Management

Various leadership styles are exercised by organizations to ensure the well-functioning of their company. These styles also aid in maintaining a healthy environment. Depending on the leadership style, the growth of the brand is determined. Either it can production-oriented or relationship-oriented. The right to choose remains solely with the organization.

One such model is the Tannenbaum Schmidt Leadership Continuum model.

The model showcases the relationship between the level of authority; leader, and the liberty this leader provides to his team.

The contingency approach debates that a leadership style must be based on the type of circumstance encountered and not on personal fondness.

In this post, we will dive deep into the world of Tannenbaum Schmidt Leadership Continuum and understand how this leadership model plays a significant role in business management and leadership. So, without any more ado, let us get started with the definition-

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Leadership styles have proved to help managers or leaders pave their way forward in terms of growth for the organization and maintaining a healthy working environment for their team members.

Depending on the need, leaders have been often seen to indulge in various leadership styles. Many times, leaders only focus on improving the statistics of their organization. As a result, they fail to sustain a pleasant working environment for their subordinates.

Thus, leaders need to devote equal attention to the emotional aspects as well. A leader must not only have the skills to complete tasks with efficiency. He must be skilled and experienced enough to maintain a peaceful environment and a healthy relationship with his employees. A leader who inherits both these traits is good.

Leadership effectiveness is dependent on particular circumstances and a perfect blend of leadership styles used over time. Misuse, overuse or under-use of powers can lead to mismanagement, hence, failure of the job.

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Transformational Leadership and Transaction Leadership are the two most important types of leadership that play a significant role in senior management roles.

In case you are also keen to understand both of these leaderships and their key differences, so you can opt for the one that is best suited for you then this post is personalized to you.

In this article, we will be covering both Transformation Leadership and Transaction Leadership separately, and then we will help you in understanding when you should opt for a particular kind of leadership via our Transformational Leadership vs. Transactional Leadership analysis.

So, without any further ado, let us get started with Transformational Leadership-

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Leadership is essential for the proper functioning of an organization. It helps in strategizing and systematically carrying out all the tasks and duties. Except for this, goals are met timely, employee relations are maintained at a decent level.

Many times, companies inculcate specific leadership techniques that aid in transformation.

These transformations are necessary for the growth of an organization and to sustain its position in the industry.

David Rooke is an American leadership enthusiast and co-founder of Harthill Consulting, who specializes in evolving leadership within organizations. On the other hand, William R. Torbert is an American professor whose genre is to manage the behavior within organizations. Both of them, in 2005, wrote the book ‘Seven Transformations of Leadership’.

In their book, they have not explicitly emphasized on any particular leadership philosophy but focused on the personality of leaders and their management technique.

Understanding the Seven Transformations of Leadership Model

There are seven critical transformations in executive leadership competence today in the world. These transformations form the progressive stages in adult maturity, also referred to as Vertical Learning. It is in contrast to horizontal learning which takes place within a stage.

Rooke and Torbert have described the following seven leadership styles:

• Opportunists
• Diplomats
• Experts
• Achievers
• Individualists
• Strategists, and
• Alchemists

All these seven different leadership styles have been laid down, keeping in mind all sorts of leaders and their management styles.

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Blake Mouton Managerial Grid was developed by Robert Blake and Jane Mouton in 1964. It is also known as the leadership grid or managerial grid. This model identifies different leadership styles based on the concern of the manager for people and production.

Concern for people: this is the degree to which the leader takes into consideration the needs of his people, areas of development, etc. when deciding how a task is accomplished best.

Concern for results: concern for results is from leaders who emphasize only on objectives, organizational efficiency, and very high productivity. Their primary concern here is to increase and improve productivity at any cost.

Following are five different types of leadership styles as defined by Blake and Mouton:

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To manage a company, there must be somebody to look after the members of the team. So, a leader is assigned to each team who helps the members to carry out all the jobs correctly and to manage the work and maintain a healthy work atmosphere. When a leader is appointed to manage the tasks, this sort of leadership is known as task-oriented leadership. Here, one emphasizes on tasks that are required to achieve goals.

Many times, task-oriented leadership is confused with relations-oriented leadership. While task-oriented leadership is about dedicating tasks to reach the desired goals, on the other hand, relations-oriented leadership focuses on relationships that are necessary to keep members and employees of the company satisfied with their job.

