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What is the leadership model?
A leadership model could be defined as a guideline that a person or a group of people should abide by to maintain a well-orderly environment. There isn’t one precise model in which everyone bases their leadership off of. Instead, there are several leadership models, each designed to fit the requirements or needed of every group of people. The reason why there are several instead of one universal model is simply for diversity. You cannot expect 7 billion people to abide by an exact guideline that defines leadership; there will be people that don’t agree because 7 billion people aren’t supposed to have the same personality; that’s what makes us human.
Our differences. For that matter, each model is made for the comfort of every group, so everyone abiding by the model wouldn’t have any complaints and is pleased in their workplace. The different leadership models also help diversify the entire industry in which a group of people is working in. If everyone uses the same model, it’s expected to produce very similar results as well as very similar ideas.
This would eliminate any chance at greatness and uniqueness and will result in a very bland and boring industry. Now let’s move on to discussing the different types of leadership models so you can figure out which fits you and your group best to ensure you come up with innovative and revolutionary ideas while maintaining an organized system where tension and banter are nonexistent.
What are some Leadership models that a successful leader should use?
A transformation leader is considered a leader that inspires their followers. This type of leader can be considered demanding or harsh at times; however, not because they disrespect or undermine their workers in any way. Quite the opposite. This type of leader pushes their followers to their limit because this leader believes in their workers’ high potential and wishes for them to fulfill it. This type of leader would remind their workers that whatever they are doing shouldn’t solely be for their benefit but the greater good. In this model, morals are considered the foundation in which the whole operation stands. Any project constructed under this type of leadership will surely benefit humanity and will not be built upon a corrupt system. When using this leadership model, you can ensure hard-working, humble workers that coexist together in a peaceful and organized workspace.
A team-oriented leader works by setting an example to their fellow team members; instead of sitting back and watching their workers perform each task, they participate and communicate with each team member. This leader treats each team member as valuable as the other, where the leader enhances and develops each member preferred skills to ensure that every single member of the team plays a key part in creating whatever project being worked upon.
This type of leadership requires social and communicative people that will work together in harmony because, in this model, if one member doesn’t work as effectively as the other, the whole operation will crumble. This leadership model can be very similar to a row of dominos, where if one falls, the rest will follow.
An authoritarian or an autocrat could be considered as the opposite of a team-oriented leader. This type of leader cares very little about collaboration and teamwork, as well as their team members’ needs. This is a very non-communicative leader that considers themselves at a higher level than their teammates and believes that communication is not needed as they will be the ones distributing the tasks and setting the rules, not the team members.
This type of leadership is very task-oriented and strict. The leader would have an extremely organized workplace where nothing is out of place. If so, a strict set of penalties and punishments will be implemented on whoever crosses the leader’s authority.
This type of leadership could create inner conflict and a strong sense of hate towards the leader and even the other team members. This is because when the team members are put in such a strict environment where they aren’t solely praised but instead are pit against each other thus, a friendly environment will easily turn into a competitive one.
A laissez-faire leader has its drawback and its advantages as it’s a model that produces a very passive leader. Its advantages are that resulting from a passive leader; each team member will learn to make their own decisions instead of blindly following a strict set of rules. This creates a lot of freedom for the team members and forms a friendly relationship between the leader and each team member.
However, when every team member is free to do as they please, it could create a lot of conflicts. First off, it could create a lot of disagreements between the team members on how things should be conducted as each one of them would want to go by their idea. This could unconsciously create a competitive atmosphere where the team members are in constant conflict.
Transactional leadership is a simple reward-based strategy. It is based on the idea that an employee’s personal interests (rather than corporate interests) are the primary motivators for them to accomplish an assigned task or achieve a certain level of performance. If you’re a transactional leader, you’ll create performance targets for your employees, promise a reward, and then offer that reward if they fulfill their goals—or impose a consequence if they don’t. This style of leadership can be highly successful at getting things done, but it does not allow for the development of connections at work or inspire employees to submit new ideas.
While a servant leader, you will balance selflessness with a focus on the greater needs of others as your team works to achieve your vision. You get insight into your own life and work purpose, the significance of their leadership activities, and your own character via self-reflection and awareness. By mentoring your employees, you may help them achieve greater success while also enhancing morale and the end result.
Democratic leadership, often known as “participative leadership,” is the polar opposite of authoritarian leadership. As a democratic leader, you will solicit your staff’s opinions and viewpoints, but the final decision will be yours. Collaboration and conversation can help you boost your creativity and originality. However, you may feel challenged in circumstances requiring you to juggle a wide range of opinions and ideas.
Affiliative leadership necessitates a “people first” mentality. It’s all about fostering collaborative relationships and serving as an emotional support system for your team. Connecting with your employees on a direct and personal level prepares you to rapidly address staff problems.
For ethical leaders, the principle of fairness is critical. This approach combines rationality and a sense of justice, as well as a genuine respect for the rights of all parties concerned. Making ethics a high priority allows you to treat your employees with respect and honesty, which is reciprocated, benefiting everyone.
These are just some of the most common leadership models, so if you still didn’t find one the suits you after reading this, then don’t fret. There are still plenty of models out there that should fit your personality. No matter what you end up choosing. It would help if you always remembered that a leader should always act as a role model, not a dictator.