Leadership - Leadership & Navigation Flashcards
Understand the key concepts for Leadership & Navigation behavioral competencies
People management techniques
What are 5 examples of people management techniques?
directing
coaching
supporting
delegating
mentoring
Who created situational leadership theory and what is it?
Hersey and Blanchard (1-min manager)
Asserts that the most effective style of leadership changes from situation to situation. To be most effective and successful, a leader must be able to adapt his style and approach to diverse circumstances
Situational leadership
What are the four main leadership approaches in Situational Leadership?
M1 - Telling: Directive and authoritative approach. The leader makes decisions and tells employees what to do.
M2 - Selling: The leader is still the decision maker, but he communicates and works to persuade the employees rather than simply directing them.
M3 - Participating: The leader works with the team members to make decisions together. He supports and encourages them and is more democratic.
M4 - Delegating: The leader assigns decision-making responsibility to team members but oversees their work.
Situational Leadership
What are the 4 levels of follower maturity that correspond to the 4 types of Situational Leadership approaches?
Level M1: Followers have low competence and low commitment.
Level M2: Followers have low competence, but high commitment.
Level M3: Followers have high competence, but low commitment and confidence.
Level M4: Followers have high competence and high commitment and confidence.
What are the 3 behavioral competencies in the Leadership cluster?
Leadership & Navigation
Ethical Practice
Diversity, Equity & Inclusion
How is Leadership & Navigation from the Leadership behavioral competency defined?
KSAOs needed to create a vision and mission for the HR function that aligns with strategic direction and org culture to
1) accomplish HR and org goals
2) lead and promote org change
3) manage the implementation of HR initiatives
What are the sub competencies of Leadership & Navigation?
1) navigating the organization
2) vision
3) managing HR initiatives
4) influence
leadership & navigation
describe transformational leadership
is a leadership style that can inspire positive changes in those who follow.
focus on helping members of the group support one another and provide them with the support, guidance, and inspiration they need to work hard, perform well, and stay loyal to the group
primary goals of transformational leadership are to inspire growth, promote loyalty, and instill confidence in group members.
leadership & navigation
What are the 4 main elements of transformational leadership?
1) Intellectual stimulation: encourages followers to explore creativity my means of new ways of doing things and new opportunities to learn.
2) Individualized consideration: supporting and encouraging individual followers; keep lines of communication open so that followers feel free to share ideas and so that leaders can offer immediate recognition of the unique contributions of each follower.
3) Inspirational motivation: can articulate clear vision that motivates followers to fulfill goals
4) Idealized influence: serves as a role model for followers that followers emulate.
leadership & navigation
What are the positive effects of transformational leadership?
1) better performance
2) better well-being
3) sense of empowerment
leadership & navigation
When to use and not use transformational leadership style?
Use when creativity and innovation are important to success
Do not use if group members need more guidance and direction (i.e. entry level employees or low competent employees)
leadership & navigation
Describe participative leadership and possible outcomes of using this leadership style
Direct reports are intentionally involved in decision making so that employees have an increased sense of ownership in their work.
Suggested outcomes are improving overall decision making and integrating employees’ personal goals with those of the organization
leadership & navigation
Who first introduced participative leadership and what were the 3 main principles this person outlined?
Rensis Likert
3 main principls:
1) mutual support - leaders and employees have trust and confidence in each other to determine and pursue goals together
2) group decision principle - commitment to group decision making
3) high standards principle - fosters collective responsibility for achieving excellence
leadership & navigation
What determines whether a leader or organization adopts a participative leadership style?
Experienced leaders and leaders who leaders who rate high on self-awareness. Also, the more similar leaders and followers are to each other, the more likely they seem to be to engage in participative leadership.
leadership & navigation
How does Participative Leadership affect employees?
generally benefits employees’ psychological well-being
increases their organizational commitment
makes them more trusting of their leaders
leadership & navigation
How does participative leadership positively and negatively impact organizations?
