Just like businesses have evolved, so have the styles used by business leaders to run their organisations evolved. Traditional top-down style of leadership has now taken a back seat as organisational focus in the 21st Century has shifted towards being people-centric, where group and team performance has become critical for success.
First, we shall highlight the leadership styles that were prevalent in the 20th century and then introduce those that are currently being adapted for people-centric organisations.
1. Directive: This leadership style was the most commonly used top-down approach, where the leader was skilled at marshalling resources and directing them towards the organisation’s goals. The followers were dependent on the leader, who would dominate their thoughts and action. However, directive leadership was not easily accepted by many individuals which led to higher attrition rates.
2. Affiliative: On the other end of the spectrum was the affiliative leadership style that was based on the notion that a leader must empathise with their followers to gain their support. This leadership leads to an interdependence between the leader and followers. However, clarity of vision was often an issue associated with this style of leadership.
3. Democratic: Democratic leadership style builds unity with participative decision-making by responding to others and building on their contributions with your own. This style can be best used to build a shared point of view. But as is often the case with democratic style of leadership, implementation takes a lot of time in larger organisations.
1. Expert: Expert leadership style is all about excellence and ownership by turning new knowledge into a domain of expertise. This style can best be utilised when a leader has to set clear expectations based on a mastery of a task. Expert leadership style brings autonomy as each of the followers perform through self-direction. Sometimes, however, this could lead to a lack of coordination in the organisation.
2.Engaged: When a leader adopts an engaged leadership style they motivate their followers to work towards a vision by identifying and addressing the desires of others. This style is best used to affect the thoughts and actions of the followers through the dissemination of information. This style empowers the followers to take independent action, but the leader might experience a lack of control sometimes.
3.Coaching: Coaching style of leadership helps groom future leaders by bringing the followers along a path of learning a new skill. This style is known for its constant exchange of queries and information that brings receptiveness among followers. However, this may not always result in a consensus within the organisation.
As organisations are becoming more people-centric, so has the popularity of expert, engaged and coaching leadership styles. They are best suited for 21st Century organisations. However, the past styles are not yet completely redundant as they are still need in certain industries.
Magnum Opus can provide you with the best leadership development programme where you will gain a better understanding about leadership styles. For more information, contact Magnum Opus at email@example.com or call us at 011-42676768.