Quiz: What kind of leader are you?

Leadership is the most important discipline for senior managers, perhaps because there are so many mistakes one can make. Whether it’s a project gone awry or an issue with computations, studies show that it’s often the fault of management, rather than the employees, when things go wrong in a company. That’s reason enough to review the importance of leadership within a company. How do you work most effectively with your team – and how does your team work best with you? Observing, cooperating, or simply letting them take charge? Find out what kind of leader you are!

what kind of leader are you

Authoritative: “Whatever I say, goes.”

In an authoritative leadership setting, the boss rules all of his subordinates with a golden scepter – he issues a command, and the employees ensure that it’s done. This is the top-down principle of management at work, which dictates that all leadership responsibilities lie with one leader. Command, control, delegation – all of these keywords are characteristic of an authoritative style. Understandably, this kind of executive doesn’t get much sympathy from employees.

Managers with this type of ruling method shouldn’t expect an invitation to next month’s employee barbecue. Supervisors who lead with authority, set clear rules, and tolerate no opposition are authoritative in nature. There is no room for teamwork. To this end, this kind of management style has almost disappeared completely from a corporate landscape – instead, it’s been eclipsed by the cooperative work environment, where executives and employees and inspire and complement each other.

But an authoritative leadership style has some benefits. Bosses who lead with clear expectations often have high expectations – and consequently, good results – from their employees. They’re willing to take risks, they can react appropriately in crisis situations, and they reach decisions quickly and effectively. Especially in hospitals, where people’s lives are dependent on quick decisions, this kind of expertise is essential.

Laissez-faire: “I’ll let you handle it – something will come to you.”

“Laissez-faire” means “let go,” and that’s exactly what these kinds of leaders are known for. Just as experimental parents in the 1960’s raised their children, this type of supervisor also leads his employees with a laissez-faire style, allowing them plenty of space for personal discovery. Employees in this style of team must not fear negative criticism – they should simply see what works best, and develop their own solutions for problems.

Not every team will work effectively under this management style. For independent, highly qualified employees, it might be wise to allow them to govern themselves, as this sort of team knows how to handle responsibility. This method is most beloved in the creative industries, as employees flourish in an atmosphere where freedom and creativity can unfold.

In addition, it also promotes an independent thinking and workstyle. However, one downside is that the boss may not be viewed as a supervisor in the traditional sense. Especially in industries where precise leadership are required, like the IT branch, a more strict boss may be required to develop clear guidelines and ensure that order is kept.

Cooperative: “Together we can accomplish more.”

Leaders who value cooperation use the potential of their employees for developing quality ideas, and rely on the combined expertise of all team members. This leadership style follows the motto, “Together, we are stronger” – employees and executives work together. Between the boss, and his team, there is open communication that commands respect from both parties towards one another. And, despite the fact that the supervisor is considered the leader, the employees are also included in the decision making process. This is not always easy, as the team provides several varying opinions and perspectives. Reaching a consensus within the team may be problematic as a result.

Together, a more cooperative leadership style creates the most positive working atmosphere. Employees not only feel that everyone is working towards a common goal, but they also know that they share some responsibility and can actively contribute to the success of the company. The boss can also provide helpful criticism without leading his employees to break out into a cold sweat.

And even for the executives, constructive feedback from his team can be valuable. Supervisors who want to build a cordial and trusting relationship with their employees would do well to adopt this style. By delegating responsibilities to capable employees, you not only relieve yourself of some tasks, but you also create a motivated working atmosphere.

Situational: “We’ll handle each situation as necessary.”

Combine all of the benefits from the previous three leadership styles, and the result is situational leadership. This is based on flexibility. What does this mean for your company? Not every employee fits with each working style, just as not every supervisor works with every team. The style of leadership depends on the team of employees. This means that the office rookie, with very little experience, receives the precise amount of guidance that he requires, while other responsibilities can be delegated to highly qualified employees.

The situational leadership style requires a high degree of flexibility. Through individualized leadership strategies, a manager can best handle his team and their strengths and weaknesses.

Have you discovered the perfect leadership style for you and your team? Congratulations! And for those who are still creating their own, hopefully we could provide a few inspirations! We wish you success!

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