Leadership And Teamwork

Definition of Leader by Collins Dictionary

The leader of a group of people or an

organisation is the person who is in control of it
or in charge of it.
Leadership Styles
Coercive
The coercive style seeks immediate compliance from employees. As a
style that can be linked to that of a dictatorship, it can be summed up
with “Do what I tell you.”

This style does come with drawbacks. It can cause people to feel
devalued, and it can have a strong and overwhelming negative impact
on the work climate.

The coercive style has its place, however. In a crisis such as a

company turnaround, leaders may need to take this type of direct
approach to produce results.
Authoritative
In the authoritative style, visionary leaders take a “firm but fair”
approach that mobilizes members toward a specific goal. It’s often
known as the “come with me” style.

  Goleman’s study determined that this style has the most positive
impact on change, closely followed by the affiliative, democratic
and coaching styles. By using clear directions and providing
motivation and feedback on task performance, the authoritative
style’s strength is enthusiastic, long-term direction.

The authoritative style is not always practical, however. If a leader is

working with a team that is more experienced than the leader, it can
seem overbearing or cause the team to view the leader as being out
of touch or egotistic.

Affiliative
In this “people come first” style, an affiliative leader praises and
nurtures members to cultivate a sense of belonging in an
organization.

Strong emotional bonds can produce loyalty in an organization.

The affiliative style strengthens such connections to form a
positive workspace. As a result, this style is effective in most
conditions, particularly in instances that trust or morale needs to
be improved. It can also be necessary when trust has been
broken.

Leaders should not use this style alone. It can create a culture
where poor performance or even mediocrity is tolerated.
Constructive criticism is also left out in this style, meaning
employees will likely stay stagnant in their workplace
performance.
Democratic
The democratic style can be summed up with the question “What
do you think?” Focused on getting feedback, leaders can receive
valuable ideas and confirmation while building an environment of
trust, commitment and respect.

In this style, the leader is open to input, which breeds decision-

making and helps to motivate team members. It’s most effective
when there’s a need for the team to buy into a decision or plan.

The style should be avoided when team members are not

competent or informed enough to contribute. This is also the case
when time is short or fresh ideas aren’t needed.
Coaching
Some leaders can maximize their workers’ effectiveness by acting
like a coach instead of a traditional boss. In the “try this” model,
leaders focus on the strengths and weaknesses of an employee in an
effort to improve and encourage him or her along the way. Although
it’s effective, Goleman noted that this style is used least often.

The coaching style should be avoided when employees are unwilling

to learn or if the leader lacks proficiency.
Team Work
Try using these tips when working with someone new, and maximise
your chances of successful, productive teamwork.

1.Start Things Right

2. Be Open About How You Work Best

3. Listen to How They Work Best

4. Spend Some Time Together

5. Manage Your Reactions

6. Keep Each Other Accountable

8. Plan a Mutual Reward

7 Phrases Smart Leaders Always Use to
Inspire Teamwork

1. Together we can do this

2. Can you think of a better way of doing this?

3. Success depends on us all working together

4. I trust that you'll make the right decision

5. What can I do to help?

6. I've got your back

7. Thank you