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Teach you about the various types of leadership Servant Leader Malvi Bhagat Situational Leader AbhishekAtree Charismatic Leader Gregory Barone Transformational Leader Benjamin Berghaendler Transactional Leader RenuChauhan Quiet Leader - Levi Bronchtain Participative Leader RamdevGowda

The The The The The The The

Servant Leadership was coined by Robert L Greenleaf in his essay written in 1970. A Servant leader is on who puts others before themselves. As the word servant might imply, it is a leader that acts like a servant to his followers. They naturally want to help others by bringing the best out in them.

The main difference between a leader and a servant leader, is that a servant leader genuinely cares for other people. Their main goal is to make sure that other people are satisfied with their tasks, that they are being pushed to their full capability, and their highest priorities are being served.

Having a Calling natural desire to help others Listening desire to listen and value whats heard Empathy ability to walk in others shoes Healing others want to approach you for help Awareness keen sense of what is going on Persuasion seek to convince others to do things Conceptualization encourage others to dream Foresight ability to anticipate future events Stewardship prepare others to contribute to society Growth strong commitment to growth of people Building community strong sense of community spirit

Arthashastra Tao Te Ching Jesus

Situational leadership is a theory, developed by Paul Hersey and Ken Blanchard. Situational Leadership is not something you do to people but something you do with people.

Directive/Task Behavior Involves(X-Axis):

Clearly Telling People What to Do, How to Do It, Where to Do It, When to Do It And Then Closely Supervising Their Performance

Supportive/Rel. Behavior Involves(Y-Axis):

Listening to People Providing Support and Encouraging Their Efforts Facilitating Their Involvement in Problem Solving and Decision Making


S3: Supporting/Participating High Supportive, Low Directive Focus of Control Shifts to Follower Leader Actively Listens Follower Has Ability and Knowledge to Do the Task

S2: Coaching/Selling High Directive, High Supportive Leader Now Attempts to Hear Followers Suggestions, Ideas, and Opinions Two-way Communication Control Over Decision Making Remains With the Leader

Supportive Behavior

S4: Delegating

S1: Directing/Telling

Low Supportive, Low High Directive, Low Directive Supportive Leader Discusses Problems Leader Defines Roles of With Followers Followers Seeks Joint Agreement on Problem Solving and Problem Definitions Decision Making Initiated by Low Decision Making Is Handled the Leader Directive Behavior High by the Subordinate One-way Communication

No one of the styles is considered optimal in all Solutions. If leaders are to be effective they need to be flexible and adapt themselves to each situation. It all depends upon the followers readiness.

Participative leadership is the opposite of Autocratic leadership. Experience alone does not create knowledge
Also known as Democratic leadership, empowerment and power sharing.

Kurt Lewin

Helps create a sense of responsibility among the team members or employees. Motivates the team members or employees. Helps reduce the employee turnover. Helps the leader or manager to take better decisions.

Autocratic leader and democratic leader.

Participative leadership is helpful if useful decisions are made, But can leas to a feeling of betrayal if the leader ignores the suggestions and takes the opposite decision.

Transformational leadership occurs when leaders and followers engage in such a way that they raise one another to higher levels of motivation and morality whereby everyone gets raised to a higher level of performance. Four interrelated components of transformational leadership:

Intellectual stimulation Individualized consideration Inspirational motivation Idealized influence

Concentration on values like integrity and fairness Building of trust between leader and follower Increased awareness to elevate followers needs for achievement and self-actualization Move followers beyond self-interest for the good of the group, organization, or society Existence of sound vision, strong interpersonal and organizational skills, and the desire and willingness to lead

Inspires people and promotes visions Fosters the acceptance of group goals Challenges people intellectually to achieve higher outcomes The goal of transformational leaders is to inspire followers to share the leaders values and connect with the leaders vision

The transactional leadership style was first described by Max Weber in 1947 and again by Bernard M. Bass in 1981. Assumptions: This leadership style developed by Bass is based on the hypothesis that followers are motivated through a system of rewards and punishment. The transactional leader's view of the leader / follower relationship is one of quid pro quo - or this for that. If the follower does something good, they will be rewarded. If the follower does something wrong, they will be punished.

Transactional Leadership Agreements: At the extreme, the only relationship that develops between the transactional leader and the follower is based on an unwritten agreement that the sole purpose of the follower is to carry out the wishes of the leader. Style: The transactional leader works through creating clear structures whereby it is clear what is required of their subordinates, and the rewards that they get for following orders. Punishments are not always mentioned, but they are also well-understood and formal systems of discipline are usually in place

Types of Transactional Leaders: The types of transactional leaders described by theorists include categories such as Opinion Leaders, Group Leaders, Governmental / Party Leaders, Legislative Leaders and Executive Leaders. Transactional Leadership and Women: Study conducted by Northwestern University with respect to transactional, transformational, and laissez fair leadership styles.

The Quiet Leader does not require being in a controlling position. They are everyday people that are trying to make the most of their lives. Heroism is used only as a last resort

The Quiet Leader recognizes the scope of his/her control, and the limit of their ability to predict the future. The Quiet Leader has some skin in the game so they take their self interest seriously. The Quiet Leader does not make in instant decisions, but thinks things through. The Quiet Leader tries to find the middle ground when possible.

Regular leadership leaves out the majority of people Heroic leadership ignores everyday challenges Is it what we can all strive to be

Communicate on a very powerful and emotional level Have a personal charm that gives a favorable impression and therefore are trust worthy Are able to inspire enthusiasm, affection, and loyalty

Optimistic and passionate about life They value the potential that they believe each person has They give hope. They share themselves

This type of leader is especially useful in times of crisis and a major turn around

Remember, good leaders utilize all three styles depending upon the situation. For example: Use anauthoritative styleif a group member lacks knowledge about a certain procedure. Use aparticipative stylewith group members who understand the objectives and their role in the task. Use adelegative styleif the group member knows more than you do about the task.

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