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Change Management > The Styles, Models & Philosophy of Leadership > Flashcards

The Styles, Models & Philosophy of Leadership Flashcards

1
Q

What is leadership?

A

The ability to lead a group of people.

Tools, behaviors and capabilities a person needs to be successful at motivating and directing others.

The ability to help people grow in their own abilities

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2
Q

What are the characteristics of a leader?

A
  • is committed to a vision or mission
  • understands his or her role
  • demonstrates integrity
  • sets an example
  • understands how to motivate others
  • communicates effectively
  • is willing to take risks
  • is adept at problem-solving
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3
Q

What are the three traits that every successful leader must have?

A
  • desire to lead
  • commitment to the mission & vision
  • integrity
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4
Q

What does it mean to have the desire to lead?

A
  • I enjoy it when others seek my ideas or opinions
  • I don’t mind asking team members challenging questions when working on a project
  • I like supporting others on my team and can do so in both good and bad times
  • I am comfortable putting the team interest before my own interest
  • When I am working with a group, I facilitate a strong spirit
  • I am comfortable letting others take my ideas and put them into action
  • I like playing the role of coach to help others improve their skills
  • I prefer to resolve personal conflicts on a team rather than let them continue
  • I look for opportunities to celebrate other people’s success
  • I can have a productive discussion even when others don’t agree with me
  • When the team has a problem, I consider it my problem too
  • I like to generate ideas and share them with the group
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5
Q

What is “integrity”?

A

Integrity is being true to your word and authentic in your actions.

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6
Q

What are the three elements of integrity?

A
  • sincerity: honest, responsible for own mistakes, no false front
  • consistency: all employees are equal, keep promise, have the same expectations for themselves
  • substance: all employees are equal, keep promise, have the same expectations for themselves
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7
Q

What are the characteristics of a leader?

A
  • thinks long term
  • thinks strategy
  • asks what and why
  • knows the customer
  • influences
  • gains authority by his mindset & behavior
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8
Q

What are the characteristics of a manager?

A
  • thinks short term
  • thinks tactics
  • plans how and when
  • day-to-day business
  • supervises
  • gains authority from his position
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9
Q

What are the different leadership styles?

A
  • autocratic
  • democratic
  • bureaucratic
  • charismatic
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10
Q

What are the characteristics of autocratic leadership?

A
  • like to keep the decision-making power to themselves
  • keeps control and responsibility
  • clear structure
  • set rigid expectations
  • are not interested in developing own skills or employees
  • old-fashioned leadership style
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11
Q

What are the advantages of autocratic leadership?

A
  • less stress for the leader because he is in comple controle
  • fast decision-making
  • employees tend to be more productive; as longs as the boss is actually there
  • useful for projects that have to be implemented in a hurry
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12
Q

What are the disadvantages of autocratic leadership?

A
  • not good for the long term
  • de-skills the workforce
  • making the employees disheartened and too reliant on the leader
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13
Q

When to use the autocratic leadership style?

A
  • short-term, complex, technical or urgent projects
  • low-skilled positions with monotonous tasks that can lead to low motivation
  • where there is high turnover in the employees: keeping the organizaitonal knowledge in the leader
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14
Q

What are the characteristics of the democratic leadership style?

A
  • making decisions as a group
  • share the resulting responsibility with team members
  • delegates a great deal of the work
  • seeks continual feedback
  • looks for opportunities to develop himself and his team
  • popular style when it is done wel
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15
Q

What are the advantages of the democratic leadership style?

A
  • employees are more dedicated
  • employees are willing to work hard to deliver results and to share the credit for getting those results
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16
Q

What are the disadvantages of the democratic leadership style?

A
  • decisions cannot be made quickly
  • when fast decision-making is needed the leader will have to change to autocratic leadership
  • balance needed between others to take the lead and keeping control of the overall process
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17
Q

When to use the democratic leadership style?

A
  • when every team member has to contribute with their own creativity and knowledge to the process
  • to create a new team of people who have not worked together before and need to get in gear quickly
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18
Q

What are the characteristics of the bureaucratic leadership style?

A
  • making certain that employees follow the rules
  • in factory work
  • the leader gains authority from his position
  • formal environment
  • clear distinction between leader and employee
  • older, lager organization
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19
Q

What are the advantages of the bureaucratic leadership style?

A
  • when consistent output is required and work is repetitive
  • highly segregated tasks that depend on each other
  • when cost-cutting and improving productivity
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20
Q

What are the disadvantages of the bureaucratic leadership style?

A
  • de-humanizing to individuals, discourage
  • no personal creativity is allowed
  • can harm the organization in the long run
  • territorial leaders
  • restrictive policies
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21
Q

When to use the bureaucratic leadership style?

