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Flexing Your Leadership Style Welcome from Mary
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What do we mean by leadership? Some definitions: Choose one or more of the definitions on the cards which resonate with you.
A manager “One who operates on physical resources, capital, human skills, raw materials, and technology.” “Produces effective systems by which the workforce can earn a living.”
A leader “One who focuses on vision and operates on the emotional and spiritual resources of the organisation, its values, commitment and aspirations.� (Bennis and Nanus)
A leader • • • •
No special genius Good listener Gain ideas informally as well as formally Interacts with other leaders, scholars, planners outside the organisation • Is an 'asker'.
Leadership v Management Leadership
ďƒ¨ works through people and culture
Management ďƒ¨ works through hierarchy and systems
Questions: To what extent do you lead/manage in your current role? Where are you leading them to?
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Six leadership styles: 1. Commanding 2. Democratic 3. Pacesetting
4. Visionary 5. Coaching 6. Affiliative
There is no one best style! Effective leadership is using the appropriate styles to deal with specific people in specific situations (Goleman et al) 7
1. Commanding • The leader demands compliance - ‘Do what I tell you’ • When would this be an effective style to employ?
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2. Democratic • A leader forges consensus through participation ‘What do you think?’ • When would this be an effective style to employ?
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3. Pacesetting • A leader sets high standards for performance ‘Do as I do, now’ • When would this be an effective style to employ?
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4. Visionary • A leader mobilises people towards a vision ‘Come with me’
• When would this be an effective style to employ?
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5. Coaching • A leader develops people for the future ‘ What would you do?’ • When would this be an effective style to employ?
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6. Affiliative • A leader creates harmony & builds emotional bonds ‘People come first’
• When would this be an effective style to employ?
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The Importance of Leadership Styles: Leadership styles impact on staff performance by creating the environment in which staff work, which in turn influences their discretionary effort:
Leadership Styles
The Context for School Improvement
Discretionary Effort
Interactions you’ve had… Work with a partner:
• What do you think is/are your “default” leadership style/s? • Describe a situation, positive or negative, where you could identify a leadership style you used and the impact it had on the situation. • Did it achieve the desired outcome? • Can you imagine a different outcome if you had used a different style?
Leadership Style and Climate Flexibility
Leadership Style has a negative impact
Leadership style has a positive impact
Responsibility
Standards
Rewards
Clarity
Commanding Short Term
Visionary
Long Term
S Short Term
Long Term Rewards not always tied to performance
Affiliative Democratic Pacesetting good team
Coaching 16
Tasks
Weak team
Short Term
Big Picture
Team Commitment
Any questions?
London Centre for Leadership In Learning Institute of Education University of London 20 Bedford Way London WC1H 0AL
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Tel +44 (0)20 7612 6000 Fax +44 (0)20 7612 6126 Email info@ioe.ac.uk Web www.ioe.ac.uk