Reflection Paper

Rohith Miryalkar

MBA 595: Current Issues in

Leadership Saint Leo University

Dr. Craig

Cleveland 09-18-

2022

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 Leadership Styles and Their Effects

Leadership is not about procedures or systems for education. Flexibility, having a

different opinion, and contributing are critical components of leadership. One of the

significant challenges facing administration in the sector is balancing the current generations'

requirements with future goals. Leaders aware of various leadership principles might use this

information to promote a harmonious workplace. Instead of assuming official management

positions without careful training, leaders can educate, develop, model, and cultivate

excellent leadership behavior via practice, which would subsequently enhance the use of the

organization's staff and the administration by providing safety and effectiveness. Developing

the necessary behaviors, methods, and leadership qualities is crucial since leadership

significantly influences how an organization's culture develops. Effective teamwork, less

anxiety, and increased self-efficacy and empowerment result in leadership

effectiveness(Goleman, 2017).

Maximizing commitment to the group's strategy and objectives is another benefit of

authoritative leadership. The authoritarian leadership style establishes frameworks based on

that purpose through structuring each work within a larger overall goal. Whenever somebody

delivers rewards and recognition that are favorable or bad, the only thing that matters is how

much the accomplishment advances the objective. Everyone is aware of the expectations for

achievement as well as the benefits. Lastly, take into account the style's effect on flexibility.

A strong leader generally offers employees plenty of freedom to devise their solutions while

stating the goal. Users can make, research, and undertake calculated risks with the flexibility

that authoritative leaders provide. The commanding approach is practical, in almost every

corporate setting, due to its favorable effects. However, somehow, it works incredibly well if

a company seems floundering. A strong leader changes courses and convinces followers to

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 embrace the new, lengthy perspective. Despite its potential potency, the authoritative style

will not always be successful (Goleman, 2017).

Organizational leadership is about working to foster collaboration and maintain staff

happiness. The leader can do this by creating deep emotional attachments, which leads to the

advantage of this strategy’s ferocious loyalty. For example, when working as a senior

executive in India, I controlled a group of people where I was open to welcoming new ideas

and strategies to complete the work on time. By valuing their views and thoughts and

recognizing the employees, results help us to gain their trust where they effectively work for

the firm. Leading change requires using a diverse set of communication techniques to deliver

appropriate messages, solicit feedback, create readiness for change and a sense of urgency

and motivate recipients to act (Gilley et al., 2009). Communication benefits significantly

from the approach as well. Those with a strong bond often converse. They share concepts and

motivations. As a result of friendships' mutual trust and increased flexibility, people are more

likely to take risks and innovate often. Organizations let employees carry out their duties

however they felt would be the most successful. The affiliative style has advantages.

However, it should not be employed exclusively. Because of its only emphasis on praise, this

may allow poor productivity to continue, giving the impression that this behavior is

acceptable to workers. Workers should also learn to develop independently since affiliative

bosses rarely provide constructive feedback on accomplishing this goal. The affiliative style

leaves many people adrift whenever they require precise instructions to maneuver through

difficult situations.

If overworked, this approach may lead a team astray and to disaster. Perhaps this

explains why many affiliative leaders frequently combine this approach with authoritarian

leadership. Authoritative leaders communicate a vision, establish expectations, and show

others how their efforts advance the company's objectives. A loyal leader may publicly tend

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 to his emotion as well as the emotions of his followers. The classification and recognition

have a favorable effect, making it a suitable all-weather strategy. However, managers should

use it, especially when attempting to create team unity, boost morale, improve

communications, or restore damaged trust. For example, one of the executives in our research

was brought in to replace a brutal team manager. The former employer attempted to put the

workers up against each other and claimed responsibility for their work. The staff that was

left behind would be cautious and anxious. However, their attempts were unsuccessful.

Through steadfastly displaying honesty and openness and mending relationships, the new

executive was able to make things right.