A

When rigid controls over health and safety is necessary.

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22
Q

What are the characteristics of the charismatic leadership style?

A
  • inspires
  • committed to a vision which they are charged with communicating to their team
  • personal integrity
  • build trust with team members
  • energetic
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23
Q

What are the advantages of the charismatic leadership style?

A
  • powerful team that is willing to deliver
  • team can be wildly creative
  • forward-thinking decision-making
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24
Q

What are the disadvantages of the charismatic leadership style?

A
  • requires a great deal of time for the leader
  • can be stressful
  • human errors of the leader can harm personal relationships with the team member
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25
Q

When to use the charismatic leadership style?

A
  • when commitment to a vision is the most important aspect
  • with new companies, launches of new products, divisions
  • image building of the company; PR
26
Q

What are the four basic personality styles?

A
  1. Direct = low expressiveness + high assertiveness
  2. Spirited = high expressiveness + high assertiveness
  3. Systematic = low expressiveness + low assertiveness
  4. Considerate = high expressiveness + low assertiveness
27
Q

What are the features of direct personality style?

A
  • like to be in charge
  • like to take control
  • look for results
  • driven to succeed
  • competitive
  • strong focus
  • decisive
28
Q

How may others see the direct personality style?

A
  • overbearing
  • impatient
  • stubborn
  • autocratic
  • don’t listen to other’s input
  • results above feeligns
29
Q

What are tips for leading “directs”?

A
  • get to the point quickly
  • give them chances to excel and compete
  • communicate in short sentences
  • be on time and end on time
  • don’t promise what you aren’t certain you can deliver
  • don’t give information about personal issues
  • give measurable outcomes to strive towards
  • tell the truth, don’t sugar-coat it
30
Q

What are the features of the spirited personality style?

A
  • dreamers
  • generating enthusiasm
  • persuasive
  • visionary
  • passionaite
  • multitask
  • take risks
31
Q

How may others see the spirited personality style?

A
  • no details
  • poor time management
  • difficult to keep their attention
  • don’t listen wel
  • can’t say no
32
Q

What are some tips for leading the “spirited”?

A
  • allow time for brainstorming and let them express their ideas
  • explain ahead how much time will be allowed for discussion
  • praise them in front of other people
  • communicate by showing an interest in their ideas but redirecting them to the practical
  • understand that they may exaggerate
  • set milestone deadlines
  • challenge them to break down their “big ideas” into specific outcomes and steps
  • tell what will happen if they succeed and if they fail
33
Q

What are the features of the systematic personality style?

A
  • analyst
  • data
  • logic is their friend
  • rational, precise, disciplined
  • make decisions based on research
  • patience
  • stick to the book
34
Q

How may others see the systematic personality style?

A
  • overload of data
  • too detailed
  • no bigger picture
  • fear of change
  • cold
  • avoid conflict
  • shut down communication
35
Q

What are some tips for leading the “systematics”?

A
  • focus on facts instead of opinions
  • try to be accurate and precise in your communication
  • give logical reasons for what you are doing
  • allow time for the research and analysis phase
  • set timeframes
  • be organized and prepared when you meet with them
  • avoid personal topics in your interactions
  • when conflicts arise, focus on facts and figures
36
Q

What are the features of the considerate personality style?

A
  • natural team workers
  • supportive
  • good listeners
  • connect on a personal level
  • mediator in conflicts
  • trainers/mentors
  • enjoy helping others
37
Q

How may others see the considerate personality style? (negatives)

A
  • worry about other people’s feeling
  • overly emotional
  • don’t stand up for themselves
  • avoid uncomfortable situations
38
Q

What are some tips for leading the “considerates”?

A
  • express a sincere interest in their feelings, thoughts, and personal life
  • reassure them that they are doing a good job
  • try to move at a relaxed pace
  • monitor their workload to ensure they haven’t taken on more work than they should
  • encourage them to ask questions and to share their opinion
  • let them know that you appreciate their help
  • give them opportunities to help others with projects
  • help them identify goals that they can stretch for
39
Q

With what begins effective leadership?

A
  • being self-aware
  • being aware of the impact you have on others
  • knowing what really matters to you
  • behaving in alignment with your core purpose and values
  • expressing yourself authentically
40
Q

What is the key to leading?

A

The key to leading is learning about the main differences in personality types so that you gain insight into why the other person acts the way they do.

41
Q

What is a “team purpose statement”?

A

It’s a relatable and personal statement of the organizations’ mission and vission to your team members.

42
Q

What are the advantages of a “team purpose statement”?

A
  • Team purpose statements can unite disparate members of the team,
  • They give your team inspiration,
  • And they give you a useful tool in leading the group.
  • Also benefits for the leader: a tool to refer to, to reward behavior
43
Q

How do you create a “team purpose statement”?