Positive: improves organizational performance and innovation
Negative: reduces efficiency, time senstive bc requires significant time to explaining possible options so that followers are equipped with the information they need to contribute to sound decisions. Followers need time to weigh options, and leaders must spend time analyzing suggestions and proposals from subordinates. Potential conflict
leadership & navigation
What is inclusive leadership?
capacity to manage a diverse group of people efficiently, while respecting their uniqueness in an empathetic, bias-free way. It is an authentic leadership style that rules out discrimination, bias and favor based on color, race and other protected characteristics and allows employees to feel valued for their own input.
leadership & navigation
describe leader-member exchange theory
aka - LMX or vertical dyad linkage theory;
focuses on the relationship that develops between managers and members of their teams and that all relationships go through 3 stages
leadership & navigation
What are the 3 stages of Leader-Member Exchange Theory?
1) Role-taking - occurs when team members first join the group. Managers use this time to assess new members’ skills and abilities.
2) Role-Making - New team members then begin to work on projects and tasks as part of the team. In this stage, managers generally expect that new team members will work hard, be loyal and prove trustworthy as they get used to their new role.
The theory says that, during this stage, managers sort new team members (often subconsciously) into one of two groups. (in-group - those the manager trusts most and out-group - those the manager does not trust or deems unmotivated or incompetent)
3) Routinization - routines between team members and their managers are established.
a) in-group - In-Group team members work hard to maintain the good opinion of their managers, by showing trust, respect, empathy, patience, and persistence.
b) out-group - members may start to dislike or distrust their managers. Because it’s so hard to move out of the Out-Group once the perception has been established, Out-Group members may have to change departments or organizations in order to “start over.”
leadership & navigation
How should leaders use the leader-member exchange theory to get the out-group back on track?
1) Identify Your Out-Group - analyze why these people have fallen “out of favor.”
a) Did they do something specifically to lose your trust? Do they exhibit bad behavior at work? Are they truly incompetent, or do they have low motivation?
b) Analyze what they’ve actually done, and compare the facts with your perceptions. Do these match, or have you (perhaps subconsciously) blown things out of proportion?
2) Reestablish the Relationship - meet each team member one-on-one. Take the time to find out if they’re happy with their job. What are their career goals? What can you do to make their work more challenging or engaging?
- Provide Training and Development Opportunities
leadership & navigation
Describe servant leadership
Servant leadership is a leadership style that prioritizes the growth, well-being, and empowerment of employees. It aims to f**oster an inclusive environment **that enables everyone in the organization to thrive as their authentic self to grow the organization through their commitment and engagement.
When implemented correctly, servant leadership can help foster trust, accountability, growth, and inclusion in the workplace.
leadership & navigation
Describe servant leadership
a leadership style that prioritizes the growth, well-being, and empowerment of employees. It aims to foster an inclusive environment that enables everyone in the organization to thrive as their authentic self (expressing themselves freely whch allows them to be more nurturing to coworkers and teams).
puts employees first to grow the organization through their commitment and engagement.
trust, accountability, growth and inclusion are the results when executed well
leadership & navigation
what is a major aspect of servant leadership?
acceptance of others
encourages a forgiving and understanding attitude that allows employees to make mistakes, learn from their mistakes, and channel that into personal and professional growth in the organization.
this allow workers to relate to leaders and vice versa, creating more trust and autonomy for workers.
leadership & navigation
What sevant leader mentality did Robert Greenleaf propose in his book that introduced the servant leadership concept “The Servant as Leader?”
“I serve because I am the leader (altruism),” and “I am the leader because I serve (ambition).”
leadership & navigation
accordint to Larry Spears (frmr pres of robert greenleaf center for servant leadership), what are the qualities a servant leader needs to be impactful?
empathy
listening
healing
awareness
persuasion
conceptualization
foresight
stewardship
commitment to the growth of people
building community.
leadership & navigation
what are the 7 pillars of servant leadership?
Person of character
Puts people first
Skilled communicator
Compassionate collaborator
Has foresight
Systems thinker
Leads with moral authority
leadership & navigation
transactional leadership defined
Transactional leadership is a style of leadership that focuses on order, structure, and goal-oriented planning. A transactional leader will tell their team what to do and use rewards and punishments to motivate them. This leadership style works well with self-motivated employees and in situations that require rules and regulations. Transactional leadership is more concerned with maintaining the status quo than with challenging it
leadership & navigation
in what types of organizations is transactional leadership most seen or best fit?
medium- or large-sized company that’s well-established and not searching for change within the organization. operations require little leeway or creativity to get the job done
ex: sales (use commissions as motivation/reward), sports teams
