leadership models to subscribe to.
CONCLUSION
17. WHAT TYPE OF
LEADER ARE
YOU?
Take Our Quiz
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