Compare and evaluate the effectiveness of different leadership styles used in the uniformed public services In this essay, I will be comparing and evaluating different types of leadership style and how effective each one is. Leadership style plays a major part in running an affective team in order to complete the task in hand, but this all depends on what your aim is and who the followers are. There can be different leadership styles that may work for some people, but not others. I will be looking at how the task in hand can determine the best leadership style, and what styles are the most popular. Let’s start by looking at laissez-faire.
The first the task the superintendents are to take on is to form the teams they will lead. They must decide what type of team is best suited for the project and why. There are four basic types of teams to consider; Problem-Solving Teams, Self-Managed Work Teams, Cross-Functional Teams, and Virtual Teams (Robbins & Judge, pp. 316-318, 2011). Each type of team offers strengths and weaknesses to users.
Yet, if their current lineup gives them different strengths, they may flex their system or make adjustments to best take advantage of the current talent. Non-basketball leaders must do the same thing – focus on your core philosophy, yet be flexible in implementation based on the circumstances and talent on your team.”( Kevin Eikenberr). Seven Leadership Lessons from Great Basketball Coaches. After reading both of these cases I find that the leadership perspectives were congruent in influencing each of their style of leadership was very significant. Both men had different upbringings which drove them to succeed, one authoritarian and the other pride in oneself.
To achieve this, Coaching and mentoring should be applied to the area you want to develop, such as motivating staff, delegating, problem solving, relationship issues, team building, and staff development. It focuses on what people being coached want, what their goal is and how they can achieve it. The main objective is to develop the person being coached. This can be achieved through increasing self-confidence, indentifying suitable topics for coaching and developing planned tasks as part of job
Characteristics of a transformational leader are providing vision and direction, gains trust from others, communicates expectations and critical purposes, motivate and influence rationality, advises, and guides individuals (Robbins & Judge, 2013, p. 383). I tend to be creative with the task given to me and I have the ability to think outside the box. Although I have a high attention to detail, my critical thinking and problem-solving skills make me an effective leader amongst my peers. “[T]ransformational leaders also show greater agreement among top managers about the organization’s goals, which yields superior organizational performance” (Robbins & Judge, 2013, p. 383). According to a study conducted by Gong, Huang, and Farh (2009), employees who work under transformational leaders had more self-confidence in their ability to be more creative and perform higher (pgs.
We get a very straightforward definition of what coaching is all about, and how to define a good coach. Dr. Collins also explains that Coaches are tasked with coaching change in the lives of their clients. They help their clients to identify where they want to be and Gods purpose for them and then help to devise a strategy on how to get there. He then caps this first key point by writing about leadership, a must have for anyone who wants to be an effective coach. He further states that coaching and leadership are about experience, relationships,
Terry created a formula that a leader would use in order to meet the goal of becoming an authentic leader (Northouse, 2013). This style is said to be action based and includes not only the leader, but also the leadership team or even the organization depending on the situation (Northouse, 2013). Terry claims the two questions in a situation that requires a leader are: “What is really happening?” and “What are we going to do about it,” (Northouse, 2013). A true authentic leader would answer these questions correctly while staying true to themselves and their followers. Terry developed an Authentic Action Wheel to help leaders correctly answers.
Case Study: A Tale of two Coaches Sherika Miller Grand Canyon University LDR600 September 24, 2014 Coach Bobby Knight, and Coach Mike Kryzewski both exhibited similar coaching styles that were directive. The one rule that was stressed by both coaches was not to do anything that could be damaging to yourself or the program (Snook, Perlow, & Delacey 2005a). Aside, the one main rule/belief the coaches displayed dissimilar leadership approaches that aided in motivating their players. Coach Knight, known, as “The General” guided his payers with a directive leadership style. Coach Knight led his team through a discipline that was direct, intimidating, and in-your-face approach.
Unit 2: Team Leadership in the Uniformed Public Services 1 Understand the styles of leadership and the role of a team leader 2 Be able to communicate effectively to brief and debrief teams 3 Be able to use appropriate skills and qualities to lead a team 4 Understand what makes an effective team. Introduction Your Objectives: In this chapter you will learn about the following: The styles of leadership and the role of a team leader The process of briefing and debriefing teams The appropriate skills and qualities required to lead a team The things that make a team effective 1. Leadership Styles 1. What are leadership styles? Definition: Leadership styles may also be known as management styles.
So it's critical to distinguish between the skill of performance and the skill of leading the performance, two entirely different skills. It's also important to determine whether a person is capable of learning leadership. The natural leader will stand out. The trick is identifying those who are capable of learning leadership over time. What success looks like and how to achieve it.