Participative Leadership Style Analysis

In pondering the question, what are the characteristics of my current leadership style, I realized that my style cannot be defined by one definition. My leadership style is multi-tiered with characteristics similar to a chameleon that changes based on the situation when providing direction, implementing plans, and motivating people. By saying this, one would assume my style is situational but after much thought, I have realized it is much more than just that.

A1. Leadership Style Upon conducting research, it is clear that the definition of “leadership” is not agreed upon. It is fluid, based upon many perceptions, situations, and surroundings. According to Robinson (2010), adopting a specific style of leadership is rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment

Autocratic leadership is a directive style of leadership that has one leader in charge making the business decisions. The main difference between particpative leadership is that the leader is more authority driven. The leader of the business decides and makes all the decisions with no imput from any of the employees, then the leader will tell the employee of the changes and the employees have to follow the new policys having no say in the matter. Participative leadership asks employees to voice there opinions making the transition of new policies into the business easier. Directive leaders let their followers know what is to be expected of them, schedules work they need to do and gives them very specific guidelines on how they are to accomplish

In order for a leader to know when he/she needs to switch styles, and adapt to his/her group, he/she must learn to anticipate and recognize when things are changing and a different approach to leadership is necessary. To this end, a leader must know how to observe his/her group, and try to understand the reasoning behind events. A leader must know purpose and goals, verbal and nonverbal communication skills, group culture, role structure, and understand the groups

Leadership styles have significant effects on organizations. For instance, it influences organizational culture and determines how leaders address conflict. Ultimately, it impacts organizational performance. Consequently, leaders must adapt their approach to achieve the desired outcome. Therefore, it is imperative leaders understand and can implement a variety of leadership styles. This essay will describe how an autocratic and participative leader’s style impacts organizational culture, summarize the strengths and weaknesses of each style, and explain how each leader would successfully resolve conflict.

The journal article I chose is about communication styles that create collaborative leadership. Kramer and Crespy (2011) conducted a unique study to look at what communication actions and methods were used to create a collaborative culture within a group setting. The reason for the study was to move from top down leadership style research projects to more modern day scenarios, albeit still focusing on how leaders influence to achieve set goals. In other words, Kramer and Crespy (2011) wanted to focus on the process and not the usual outcome as in past studies.

There have been many studies regarding specific brands or leadership styles which would be in the best interest of companies and organizations. Effective leaders within organizations and nations have the ability and skill to make things happen. Two leadership styles come to mind that are frequently used are transactional

Skill Development In order to improve on my leadership skills, I must overcome challenging roles, and also learn from it. I will also learn from experienced supervisors. I will also take up the leading roles in leadership assignment, most especially when it comes to group work.

During the following year, I will be facing major changes in my life, and clearly what is expected from me is discipline and hard work so I will be able to achieve my goals. Based on my “Leadership Style Analysis Paper” I realized that sometimes I am extremely relaxed, carefree, and unable to stay focused on formal studies so I knew I had to change. In the future, I don’t want to be recognize by those “attributes”. I want to be known for being efficient, proactive, thorough, committed, trusting and determined and my desired identity is defined in three two-word phrases: 1. efficiently proactive, 2. thoroughly committed and 3. trustingly determined. At the end, my leadership brand statement end up as follow: “I want to be known for being efficiently

Lastly, Colleen is that she is extremely process focused. When performing any task in the department, a standard operating procedure is always available for staff to follow and reference when performing tasks. This of course is helpful to new staff, as they learn and carry out their duties. A lot of time and effort is put into developing manuals for individual tasks. No detail is spared be it writing the process on how to order pencils from Office Depot, from how to prepare a testing room for a group of students.

Team Leader is celebrity who provides desire, instructions, and instruction to a total of individuals, who cut back furthermore be supported as a twosome, for the motive of achieving a unassailable goal.

I regard myself a participative leader. In the words of DuBrin (2008, p.348), "a participative leader is the one who shares decision making with group members." In the past, I have held various leadership positions. During those brief stints as a leader, I have found it prudent to consult widely before making decisions. In my opinion, it is by consulting widely that we make the most viable decisions. It is also by consulting widely that we motivate others to achieve set goals (Pride, Hughes, and Kapoor, 2011).

In providing leadership guidance to employees with the purpose to motive and influence employees, I would use the Participative Leadership Style. The Participative Leadership style addresses the improvements for increasing the productivity of employees as well as providing satisfactory to the employees. A leader can certainly appreciate the Participative Leadership Style because it is orientated to empower the employees by encouraging participation in the decisions process that directly affects the employees. As a manger if I utilize this style I will have the benefits of building trust with the employees, being able to have open communication with the employees and promoting job

Finding a leadership style is like finding the dress or suit that fits just right. It may take several attempts, but once you find the one that fits, it is usually the one you will keep. For this class, we were asked to take a 50 question survey from Kent University to help us figure out what type of leadership style fits us best. From the results provided from the test, my leadership style was typed as participative. When reading more about participative leadership, I saw a quote I was able to resonate with completely, “The leader makes the final decision, but the team to contribute to the decision-making process” (How to find, n.d.). This quote made me realized that this type of leadership fit me down to the T. In terms of effective communication, I always make an effort to make sure the listener absolutely understands what I am conveying. By asking questions or bringing up any concerns they might have, I am able to make sure that everyone is on the same page. My job presents several opportunities to help teach and train new operators. By having a participant leadership style, I must ensure new operators know how to work within their position proficiently. As a trainer, I deal with trainees who at times feel overwhelmed with the plethora of information given to them. I find it important to give encouragement and facilitate training when need be. Being a participant leader requires a great of humility: “The leader can 't know everything”

When people feel appreciated, they will usually increase their level of determination and assurance to ensure the department’s or company’s accomplishment. Associates who have not been involved in making the decision have co-authored some great comments such as, “It wasn’t my decision,” “Whose brilliant idea was this?” or “This will never work in a hundred years.” These kinds of comments determine two things: First, the employee is not in arrangement with the result and second, when the choice goes wrong, and it will because the associate is not dedicated to the decision’s success, the employee has someone to fault. When associates can make the decisions that influence their work, it delivers up the supervisor to work on more future-oriented issues that will eventually make the company even more successful. For example, an executive will now have the time to look at how the company’s clienteles are fluctuating their demands and level of opportunities. With this new information, the administrator can lead an argument on what variations will have to occur in the next period to meet the shifting customer demands. In addition, executives will have more time for changing trials and refining developments.