Communication is key to performance management, and coaches must pay attention

to their team members and show that they understand what they are saying—attempting to

summarising what the worker says during training sessions and help with these information

questions to ensure that they comprehend their viewpoint—maintaining an eye out for their

body language and vocal inflection, as these can reveal further about their emotions or ideas.

People must say less and listen to additional, and people should ask more inquiries rather than

give advice. They encourage the staff to express their opinions, observations, or

recommendations whenever possible. Giving the trainer helpful criticisms is a constant

component of coaching. It suggests that any complaint must be constructive, truthful, and

compassionate. End up making careful to focus comments on things an individual can

improve that are measurable instead of factors outside the influence. As a result, resistance

will be reduced, and the connection will remain favorable (Goleman, 2017).

Furthermore, remember that people might still be required to give the same individual

recommendations in other situations. Users will be required to provide coaches with distinct

evaluative comments, for instance, if they are concurrently working on a task unrelated to

their coaching involvement. Furthermore, continuing to acknowledge and celebrate the team

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 members' accomplishments during and beyond training sessions. Continuously discussing

professional advancement and providing recommendations for improvements at work,

instructing others, and generally advancing their professional growth. Through this

procedure, workers can grow in their capabilities, learn brand-new skills, and acquire

worthwhile amazing adventures. By investing time, effort, and resource in the advancement

of everyone else, coaching demonstrates overall commitment as a leader in their progress and

development. Both the person and the organization gain effectively from investments in

workforce development. Many bosses only focus on coaching regarding raising workers'

performance. Remember that coaching's main objective is to provide the team members with

the tools they need to resolve situations independently, not to offer answers. Giving staff

members the liberty and independence to experiment, fail, and gain knowledge from their

mistakes is essential to accomplish this. If an employee makes mistakes, it is their

responsibility to guide them through the learning experience, reframe setbacks as chances for

improvement, and assist in developing the competencies necessary for success. The leader

and worker should be open and honest in their communications during training sessions. One

way to operationalize the types of behavior necessary for quality relationships both in and

outside of the workplace is to utilize relationship habits that are likely to bring people closer

together in times of stress and conflict (Kent B & Patricia A, 2021). Make sure they

understand the worker's objectives and driving forces by asking open-ended questions.

People utilize this opportunity to learn about their values and top priorities while setting

mutually acceptable expectations and goals for the coaching moving ahead (Goleman, 2017).

The coaching is a practical session. The coach and trainer implement them and set up

two or three objectives. Such objectives ought to be based on a harmony between worker

desires and organizational requirements. The dialogue should be led by the worker, although

both sides must be in agreement. In particular, objective, achievable, reasonable, and time-

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 bound ensure that their goals are sensible by establishing timeframes for accomplishments

and verifying and making notes on those objectives. Such procedures would ensure that the

trainer and coachee are both responsible for such purposes and on the same page. Frequent,

continuous encounters are a fundamental trademark of coaching, even though every coaching

interaction would be unique. It allows us to discuss what they have learned up to this point,

the advancement they have made so far, any obstacles they have encountered, and the next

steps. Make sure to frequently offer constructive feedback to the employees concerning their

performance, accomplishments, and proposed improvement opportunities. Recall that

developing new skills could be a long, drawn-out process. Be patient as the coaching skills

improve and the employees' capabilities do as well.

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 References

Goleman, D. (2017). Leadership that gets results. In Leadership Perspectives (pp. 85-96).

Routledge.

Gilley, A., Gilley, J., & McMillan, H. (2008). Organizational change: Motivation,

communication, and leadership effectiveness. Performance Improvement

Quarterly, 21(4), 75-94. https://doi.org/10.1002/piq.20039

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vid=10&sid=d62a9fe6-b647-4633-9dff-75bf8409a308%40redis

Kent Provost B. & Patricia Robey A. (2021). Maintaining effective leadership during times of

environmental stress.

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vid=9&sid=f23c96e5-5467-497d-b8f1-4b972b783b36%40redis

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