Students pursuing leadership need to understand the difference between task-oriented and relations-oriented styles of leadership as they are likely to encounter both the kinds at some point in their careers.

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Leadership among the people has been of great importance for a long time. But at present, handling and guiding the people of the 21^st century is a matter of a great deal. So every independent person of this generation needs a guiding or helping hand over his head for walking down the right track. So here comes the need for strategic leadership.

In the growing world of economic importance and business-minded people, there is a necessity of strategic direction in every small and big company or industry. A leader has got great significance in a little as well as a big company. So to become a good leader, you must know the strategies of leadership. In this article, you will get to know every little detail of strategic leadership.

Introduction to Strategic Leadership

The world is changing very fast with the speed of light, and with this changing scenario, one has to develop some life-maintaining values which would make the bad times pass easily and good times cherished by heart. This all would be done by creating a plan or a strategy that demands a set of skills. These sets of expertise are the key pillars of leadership.

The skills are best tested in the corporate world, where employees or executives are vulnerable to use their leadership skills at once. It is said the most unpredictable the environment, the greater the opportunity to showcase your leadership qualities. And this can be achieved by putting all the critical skills of leadership at one time in a particular event.

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 Steve Jobs, the co-founder of the massive tech company Apple, was a computer designer, executive, innovator. Apart from excelling in all technology-related things, he was also an all-rounder for many people in both business and their personal lives.

Jobs was the CEO of Pixar Animation Studios for a while. He had revolutionized both the computer and animation sectors, accruing a fortune worth $10.2 billion at the time of his death. Unfortunately, at the age of 56, he passed away in 2011 on Oct 5, in Palo Alto, California, after battling pancreatic cancer for eight years.

He developed his interest in computers and engineering at a very young age. Jobs was bright beyond compare, his teachers wanted to skip him ahead of several grades to high school, but his parents denied.

Jobs dropped out of college in the first semester itself and explored his spiritual side while on his way to India. From there, he devised his mantra – ‘focus and simplicity’. In his early 20s, he and his best friend, Steve Wozniak, who he met in high school, started Apple Computers in the Jobs family garage. Jobs sold his Volkswagen and Wozniak, his scientific calculator, which turned out to be a pretty good investment.

Apple aimed to sell customer-friendly machines that were smaller and cheaper. On the first day of its sales and is a publicly-traded company in 1980, the company had an estimated market value of $1.2 billion.

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A 20^th-century Researcher, Robert Greenleaf, gave the term “Servant Leadership”. Today, it is well known and executed in several companies.

Servant leadership is a bit different from other leaderships. Here, the leader is placed at the bottom while the other members and the business context are at the top as the leader possesses that mindset of serving others. The leader helps the workers with all their problems.

She or he makes sure that the workers have no issues and problems with their work. She/he continuously checks on them to keep track. Also, to provide them with all the necessary tools to continue their work going on systematically and helps them to develop their skills, not just in a specific field but also anything related to it.

It is a leadership ideology in which people interact with each other to attain authority instead of power. Here, the leaders serve their workers. Therefore, this style is way too different from others as the leader focuses on uplifting their employees. Here, the leaders are serving rather than commanding their staff members to work for them.

They always look to enhance the growth of their employees. Be it their potential, development, sense of goal, or creativity. There is nothing like individual performance in servant leadership. The leaders don’t work for their benefit.

They work to develop the efficiency of their employees. While completing the task, the leader only approaches the employee when it is needed or else, no other involvement.

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The motto of Participative Leadership is one for all and all for one. In this article about participative leadership, a leadership that demands equality, we learn about the concept of participative leadership, objectives or qualities of participative leadership, advantages of participative leadership, how participation encourages creativity, how the modern organization is based on participative leadership, and the firms that cultivate under participative leadership respectively.

Concept of Participative Leadership

Participative leadership is also known as democratic leadership. It is a type of leadership style that encourages equality in the organization. Under such leadership, every person is treated equally and given equal respect.

There is no evidence of autocratic leadership; hence everyone has the right to project their opinions and views in front of the leader. Such organizations gain a sufficient amount of benefit and creativity from all the people of the organization.

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