Which is true about me?Played on the basketball team at Vanderbilt UniversityAppeared on a national television show to discuss researchReceived an award for research showing ways to improve medical care

My Favorite Leader….In smalls groups of 3; each person thinks about and shares the following

Describe the leader you most admire. Who is the person? What were his or her actions? How did followers react?

This can be a close leader or someone you have observed from a distance.

Great Man LeadersSource of Power Organizational Position Physical Characteristics

Leader Behaviors Threats, Intimidation, Punishment

Follower Reactions Fear-based Compliance Dislike of Leader

Works for Short-term results Extreme situations

Transactional LeadersSource of Power Position Power Ability to Reward

Leader Behaviors Making Deals, presenting incentives Negotiating, bargaining

Follower Reactions Calculative Compliance

Works for Short-term compliance Specific, mundane tasks

Transformational LeadersSource of Power Referent Power, Personal Power Vision

Leader Behaviors Communication and Stories Relationship Building, Inspirational Appeals

Follower Reactions Commitment

Works for Crisis situations Facilitates change

Empowering LeadersSource of Power Referent Power, Personal Power Expertise, particularly of followers

Leader Behaviors Modeling, Directed Participation, Confidence Building Rational Persuasion

Follower Reactions Initial fear Ownership

Works for Long-term situations Creative tasks

A leader is bestWhen people barely know he exists,Not so good when people obey and

acclaim him,Worse when they despise him.But of a leader, who talks little,When his work is done, his aim

fulfilled,They will say:We Did it ourselves.

Lao Tzu

EmpowermentInformation

Knowledge

Decision-making

Rewards

Personnel ActionsEmpowerment-Employees

Hierarchy-Managers

A Key to TeamsTeam leadership should be tailored to fit the follower reaction that is desired

Start with the end in mind and work back to identify appropriate leadership behavior

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Leadership’s Effect on Teams

Overpowering LeadershipLeader Behaviors: Coercion, Reinforcement, Punishment, Autocratic Decision Making, StructuringTeam Reactions: Compliance, Conformance, SkepticismOutcome: Submissive Teams--Teams that acquiesce to leader control

Powerless LeadershipLeader Behaviors: Intermittent Structuring, Enforcing of Sanctions, Psychological DistancingTeam Reactions: Lack of Direction, Power StrugglesOutcome: Alienated Teams--Teams and leaders struggle for control

Power Building LeadershipLeader Behaviors: Guidance, Encouragement, Delegation, Reinforcement, Culture BuildingTeam Reactions: Learning, Skill DevelopmentOutcome: Self-managing teams--Teams control how work is done

Empowered LeadershipLeader Behaviors: Modeling, Boundary Spanning, AssistingTeam Reactions: Self-direction, OwnershipOutcome: Self-leading teams--Teams control what work is and how it is done.

LEADER POWER ORIENTATION DemocraticAutocratic

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Team-Level Autonomy and Performance

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Team Self-Leadership

CreativeTasks

RoutineTasks

Types of TeamsAuthority Differentiation Is one person a leader or is the authority

shared among members?Skill Differentiation Does each team member have a unique

skill set?Temporal Stability How long will the team members work

together?

Matching Leadership to Teams

Strong-Man Transactional Transformational Empowering

High Authority DifferentiationShort Time Frames

Low Authority DifferentiationLong Time Frames

Skill Differentiation?

Aversive Directive

Critical nature of highest skill High expertise for followers

Clear GoalsExperienced Leaders

Vague GoalsDevelopment Emphasis

A Key to TeamsTeam-level autonomy should fit the situation

Higher autonomy is needed when conditions are uncertain and outcomes need to be creative

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Individual and team-level autonomy are not equivalent.

The Big PictureThere are many different types of leadership and each has the potential to create very different outcomes

Remember leadership should match the team in terms of

Authority differentiation Skill differentiation Temporal stability

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