Hub
This is a leaders who believe in a "hub and spoke" approach. Leaders will act as an information center for the team and use employees as spokes. Information can pile in the middle and pass the spokes as needed. This kind of leadership rarely takes any time off to one leg air getting information center does not want to share.
socialist
leader does not believe that should dictate the growth of the responsibilities of the employee. Leaders divide tasks and special projects not really paying attention to employees more ambitious and competent. Strongly believes in the socialist principle of "one size fits all." Another taste of socialist style, where leaders will make the shortcomings of the employees, the problem for the rest of the team, ensuring that the rest of the team performance is likely to be at risk as well. Again comes from the mindset that "spreading the wealth".
"Delegator"
This specialization is a leader in the art of appropriation, almost to the point of being perfect. Leaders is a clear passage for the responsibility and to assign almost all under the guise of leadership development for employees.
There's a lot in understanding the nuances of the work is done by a team of assimilation assignments will be full time. The problem arises when a report "delegator" another "delegator", resulting in a potential employee is the only person who knows what's going on
consensus builder
leaders have a strong desire to be liked and avoid confrontation whenever possible. Consensus builder looking to make impossible decisions, unless the whole team buying it. In most cases it is not the head of views and beliefs and always looks for the evaluation team revocation decision. Leaders is to fight as an agent of change, because the tendency for most people to resist change, which makes it difficult to build consensus.
rock
leaders hums "Lean on Me" all day at work and is always available to the team. The team feels comfortable because they know that their leaders care for them. Rock serves as the team cut and are tried and tested "open door" policy. Leaders, however, forget that the leaders work to prevent employees from failures, but to teach employees to learn from failures and prevent recurrence. Rock is a high quality candidates for "passing the monkey on his back" syndrome, where an employee with a monkey (problem / issue) on his / her back to the earlier mentioned walk through the open door, deftly convey the stone monkeys on his back, and came out with a happy whistle.
micromanager
How can we forget the most common practice of leadership? This is a taste of a leader, "The Hub" and insist on being involved in every nuance of the work is done by employees. These leaders often make great tacticians but very poor strategic thinkers. Occasionally healthy dose of micromanagement, because a leader should possess and the tactical and strategic capabilities, but it wont do is what defines micromanager. Micromanager has a tough time letting go and are usually good candidates for stress-related health problems. I also came to the conclusion that there is no such thing as a perfect leader. Perfect leader to have a little of all of these qualities - not bog down with useless information, ensures equal opportunity to develop mentoring delegates key responsibilities while employed by actually implementing each employee, and if Always the employee back, while at the same time proven art practice "tough love." Finding a leader that fits all types, it is like finding a broker who can predict every nuance in the stock market . Yet as the leader, it is important to understand what your leadership style and try to incorporate some of the other styles in your -. After all the search for perfection is not a bad thing
Origin of Article
: <
0 comments:
Post a Comment