CLFM Flashcards
This strategy is strongly disciplinary, and is often called a leadership style of “TELLING”
The leader gives instructions to the members of his team and then uses various incentives and punishments to either appreciate or punish what they do in response
Leaders give praise for a job well done or for a group member to perform a department-wide
mission hated because they missed a deadline.
If you often use the threat of having to stay late when you need to inspire your team and you are continually
brainstorming clever ways to acknowledge solid work
TRANSACTIONAL LEADERSHIP
With this style of leadership, by empowering their workers to change, leaders are trying to enhance or transform the individual or group into which they lead
Such leaders are working at making changes and finding new ways to get things done And as a result, by their ideas or insights into how something should be improved or adjusted for their own work, they encourage and motivate others
People have plenty of flexibility, as well as
plenty of breathing space to innovate and think outside the box
When you look at every single existing process with a discerning eye and a strong sense that it might be better
You also encourage other people to get out of their comfort zones and reach their own boundaries. You will burst with pride whenever you see a member of a team achieve something previously thought
impossible.
TRANSFORMATIONAL LEADERSHIP
Servant leaders work with this traditional motto: “SERVE FIRST AND LEAD”
Instead of thinking about how to inspire people to follow their lead, they channel most of their energies into seeking ways to help others.
They make other people’s needs a priority over their own.
Besides being natural leaders, those who follow the paradigm of servant leadership don’t try to hold a white-knuckle grip of their own rank or strength.
Instead, they focus on the advancement and growth of the people who follow them.
You might be a chief servant if you’re known to say, “WHAT CAN I DO TO HELP?”.
So you attach great importance to avoiding roadblocks so helping others get things done.
When you are asked you never think twice about helping out, because you know that when you return, your own to-do list will still be there.
SERVANT LEADERSHIP
You could also hear this style of leadership referred to as “PARTICIPATORY LEADERSHP”
Members manage
organizations and programs as well, a democracy.
Even though these leaders on the organizational hierarchy are statistically higher, they prioritize working together and actively engaging their colleagues in the decision-making process.
respect other people’s ideas and feedback, and encourage discussion of those inputs. We don’t carry on orders from above, but take a much more inclusive approach to doing things.
If you think the best meetings are the ones where everyone has a fair chance to weigh in.
You could not remember the last time you made an important decision without at least one other
person getting input.
DEMOCRATIC LEADERSHIP
You might think of that as an alternative to “MY WAY OR HIGHWAY”
see themselves as having absolute power and making decisions on their subordinates’ behalf.
They decide not just what needs to be done, but how to accomplish certain tasks too.
If you think that group meetings and brainstorming just slow things down, so it’s easier if you make important decisions on your own and if you hate them when workers challenge your decisions. That’s
final when you’ve said something
AUTOCRATIC LEADERSHIP
To put it another way, goes “BY THE BOOK”
With this style of leadership, there is a specified collection of boxes to check to be a true leader, Bureaucratic officials, for example, possess hierarchical authority.
A power comes from a formal position or title rather than from the unique characteristics or characteristics they hold. They also have a set list of duties, as well as clear rules and procedures for how they will handle and make decisions for others. They just have to follow the path set out for them.
if you often find yourself questioning how your predecessor has treated those situations that you want to make sure you follow the agreed protocol.
You also seek assurance that whenever you are
charged with something different, you are doing things right.
BUREAUCRATIC LEADERSHIP
This is a French word that translates to “LEAVE IT BE” which sums up this hands-off leadership approach accurately.
Micromanagement is just the opposite.
have the tools and services required to do so. But then they step back and let their team members make decisions, solve problems and get their work done without having to worry about their every move being obsessively watched by the leader.
You could be a laissez-faire leader if in project status update meeting you hardly do any of the conversations.
Alternatively, members of your team are the ones who fill you in where things are. You’re really only focused on two key points in most events and projects: the beginning and the end.
LAISSEZ-FAIRE LEADERSHIP
have charismatic personalities, and a great deal of determination to achieve their goals.
Such leaders use eloquent communication and persuasion to unite a team around a cause, instead of promoting actions by strict instructions.
You will spell out their dream clearly and get other people excited about the same target.
if you’re known to give outstanding styles of presentations of “RALLY THE TROOPS”
CHARISMATIC LEADERSHIP
