Different leaders use several different styles in different situations to solve the problem at hand. Leadership style is the approach and manner that is used by leaders to provide direction, motivate people, and implement plans. These styles will determine how things are done in a given organization depending on the type of leadership style used by the leaders of an organization. The outcome of the organization is therefore related directly to the type of leadership style in a given organization.Let our writers help you! They will create your custom paper for $12.01 $10.21/page 322 academic experts online
The three main leadership styles include democratic (participative), authoritarian (autocratic), and delegative (free reign). Good leaders prefer to mix all three leadership styles depending on the situation at hand though there are some leaders who only apply one of these styles. This paper analyses my leadership style about the Collins leadership model.
From the leadership styles mentioned above, I have an element of each style though at different magnitude. The responsibilities I have been given in the past show that I am about 60 percent democratic, 30 percent negative, and 10 percent autocratic. I like involving others in my decisions through consulting with other people who are affected by the decision at hand before making the final verdict.
This enables me to know the views of others on the decision to be made as a way of making it easier during the process of implementing that decision. This style is very important in organizations where the managers need to involve other staff in the process of decision making as a way of assessing whether they will support the decision once it is implemented. This will also make sure that the implementation of the decision will not take a lot of time since all the controversial issues will be agreed upon during the consultation stage. At times, I also use delegative style as a way of sharing responsibilities with others especially those who are under my authority.
This style makes it possible for the organization to continue with operations even when the senior managers are absent and help to prepare junior staff for more responsibilities in the future. I also use an authoritarian leadership style to enforce plans that need to be implemented. In an organization, some people cannot just follow rules and regulations, and therefore, the use of authority will make such people comply.
According to Collins in his leadership model, there are five levels of leadership, which can be used to tell why some leaders succeed while others fail (2001, 73). These five levels include a highly capable individual who uses his or her skills or knowledge to make worthy contributions. Second is a team player, who works with others to improve performance in the organization. Planning resources to achieve the objectives of the organization is also important.Order now, and your customized paper without ANY plagiarism will be ready in merely 3 hours!
Fourthly, effective leadership entails a leader who activates people towards achieving the set goals of the organization. Building executive culture among the leaders will make workers to respect leaders more. Andreescu and Vito observe that “Personal traits not only influence managerial styles but also leadership preferences” (2010, p.567). From these five levels, I perform well in mobilizing people and resources while building an executive lifestyle is the main challenge to me.
The three main leadership styles are democratic, autocratic, and delegative. My main style is democratic though I also use the other two styles at times. Using Collins’s leadership model, I can mobilize people and resources well to attain the goals of the organization, though I find it difficult to use professional will and humility to build greatness.
Andreescu, V., & Vito, G., 2010. An exploratory study on ideal leadership behavior: The opinions of American police managers. International Journal of Police Science & Management, 12 (4), pp. 567-583.
Collins, J., 2001. Level 5 Leadership. Harvard Business Review, 5(12), pp. 73-75.