A
  • by identifying what it is about your team stands out from the back
  • what are you particularly proud of
  • what would happen if you stopped doing your jobs?
44
Q

What’s the goal of “team purpose statement”?

A
  • to inspire
  • to correct and direct actions
  • to reward the team for meeting its standards
45
Q

What are the stages of a team?

A
  1. forming
  2. storming
  3. norming
  4. performing
  5. adjourning / mourning
46
Q

Explain the phase forming in a team.

A
  • The getting to know you stage
  • Everyone is on their best behavior
  • Trying to figure out how the team will work
  • What their role will be
  • What kind of leader they will have
47
Q

Explain the phase storming in a team.

A
  • Challenge the authority of the leader
  • Questioning the purpose of the project
  • Personal conflicts rise up
  • The leadership skills are key
  • Or the team will fail or will pass this phase
  • Address conflicts, redirect behaviors, clarify roles
  • Give instructions in a clear, straight-forward manner
  • Sometimes adjust roles or assignments
  • Praise and reward acheivements
48
Q

Explain the phase norming in a team.

A
  • The team has accepted the authority of the leader
  • They begin to get to know each other
  • They request help and accept constructive criticism
  • The leadership role is to reinforce their commitment to the team goal and to monitor for any slips back into “storming” behavior.
  • When new challenges arise, often slip back to the storming phase
49
Q

Explain the phase performing in a team.

A
  • The team is operating like a well-oiled machine
  • The leader delegates work and it is done well
  • The leader can focus on individual team-member development, which will help to prepare the team members for leaving the team
50
Q

Explain the phase adjourning / mourning in a team.

A
  • All teams are temporary
  • People will leave due to promotions, retiring, transferring
  • The dissolution of a team can be difficult for team members
  • Agitation and anxiety
51
Q

What are the goals of a leader in the forming phase?

A
  • provide clear direction
  • establish clear objective
  • begin defining roles
  • form team purpose
  • begin working to establish trust and display integrity
52
Q

What are the goals of a leader in the storming phase?

A
  • establish team structures and reporting relationships
  • address challenges to your authority or to the team purpose/goal
  • establish processes, procedures and policies
  • identify and address conflicts
  • make corrective changes as needed
  • encourage positive behavior
53
Q

What are the goals of a leader in the norming phase?

A
  • encourage team members to give and take guidance from each other
  • recognize positive contributions
  • arrange team-building activities when appropriate
  • encourage team members to take leadership of certain tasks or activities
  • fine tune procedures, policies, and roles as needed
54
Q

What are the goals of a leader in the performing phase?

A
  • delegate responsibility to team members
  • encourage continuing achievement and ‘high performance’
  • focus on individual team member development and begin thinking about the future beyond the team
55
Q

What are the goals of a leader in the adjourning/mourning phase?

A
  • celebrate team and individual achievements
  • solicit ‘lessons learned’ from team members
  • assist team members in transitioning to new positions or new roles
56
Q

What are some final tips for leading?

A
  • Schedule time for coaching
  • Remain positive, continually bringing your focus
  • Be willing to revisit your decisions
  • Have realistic goals for moving forward
  • Seek feedback from the team
  • Look for ways to improve and be certain to notice and reward individual improvements
57
Q

Why is delegating important?

A

A leader will be better if he is able to focus on what is best for the team, and delegating is the way to make this possible.

58
Q

Why do people resist delegating?

A
  • “It’s easier to do it yourself”
  • afraid of losing control
59
Q

What questions do you need to ask to decide to whom should you delegate?

A
  • person’s level of experience, knowledge, skills,…
    • What abilities does he or she posess?
    • Is there time to get additional needed skills?
  • How does the individual like to work?
    • Independant enough?
    • Enough confidence?
    • Align with his or her interests?
  • How will the work be shifted?
    • Time for more work?
    • How will this affect the other team members?
    • Impact on meeting existing deadlines?
60
Q

How to delegate successfully?

A
  • Identify clearly what the outcome of the task should be
  • Give boundaries: how much authority ?
  • Responsibility level appropriate with the authority level
  • Look for the person who is closest to the work
  • Leader has to be availble for questions
  • Monitor only the result on the deadlines and milestones
  • Financial reward? Public recognition?
  • Expect the person to propose solutions to any problems that they bring to the leader
  • Other team members have to be informed
61
Q

What is mentoring?

A

The relationship between 2 people who have the mutual goal of development on both a personal and professional level

The mentor (the senior) has knowledge, skills, training, experience and abilities that the mentee would like to develop

Benefits mentee: gains coaching

Benefits mentor: gains gratifying and rewarding

Change Management (17 decks)

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