Have you ever considered your own leadership style? According to findings, there are four fundamental leadership styles, these being Pragmatist, Idealist, Steward and Diplomat. Leaders can be effective or ineffective with each of these four styles, and there are vast amounts of subtle variations which can determine what kind of a leader a person is.

We take a look at the defining features of all four categories – Can you identify your leadership style?

The Pragmatist
• High standards and expect themselves and their employees to meet those
• Driven and competitive
• Bold thinkers
• Least common of all leadership styles.

The Idealist
• High-energy achievers
• Believe in the positive potential of everyone
• Want to learn and grow
• Charismatic
• Open minded
• Prize creativity from themselves and others.

The Steward
• Dependable
• Loyal and helpful
• Values rules, process and cooperation
• Stabilising and calming.

The Diplomat
• Kind, social and giving
• Typically develop deep personal bonds with their employees
• Resolve conflicts peacefully
• Socially adept.

There isn’t a correct style of leadership and it certainly cannot be defined into a specific role. Often leaders today take defining features from each style in order to develop their own leadership style and capabilities. It’s incredibly important to understand your own style as you can then start to think about how to develop this further to achieve even greater results.

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Sources
www.forbes.com/sites/markmurphy/2015/07/09which-of-the-4-leadership-styles-is-yours/#405020f411a2

Leadership is one of the most essential attributes of an effective manager and is often developed over time through training, mentoring and experience.

Even if your performance has been strong and you’re considered a good management, leading others can be an adjustment for most. We take a look at 4 tips to help develop your leadership skills further.

Set goals
Every employee needs goals to strive for. Goals give employees direction and purpose, but also ensure that employees are working towards the overall organisational goals. Setting specific and measurable goals with employees, also allows you to regularly monitor their progress towards achieving them.

Communicate
Communication is key. Often, leaders communicate far too little. In a busy business, it can sometimes prove difficult to keep employees up-to-date on the latest organisational news. Regardless of how busy you are, leaders must make the effort to communicate with employees and give them the information they need in order to do their jobs efficiently.

Make time for employees
Leadership is a job that involves working with people. If an employee needs to speak to you, ensure you set time aside to do so. It is incredibly important to be a clear communicator and a good listener. It also worth initiating a Coaching and Mentoring program as these help professionals grown, develop and learn new skills under the direction and advice of an expert. Organizations implement mentoring programs to align the goals of the company with the professional development of its employees.

Recognise achievements
Ensure you recognise when your employees do a good job. Recognition is something all employees want to receive and by publicly recognising the efforts and achievements of your team, you not only develop their confidence, but also encourage future contributions and effort. Try to incorporate praise into your day-to-day communication – investing in your colleagues will pay off.

When it comes to your success, Emotional Intelligence is just as important as intellectual intelligence. Otherwise known as EI, Emotional Intelligence can help you build stronger working relationships, succeed at work and achieve career goals.

What does EI affect?

EI affects how we manage behaviour, build relationships, handle conflict and make personal decisions that achieve positive results.

What separates top performers from weak performers in the workplace?

Contact

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