There are different types of leadership in the workplace, and each with its advantages and disadvantages. In the world of organizations, there are rarely recipes that work for all jobs, companies and teams alike, since what works and what does not depend largely on the context. However, knowing these types of leadership helps to focus on these issues.
The culture of the marketing agency, the objectives pursued or the personality of the employees, among other factors, determines which leadership style best fits the company. Within some organizations, even different styles of leadership coexist according to the tasks or objectives that must be met. So, as everything depends on the context in which we find ourselves, if we want to squeeze the maximum possibility of having a good leader or leader at the head of a team or organization, it is first necessary to know the types of leadership, since no one is superior to others. Types of leadership: what are the main ones? It is important to understand that the style or type of thought leadership marketing exercised by supervisors or senior positions in the marketing consulting company will always have consequences for workers, even if we do not realize or confuse these effects with the intrinsic personality of each person. Being clear about this is very important since leaders are agents who, by their power of decision, are in a privileged position when it comes to influencing others, for better or worse. That we have been in the same organization for many years and have always seen the same people behaving, in the same way, does not mean that this range of behaviors cannot be modified: varying the type of leadership strategy can emerge very different work and relationship dynamics, and in this change of mentality will participate much of the organization. 1. Leadership laissez-faire The laissez-faire leadership type, also known as delegative leadership, is a style of non-intervention and lack of regular feedback. The name refers to the French word "let go" or "let it be." The laissez-faire leader intervenes only when necessary and with the least amount of control possible. It is a non-authoritarian style that is based on the theory that employees with a lot of experience, training, and motivation need less supervision to be productive. Since these workers are experts and have the skills to perform independently, they can fulfill the tasks with very little vigilance. Advantage For some employees, autonomy is liberating, improves creativity and helps you feel more satisfied with the work that is done. This type of leadership can be used in situations where subordinates are passionate and enjoy high intrinsic motivation. On the other hand, sometimes this type of leadership allows people who are more specialized in their work or who provide greater added value not to be constrained by formalities and excessive organizational rigidity and do what they do best. Disadvantages Keep in mind that not all employees have these characteristics. This style is not appropriate when working with employees who do not possess the aforementioned skills. Many people are not good at assigning their deadlines, managing their tasks and solving problems that may arise. In other words, they have a much more passive working style in which everything depends on having very specific instructions and, in ambiguous situations, they do not have to apply common sense or tend to work less while waiting for more information. 2. Autocratic leadership The autocratic thought leadership marketing allows supervisors to make decisions and set guidelines without the participation of the group. The leader concentrates all power and no one defies his decisions. It is an exercise in unidirectional leadership; the only thing subordinates have to do is obey the guidelines set by the leader. Advantage It can be effective in work environments where decisions need to be made quickly. It also seems to be highly effective with employees who require close monitoring of activities, since eliminating the tendency of workers to relax can increase productivity and speed in tasks. Disadvantages The disadvantages of the autocratic leader are obvious. It does not take into account the opinion of workers and employees are simply people who must comply with orders. Some employees may feel undervalued and tend to show little affective commitment to the marketing agency, being able to leave the company or perform less. 3. Democratic leadership Usually called participatory leadership, this type of leadership is characterized by creating enthusiasm among workers by prioritizing the participation of the entire group. The leader promotes dialogue among his followers to take into account the opinions of the group, but the final decision is made by the superior. Advantage This type of leader wins the team because employees contribute to the decision process. Therefore, employees often feel part of the company and the changes that may occur in the organization, improving their affiliation and commitment to the marketing agency, in the same way as their productivity and innovation capacity. In this way, for example, it gives more incentives to stay in the organization, so it facilitates the retention of talent. Disadvantages Although there is some consensus in affirming that this type of leadership has many advantages, some researchers think that it also has its disadvantages. For example, disagreements between two or more parts of the group cannot be overcome or the road slows down when it comes to reaching a goal, compared to other leadership styles. Also, this type of leadership requires that the leader possess a great ability to maintain the motivation and collaboration of those who follow him, as well as full self-confidence. Otherwise, the balance of a set of individuals could be broken. 4. Transactional leadership The transactional leadership is based on transactions, in exchange processes between leaders and followers. Followers receive awards for their job performance and the leader benefits because they fulfill the tasks. Advantage It is a type of goal-oriented leadership and, therefore, followers are motivated with rewards for the results achieved. The transactional leader creates clear structures, where what is required of his subordinates and the rewards they will receive is well defined. Therefore, this type of leadership focuses on objective aspects and easily recognizable units of analysis, with which it is relatively easy to operate. Disadvantages The follower profile of the transactional leader is a rational individual, motivated by money and other benefits or rewards, whose behavior is quite predictable. Transactional leaders focus on the present and are very good at making the organization run smoothly and efficiently. However, although transactional leadership involves following certain rules and works very well in times of stability, in the changing world we are in today, where the success of companies often depends on continuous changes, there are more leadership styles effective. 5. Transformational lead The transformative leaders use high levels of communication to achieve the objectives and provide a vision of change that they manage to transmit to the employees. They bet to generate a shared and transversal vision about what the thought leadership marketing in which they work should be. Advantage This is one of the types of leadership that provide greater flexibility to the operation of companies. In this way, the leaders who work from this philosophy motivate and increase the productivity and efficiency of the group. They have a very broad vision of the work to be done, thanks to which they lead the change within the organization and can change the expectations, perceptions, and motivations of the team. Disadvantages Transformational leadership, instead of analyzing and controlling specific transactions using rules, instructions and incentives, focuses on intangible qualities, such as vision, shared values and ideas, to create relationships, giving more meaning to independent activities and to offer a shared vision that allows to work together with the followers in the process of change. However, at the same time, there are not many contexts in which it is better to sacrifice long-term prosperity for short-term results. That means that many companies and organizations that veto the entry of new leaders based on transformational leadership thus assume a high opportunity cost: they grow less than they could, and this is something that in many cases they are not even able to detect.
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