Lagarde, Jonnifer, V.

Bped-2

Activity 3.7

Describe different organizational leadership styles

1. Directive Leadership

Directive leadership utilizes a pyramid structure, with power flowing from the top down. Those
at the top give those at the bottom specific instructions and tasks. This style doesn’t encourage an
organizational culture of collaboration in which leadership is characterized by dialogue, openness, or
collaboration.

2. Transformational Leadership

Transformational leadership is all about exploring what defines your organization’s culture—and making
changes to improve it. Transformational leaders begin by bringing team members together to provide
honest feedback. Employees identify challenges and opportunities, as well as personal goals and
aspirations. Then, leaders align the organization's goals and values with those of its team members
while also charting a course for positive organizational change.

3. Servant Leadership

Servant leadership flips the organizational pyramid, creating an atmosphere where everyone serves as a
leader. The leader’s task is to establish an organization’s visionary goals and strategic direction. Then,
the manager serves in a support role as employees work to achieve these objectives. Servant leaders
focus on serving organizational stakeholders—and the larger community. This service component is
what distinguishes servant leadership from other leadership styles.

4. Participative Leadership

Relying on a democratic approach, participative leadership works to build consensus among team
members. As with transformational leadership and servant leadership, participative leadership earns
trust and commitment to achieve whole-system change. Leaders make the final decision, but they do so
through a process of compromise, collaboration, and consensus building that engages all team
members. As with any democracy, participative leadership requires a culture of information sharing and
egalitarian structures that give a voice to all team members.

5. Authoritative Leadership

Authoritative leaders set the visionary direction of organizations and clearly explain the roles that
individual employees will play in that long-term vision. Authoritative leaders lead by example and inspire
employees to follow—but they can also create a rank-and-file culture that stifles collaboration,
innovation, and professional development. Employees know their place in the organizational hierarchy
and aren’t encouraged to deviate. This reflects traditional command-and-control virtues like top-down
leadership and the traditional pyramid-shaped hierarchical structure.
 Activity 3.8

Discuss how to sustain change in an organization

To sustain an organizational change, we should fully understand the very nature of the
resistance. Sometimes that is technological, but often it is human-based. People are uncomfortable with
change, so organizations need to make participants comfortable and convert them into willing partners.
Also to communicate the need for change. The biggest problem voiced in many employee surveys is lack
of adequate communication. Management must ensure that information relative to impending change
is continuously communicated but adapted to the message and audience.

Further, we should create opportunities for smaller but meaningful change. Nothing breeds
success like success. Ensure that initial efforts are focused on areas where success and payoff are highly
probable. This can win allies and soften resistance. Also allow employees to voice concerns and talk
with others who have gone through similar changes. Provide reassurance that support will be available
throughout the change effort.

Lastly, be flexible and patient. Change is tumultuous, with many ebbs and flows. There may be
challenges, but most can be effectively dealt with through patience, understanding and flexible
implementation strategies.