Which style of leadership and command is appropriate for situations where the leader is highly matur

According to the strength of command behavior and support behavior, leadership styles are divided into commanding, coaching, supporting, and empowering.

1. Imperative leadership style: More command, less support, this is a commanding leadership style. Leaders provide detailed guidance on the roles and goals of employees, and closely monitor the effectiveness of employees' work so that they can give regular feedback on work results. Leaders often tell their subordinates what to do, when, and how to accomplish various tasks.

Decisions are made by the leaders themselves, and communication is one-way.

2. The coaching leadership style has high commanding behaviors and supportive behaviors. The coach adopts a high-command, high-support approach. It's up to the coach to decide what formation to play when playing on the pitch, but when the players play well, the coach will also support him and give him motivation, so he directs and motivates at the same time.

3. The characteristics of supportive leadership style are high support, low command, more support, less guidance, that is, try to motivate the subordinate to do it himself, rather than telling him how to do it. A characteristic of supportive leadership styles and methods is to involve subordinates in decision-making, create a relaxed atmosphere, and encourage subordinates to ask questions and make decisions with subordinates.

4. The authoritative leadership style has low commanding behaviors and low supportive behaviors. Leaders provide appropriate resources, provide little support, provide little guidance, delegate decision-making to their subordinates, make it clear that they want them to identify and correct mistakes in their work, and allow their subordinates to take risks and make changes.

Leadership & Management:

Broadly speaking, managerial behavior is an integral part of leadership behavior. Leadership behavior includes some management activities, and the middle leaders in the organization are generally referred to as managers, and their leadership behaviors are called management activities. In a narrow sense, the two are fundamentally different, and they cannot replace each other.

Management can be defined as: it is the planning, organizing, staffing, commanding, and controlling of organizational resources in a useful and efficient way to achieve organizational goals.

Leaders need to have a variety of competencies in the leadership process, which are as follows:

1. Ability to make impromptu speeches. Being a leader requires good eloquence, whether it is an external speech conference or internal training in the company, it needs to show good eloquence.

2. Time management ability. How can you live a fulfilling life, have a sense of happiness, time management, and good time management habits, so that you can be relaxed and energetic, develop the habit of daily affairs, and forge yourself into an excellent leader.

3. Knowledge management ability. The era of mobile Internet has come, and the knowledge management ability of leaders is indispensable, without their own knowledge management system, no matter how bright they are now, the future will fall rapidly.

4. Logical judgment ability. To be able to quickly make an accurate judgment on the situation, this kind of strong judgment must not only have a strong ability to observe, but also have the ability to see the small and small, and the ability to analyze and distinguish the details with unusual significance, and make judgments on the essence of the problems found in the research and analysis.

5. Good at writing. A good writing ability can make you work brilliantly, whether it is a work report submitted to your boss or your column, your boss will impress you. In particular, it is very important to develop a good writing habit, and you can see this truth by reading more "Jianshu".

6. Strong physical ability. As leaders, they are faced with a state of long working hours, which requires them to be able to maintain full energy despite continuous work and long hours of study.

1. Poor managers, who care little about production and people.

2. Task managers, focusing on production tasks (focusing on work), and rarely caring about people. The leadership staff has a lot of power, directs and controls the activities of their subordinates, and the subordinates can only act according to orders and cannot exert enthusiasm and creativity.

3. Club-style managers, the focus is on caring for people, the enterprise is full of relaxed and friendly atmosphere, and does not care much about production tasks.

4. Intermediate or non-subordinate managers, leaders maintain an intermediate state of concern for people and care about work, only seek to maintain general work efficiency and morale, and do not actively promote subordinates to carry forward the spirit of creation and innovation.

5. Orientation means that the ideal manager is very concerned about production and people, and can make the most ideal and effective combination of the organization's goals and personal needs.

Search: Brief Question 11According to the management grid theory, five typical leadership styles are illustrated.

Which leadership style a leader adopts depends largely on the specific situation of the team and themselves. This statement is true.

Leadership style is the leader's behavior pattern towards the stupid chain to be led.

Leadership style refers to the way in which the influence and role between the leader and the led occurs. Different types of leadership can be classified according to different criteria. Leadership style is a specific form of combining the leader, the led and the object of their role in the leadership process.

The effectiveness of organizational management depends on the way leaders lead properly.

Leadership style is an important factor that directly affects leadership effectiveness. Understanding and understanding the leadership style, and being good at changing the leadership style with the changes of the times, is an important condition for achieving leadership goals and doing a good job in leadership.

According to the degree of power control, it can be divided into centralized leadership, decentralized leadership and equal power leadership.

According to the direction of the leader's focus: it is divided into matter-centered leadership, people-centered leadership, and personnel-oriented leadership.

Event-centered leaders believe that they are work-centered, emphasizing work efficiency, achieving maximum work results by the most economical means, and using the quantity of work, the quality of work and the degree of achievement as indicators to evaluate performance.

According to the attitude of the leader: it is divided into considerate leadership and strict leadership. Strict leadership is a leader who is very strict with his subordinates, emphasizing the organization and ignoring the individual, requiring the subordinates to sacrifice their personal interests and obey the interests of the organization, strictly enforcing everyone's responsibilities, implementing strict discipline, and attaching importance to supervision and assessment.

According to the size of decision-making power: it is divided into arbitrary leadership, democratic leadership, and free leadership.

There are four types of leadership styles based on the strength of the command behavior and the supporting behavior:

1. Command type.

The leader tells the team clear work goals and steps, uses commands to assign work goals and tasks to team members, and the leader supervises the constraints on work rules and discipline, and the supervision is very frequent, communication is top-down, everything is decided by the leader, the leader represents everything, and the leader has the final say.

2. Coaching type.

Leaders will set clear goals and plans for team members, and will guide team members more, support the team from multiple parties, and make decisions after soliciting opinions from team members, and the communication between leaders and team members is two-way communication and feedback, but coaching leaders also like to supervise team members frequently.

3. Supportive type.

The leadership style is more supportive, less guidance, involve team members and subordinates in decision-making, create a relaxed atmosphere to encourage subordinates to ask questions, make decisions with subordinates, and hold frequent team meetings to help subordinates develop personal career development plans, recognize and actively listen to opinions, and provide convenient conditions for solving problems.

4. Partner.

The leadership style is less supportive, less guidance, the leader delegates the decision-making process to the subordinates, clearly tells the subordinates that they want them to find and correct the mistakes in the work, allows the subordinates to take risks and make changes, and the leader and team members are in a partnership relationship.

Leadership Style Formation:

Corporate leadership style is the characteristics of habitual leadership. The habitual leadership style is gradually formed in long-term personal experience and leadership practice, and plays a stable role in leadership practice consciously or unconsciously, with a strong personalized color. Every leader has a style that sets them apart from other leaders in relation to their work environment, experiences, and personality.

The theoretical value and practical significance of leadership style research lies in the fact that it can better reflect the actual leadership activities and explain the differences in leadership effectiveness.