Personal Leadership Model Presentation
Introduction
Leadership models are of different kinds, and there is no single model that fits all leadership situations. The choice of a leadership model that individuals use to lead their organizations of teams is also dependent upon different factors. The reason for that is that what works for one organization or what works for one team may not be applicable to the next organization or team. Leaders must, therefore, choose the leadership models that will enable them to motivate their teams, lead their organizations to success, or foster a work environment where all stakeholders are motivated to be creative and productive. Furthermore, individuals in leadership positions must also know that effective and true leadership the accolades or the awards that one holds, or the titles that they occupy. While leadership models can have significant and profound impacts on teams and organizations, leaders must commit themselves to develop their selves and their teams so as to assist their organizations in evolving and growing. In this essay, I will discuss some leadership models and how they contribute to the development of certain behaviours or values. I will also be presenting my preferred leadership model in addition to explaining how it can affect employee performance.
Leadership Models
Authentic Leadership Model
Leaders who use this model are guided by sincerity. These leaders understand the values that define them and all their actions reflect those values. In other words, authentic leaders express their genuineness and authenticity by staying true to their values, which in turn increases their trustworthiness and credibility in the face of their employers and in the face of those that they lead. This leadership model is characterized by internalized moral perspective, self-awareness, balanced processing and relational transparency. Internalized moral perspective implies that authentic leaders are aware of the values that define them and the need for their behaviours and actions to reflect those values. Self-awareness implies that authentic leaders are aware of how their actions and decisions impact their organizations and teams. Balanced processing refers to the objectivity with which these leaders look at everything – they are not influenced by emotional attachments, bias or office politics. Ultimately, relational transparency implies that authentic leaders are an open book to the people they work or interact with
Autocratic Leadership Model
This model is all about top-down instructions and respect for the chain of command. Organizations led using this model have little collaboration, and most decisions are made by leaders with absolute authority and power. While other members are free to give or not to give their opinions, final decisions are made by the leaders. Team members are expected to implement the decisions and choices of their leaders without question.
Laissez-Faire Leadership Model
This model can be said to be the opposite of autocratic leadership model. In this type of leadership model, the leaders’ role is minimal supervision and employees are expected to contribute more to decision making processes. This model is very effective, especially in a work environment where creative and talented people abound. The model is praised for its ability to encourage freedom and creative, something that most employees and stakeholders value.
Situational Leadership Model
This model focuses on the current level of staff and employees – their capacity and capability to efficiently complete or carry out tasks. Situational leaders understand better the capabilities of their employees, something that makes it possible for them to set realistic expectations, targets and deadlines for their workers. Situational leadership not only pushes leaders to improve their skills but also to launch initiatives that will enable other employees to improve their knowledge and skills.
Shared Leadership Model
In this kind of leadership, authority and power do not rest on a single individual. Instead, it rests on a group of individuals. This leadership model is very flexible because it can withstand any changes in the structure of an organization. Additionally, it fosters cooperation and collaboration among employees, thus making them more motivated to be productive or work.
My Preferred Leadership Model
Out of the five models discussed above, my most preferred leadership is the shared leadership approach because of its ability to enhance employee performance. Leadership who use this model are able to positively influence their employees in ways that encourage them and express support for their initiatives. And when employees are motivated or empowered, thy do things without waiting to be told. This also implies that even their productivity is high. Leaders who use the shared leadership model interact with their employees in ways that make them feel valued and appreciated, which in turn give employees the power and the desire to want to achieve greater success. Organizational goals became personal to employees, and they are naturally inspired to work harder to achieve those goals.
Authentic leadership can also be effective when organizational leaders want to win the confidence and the trust of their team members. By demonstrating their authenticity and transparency, authentic leaders are able to positively influence employee performance because they motivate them to willingly work towards organizational goals and success. However, autocratic leadership leads to employee performance because their efforts and input are not appreciated. When employees are not motivated or when their input is not valued, they become less motivated to achieve organizational goals. Autocratic Leadership also kills the motivation of workers. While laissez-faire leadership can also lead to increased employee performance and increased job satisfaction, this model can be damaging if organizational employees do not have self-drive or if time is not properly managed. The situational leadership style is also very effective in achieving high productivity and influencing high employee performance. By using this model, leaders are able to ap[lye their leadership style to different situations and in the process, achieve high results.
Conclusion
The focus of this essay was to compare different leadership styles and explain how they influence different behaviours and values in organizations. Five models or styles of leadership have been discussed. Additionally, I have provided my preferred leadership model – shared leadership – and explained it contributes to employee performance, and I have also explained how the other models can influence employee performance in an organization.
References