Chapter 3 – Leadership Behaviours

Leadership in organisationsGary A. Yukl

Pádraig CarrollApril 2014

Why so many categories

What research methods

Describe the behaviours

Why: Task & Relations

Why: Change orientation

Effective use

Why so many ways to describe leadership behaviour?

50+ years of research

Abstract not Tangible

Broad versus Narrow

Methods of observation/ classification development• Factor Analysis• Judgmental• Theoretical deductive

Major Types of Leadership Behaviour

Early Research shows 2 main types of leadership behaviour

perception

Task & Relations

Task-Oriented Relationship-Oriented

Emphasis on work facilitation Emphasis on interaction facilitation

Focus on structure, roles and tasks

Focus on relationships, well-being and motivation

Produce desired results is a priority

Foster positive relationships is a priority

Emphasis on goal-setting and a clear plan to achieve goals

Emphasis on team members and communication within

Strict use of schedules and step-by-step plans, and a punishment/incentive system

Communication facilitation, casual interactions and frequent team meetings

Which Leaders do we think of?

Change-oriented behaviourDuffy, AIB

Other behaviour types

Participative leadership Page, Google

Other behaviour types

TaskOrganise activities for efficiencyAssign workDirect and coordinate

Relations-orientedSupport and encourageSocialise and build relationshipsUse symbol, ceremony & ritual to build team identity

Change-orientedMonitor the external environment for O&TStudy competitors for ideasEncourage and facilitate innovation

External Leadership behavioursNetworkingMonitor the external environment for O&TRepresenting

Examples of behaviours

Transformational leadership

Research relates to charismatic leadership

Traits: Visionary & Inspirational

Methods for studying the effects of leadership behaviours

DiaryWeeks of records

Critical incidentsQuestionnaires following incident

Observation/ManipulationLimited experiments

InterviewsLeaders & Subordinates

Case studiesBiographies and Case studies

Effects of Task and Relations behaviours…

In General: Task doesn’t lead to satisfaction

Research: Is quite weak to date (best fit?)

Future: Understand how effective leaders adapt their styles

The face of LeadershipA How To guide

Planning Work activities

Short Term: What to do, how, who, and whenAction Planning: Steps, schedule, and policiesContingency planning: Coping with problems

Guidelines: Identify action steps Identify optimal sequence of steps Estimate time needed Set deadlines Estimate cost Set accountability Monitor

Clarifying Roles and objectives

Define: Roles and responsibilitiesAssign: Specific tasks and stepsSetting: Performance goals

Guidelines:Clearly explain assignmentExplain the reason for the assignmentCheck for understandingProvide necessary instructionSet priorities, goals, and deadlines

Monitoring Operations & Performance

Gather: Information about the operationsIncluding: WIP, Performance, Quality, Success

Guidelines:Set KPI’sMonitor process & outcomesMeasure progress against plansDevelop independent sources of informationConduct progress review meetingsObserve directly (MBWA?)Ask, encourage, guide

Supportive Leadership

Traits: Consideration, acceptance, concern, empathy

Guidelines:Show acceptance & positive regardProvide sympathy & supportBolster others’ self esteemBe willing to help others

Developing Subordinates, Peers, Network

Research suggests: The most effective leaders develop their followers skills AND confidence

Guidelines:Engage learning and development programsFormalise a mentoring program

Providing Praise & Recognition

Involves: Showing appreciationForms: Praise, awards, recognition ceremonies

Guidelines:Recognise successCelebrate successRecognise good effort in failureCelebrate the effort SEEK out contributions

1950Lead

Manage Operate

1950Lead

Manage Operate

2014InfluenceEmpowerInnovate

Lead / Manage /Operate

2014InfluenceEmpowerInnovate

Lead / Manage /Operate

Changing CV of the Leader

LeadershipGapA mix of task orientation, change orientation, participative & empowerment leadership, and relationship skills are needed to bridge the gap

Apply best fit per cycle/situation!