If you’re in a management position, it’s crucial that you are also a great leader. Managing processes and getting things done is of course essential – but successfully leading a team is where you will add real value to your organisation. Knowing and understanding your leadership style and how you can work it to your advantage is incredibly useful here, in terms having a clear idea of your strengths, as well as your weaknesses.
Bury-based People Matters HR, the North West’s leading HR consultancy, have been offering leadership training for many years – with incredible results. Take out Leadership Style quiz to get you started in understanding how the skills your already have can help drive your business forward.
Take the Leadership Style quiz:
1. When it comes to decisions:
A) I have the final say over decisions made within my team. I am in the driving seat.
B) I make the final decision, but I accept a lot of input from my team.
C) I let group members make their own decisions.
2. I rely on input from my team members:
A) Never. I’m the most knowledgeable member of the department
B) All the time. Collaboration is the key to success.
C) Always. I rely on the team to decide our direction.
3. When it comes to giving orders:
A) I tell team members what to do, how to do it, and when I want it done. I am crystal clear in my direction.
B) I give direction, but also offer support and accept feedback from the team.
C) I don’t really like to give orders. I prefer to let people just get on with things
4. How closely do you keep an eye on members of your team?
A) Like a hawk. I need to be absolutely sure that they are performing tasks properly.
B) I check in every so often just to let them know that I’m around if they need help.
C) I leave them alone. They know more about their job than I do.
5. Do you welcome input from group members?
A) No. I’m in the driving seat and I don’t entertain other people’s ideas.
B) Of course – but I still have the final say over major decisions.
C) All the time! Group members make most of the decisions on their own.
6. I want the people in my team to feel:
A) Like they have a clear list of tasks that need to get on with
B) Like they are involved in the process and can add something to the team.
C) Like they are in control.
7. Leaders achieve success by:
A. Giving clear orders
B. Helping people reach their potential
C. Leaving people alone to do their thing
So, how did you do?
Mainly As: The Autocrat
If you answered mainly As, it’s likely that you have an Autocratic leadership style, also known as authoritarian leadership. Here, the leader is well and truly in charge – and everyone in the team knows it! His or her word is final, and input from the team is not encouraged. Autocratic leaders typically make choices based on their ideas and judgments and rarely accept advice from followers with absolute, authoritarian control over a group. Like other leadership styles, the autocratic style has both some benefits and some weaknesses. Those who use this approach are often seen as bossy or dictator-like, this level of control can have benefits and be useful in certain situations, for example, for quick decision making.
THE AUTOCRAT – A CONTROLLING SELF CENTRED STYLE
• Dictatorial, dominating, authoritarian and dogmatic.
• Leader is task oriented, and often feared by team members.
• Constant supervision interferes with teams and individual tasks.
• Criticism is used to motivate team members.
• Lack of creative problem solving, no discussion on key issues.
• Low team morale and job satisfaction
Mainly B’s: The Democrat
Democratic leaders welcome input from team members when making decisions and solving problems – but the leader retains the final say when choices are made. We find that staff tend to be encouraged and motivated by this style of leadership.
It often leads to more effective and accurate decisions, simply because no leader can be an expert in all areas. Valuing the input from team members with specialised knowledge and expertise creates a more complete basis for decision-making.
THE DEMOCRAT – A BALANCED STYLE
• Team orientated and problems openly discussed.
• Approachable, work practices empowers the individual.
• Joint problem-solving and decision-making.
• All abilities and potential used creative thinking flourishes.
• Combines concern for task, with concern for people.
• Team feel valued, with high morale and job satisfaction.
Mainly C’s – The Delegator
Delegative leaders are characterised by allowing other team members autonomy to make decisions. It’s a style that is best used in situations where the leader needs to rely on qualified employees and can delegate certain tasks out to knowledgeable and trustworthy group members.
THE DELEGATE: HANDING OVER THE REIGNS
• Knowing when to back away
• Using their own skills strategically
• Shifts responsibility outcomes
• Team are clear on management’s expectations
• Employees empowered to take on new responsibilities
Our quiz will give you a snapshot in to the leadership style that you adopt – and perhaps demonstrated areas for improvement. The best leaders understand that mixture of several styles can generate the best results, giving you the flexibility to adapt to the team and situation you are working with.
At People Matters HR, we coach and train leaders and managers by helping them to understand themselves, improve their teams and engage with their people to get the most out of them. To do this your leaders need to understand how to lead effectively and how to effectively implement your HR policies and procedures. For more information call, get in touch today on 0161 738 1808
People Matters HR CEO Niel Cope is delivering an intensive leadership program consisting of 6, half-day workshops, each of which focusses on specific areas of leadership and has been specifically written to address the challenges faced by businesses today.
The course will be delivered over six weeks, commencing on 28th April 2022 and accessible to all via Zoom or a combination of zoom and classroom. Each workshop lasts three hours, timed to give maximum impact with minimum interruption to operational work.