Assessing Leadership Styles

Purpose● Characteristics of an effective leader● Identify leadership style and philosophy ● Areas for growth and improvement● Challenges ● Diversity is the spice of life

Characteristics of Effective Leaders

“Leaders are individuals who guide, direct, motivate or inspire others” (Barrett, 2014, p. 3).

Effective Leaders are:TrustworthyCredibleAble to motivate and inspireAble to drive a group toward accomplishment of goalsAre willing to lead by words & actions

City YearLeadership Defined by

My Leadership Style Philosophy:A leader should be willing to do everything that they expect their

employees to doA leader should lay out the path for successFailing to plan, is planning to fail

Leadership style:A compliment of visionary and coaching

According to Barrett (2014), leadership styles may differ from leader to leader, situation to situation or organization to organization.

Areas for Growth1. Improve aspects of “democracy”

Democratic leaders are “adept at including others in idea generation and problem solving” (Barrett, 2014, p. 344).

2. Actively work to show credibility and build trustTeam builders / exercises3. Work to improve Emotional IntelligenceEngage in bi-weekly trust building activities and practices (Lencioni, 2002)

and (Maxwell, 2001).

ChallengesPrejudice:Person of colorFemale

Research by Lopez, et. al, revealed that “individuals’ perceptions about a typical man and a typical leader had several similarities, but there were few perceived similarities between a typical woman and a typical leader” (Lopez, et. al, 2012, p. 98).

This sets men up to be as forward and carefree in their perceived leadership roles and causes women to have to chose between being viewed as a “lady” or a leader.

Theories

Skills ApproachA leader-centered perspective that emphasizes the competencies of leadersThree-skill approach: technical, human and conceptualAdapted and tested in the military

Situational ApproachThe situational approach is constructed around the idea that employees move forward and backwards along the developmental continuum, which represents the relative competence and commitment of subordinates.

Success: 1. Determine where employees are on the

continuum 2. Adapt leadership to developmental level3. Set goal 4. Adjust as necessary

Transformational LeadershipTransformational leadership is a process that changes and transforms people.• Concerned with emotions, values, ethics, standards and long-term goals• Treat employees as full human-beings • Moves followers to accomplish more than is usually expected

Servant LeadershipEmphasis: ethical leadership, attentive to the concerns of followers, able to empathize, able and willing to empower followers, capable of developing full personal and professional capacities.

Authentic Leadership

Authentic Leadership

Fig. 11.2 on page 259Fig 11.3 p. 263

Personal Reflection

Be Your Best Self● Be open to growth● Embrace versatility

Discussion

ReferencesBarrett, D. J. (2014). Leadership Communication. New York: McGraw Hill

Education.Maxwell, J. (2002). The five levels of leadership. New York: Center Street. Lencioni, P. (2002). The five dysfunctions of a team. San Francisco, CA.

Jossey-Bass.Lopez-Zafra, E., Garcia-Retamero, R., & Berrios Martos, M. P. (2012). The

relationship between transformational leadership and emotional intelligence from a gendered approach. The Psychologocial Record, 62, 97-114.