Leadership Styles of Ceos

Leadership goes beyond management, for some, leadership is instinctual and pours over into your personal life. This paper will discuss a leader I admire in my personal life, and analyze their leadership style. I will discuss how that leader has influenced my leadership style, as well as how things like environment and the economy affect my leadership approach.

When developing a template to assess which leadership styles are best suited to mitigate the effects of a decline in financial compensation, it is imperative to understand leadership theory. One of the first pioneers in leadership theory was Kurt Lewin. Kurt Lewin (1890–1947), was a prominent figure in psychology in his generation. He provided a solid foundation to the teachings of organizational development. In many circles he was known as the father of organizational development. He was best known for the development of field theory. Field theory was essential because it allowed business professionals to understand why undesirable behaviors was produced. It also taught how to bring about desirable behaviors. Field theory was developed in part because Lewin wanted to address organizational employee turnover.

A leadership philosophy helps to define and let others know what you expect, what things you value, and how you act as a leader. Different styles of leadership are needed for different situations. Every leader needs to know when and how to display a particular approach of leadership within a group. Leadership strategies define every leader’s personal leadership style. Three leadership styles of a counselor are the following: authoritarian style leaders, democratic style leaders, and laissez-faire style leaders.

Urban Meyer is the head coach for The Ohio State Buckeyes football team. He is 49 years old and was born in Toledo Ohio. He attended University of Cincinnati where he played football. Coach Meyer is married and has three children. Prior to coaching Ohio State he retired from coaching was working as a sports analyst for ESPN. Before retiring and working for ESPN, Coach Meyer was the head coach for the University of Florida. He led the Gators to two BCS championship wins and he held the highest percentages of wins for any active college football coach. (www.ohiostatebuckeyes.com).

Organizations must respond to their internal and external environment. Therefore, organizational success heavily relies on leaderships ability to manage change. Unfortunately, many leaders struggle to effectively lead change initiatives. In fact, Ashkenas (2013, para. 1) reported 60 – 70% of organizational change initiatives fail to meet their objectives.

A leader must be able to move quickly from one agenda to another. A leader must be able to inspire a person or a group of people to want to do their best. A definition of leadership can be, “A relationship through which one person influences the behavior of other people” ( Mullins, p. 904 ). One of the biggest problems that a leader in any organization has to deal with is change. Leaders have to be versatile and willing to make tough decisions in today’s economic climate. We will analyze what it takes to be a successful leader and how to manage the people around you for the best results. Asking questions

Here’s a quick snip-it of the 8 steps to Leading Change that John Kotter lays out.

Anyone has the potential to be a leader, but it takes a strong and willing person to be a great leader. First and foremost a leader must be willing to take responsibility, for he’s own action and the action of others, and be willing to step up to the plate at all times. He must be willing to listen at time, for advice from those who he leads.

Real change leaders are not found among the top executives within an organization. Although, top executives participation is important to change within an organization, the real change leaders are middle and frontline managers, and he or she influence how the majority of people perform within the company. "The most difficult aspect of major change has little to do with getting the right concept, core process redesign, or even a team at the top. Major change lies in changing the people system – the skills and behavior of hundreds of employees down the line. Major change relies

When a change needs to take place, top management must foresee and do something about it before it is needed; this is a leader’s most critical competency. The growth of a company is predicated on transformation at least several times throughout the lifespan of the business. The change will not happen overnight; therefore, an appropriate pace is necessary, not too fast and not too slow. The leadership team must be meticulous, and simultaneously, the employees must be well-prepared for change. Indeed, the changes must be well thought out to provide stable contingencies (Gleeson, 2016).

Step One revolves around the principle of needing to change and act expeditiously. Leaders often miscalculate the work involved to push people out of their comfort zones, or misjudge their successes, or lack the required patience to drive individuals to action (8-Step Process for Leading Change, n.d.). Recognizing the need for change within an organization whether it is established or new creates challenges and the business depends on a group of leaders to make those needed changes.

“A leader is best when people barely know they exist” this quote from The way of life according to Lao Tzu explains how a leader should be. It means a leader has to be able to get their point by. This means that they should be heard because people want to listen, not because they were forced. They must be able to connect with others and understand them. As a leader they must they must have all the right qualities and be able to inspire others.

Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.

Types of leadership styles from management can make or break an organization. On the other hand the behavior of employees can make or break an organization. The challenge lying in this is employees potentially will show reluctance in terms of achieving the organization objectives. These issues can be overcome by using an appropriate leadership style. A particular leadership style could help to resolve problems of employees in terms of the working culture and the issues faced by the employees in the organization. The paper will analyze the concept of leadership, within Smith and Falmouth.

Leadership is a concept most people feel informed enough to discuss, but that few are truly educated sufficiently to comment on. Therefore, it is instructive to consider the leadership styles of people with very different approaches both to better understand the diversity underlying leadership, as well as to appreciate the effective and less effective strategies that underlie different leadership outcomes. For that reason, this essay will consider the styles of two leaders who are less visible in this highly contentious presidential election season: Jill Stein (the Green Party nominee) and Gary Johnson, the Libertarian candidate. The leadership styles of both are very different, yet they are aligned in the sense that both are outsider candidates struggling to gain momentum from a disaffected electorate. This essay begins with a theoretical discussion of leadership more generally and then turns to the two leaders as case studies, comparing and contrasting them and drawing conclusions about how they both work within the same public sphere and for putatively similar ends (i.e., gaining votes).