Find the leadership style that suits you, and why it s so important

I want to work with a very far-sighted boss who will be very easy to get along with, save a lot of time, and improve my efficiency. I hope that my boss is an open and honest person, a person who is good at discovering talents, and a person who respects others.

But in life, the leader cannot choose, but can only adapt and complete the work assigned by the leader. You can only adjust your habits according to the management style of the leader and assist the leader to do a good job.

In fact, it is good for us to grow personally with any type of boss. Even if we don't get along, it's meaningful for our professional and personal growth.

Everyone has strengths and weaknesses, and it is inevitable that there will be friction between people. Do things well in the work, do things not right people, and cooperate with each other to complete the goal.

In today's society, cooperation and win-win are discussed, and teams are needed to do things. A good team can achieve the effect of 1+1 greater than 2, team spirit is very important, and the backbone of the team - managers is also very important.

Leaders should assign tasks, coordinate and solve problems, collect and sort out problems, follow up progress, etc., and mainly play a decision-making and coordinating role. It's easy to say, but the strength of the manager's ability, the subordinates are the most experienced.

Analyze what kind of leadership (leadership style) you are suitable for?

Hello, leadership style refers to the pattern of behavior of leaders. When influencing others, leaders use different patterns of behavior to achieve their goals. The leadership style of an enterprise is the characteristics of habitual leadership.

The habitual leadership style is gradually formed in the long-term personal experience and practical practice of leadership, and plays a stable role consciously or unconsciously in the practice of leadership, 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.

1. Pay attention to appearance! - Be steady!

As the saying goes, people rely on clothes, and Buddhas rely on gold.

A company leader should be responsible for his appearance, he can wear brand-name clothes or ordinary clothes, but at least he must do it, clean, tidy and steady!

If you are a customer, and the CEO of the other company, wearing slippers, unshaven beard, and messy hair, comes to receive you, will you think that this company is unreliable?

The company's leaders should be steady, suits, leather shoes are indeed worn without slippers, and the big pants are comfortable, but for work, you can't wear these during work, you must be steady!

2. Pay attention to the inside - be calm!

What is a leadership style? Panicked, not a leader!

Mount Tai collapsed in front and the color remained unchanged, which is the leadership fan!

Leaders must be calm, even if they are anxious inside, they can't show it.

Startup leaders, in particular, try not to be too emotional.

Because your words and deeds are the weather vane of your subordinates.

If you are calm, your subordinates will naturally feel at ease, and you will have a high probability of success if you invest in it.

If you are not calm, your subordinates will naturally think more.

If you think too much, you will be distracted, and if you are distracted, you will be easily distracted, and if you are distracted, it will be difficult to do good deeds!

There is a lyric that sings well: "It's not easy for a big man to do, no matter how hard he is, he doesn't say it, lie down and touch his sorrow by himself".

It's not easy for a big man to do, but he is still persistent in the risk! ”

3. Unify your mind! - Go deeper!

Eighty percent of things in work are actually things between people.

The biggest problem between people is actually the problem of different ideas.

The boss of the company wants his subordinates to work more and do a good job.

Subordinates want the boss to pay more and assign fewer tasks.

In fact, the crux of many problems lies here.

Thus derived, execution, institutional guarantees, incentives, and so on.

Therefore, the ultimate thing for company leaders to do is to unify their thinking!

The hearts of the people are united, Mount Tai moves!

As a company leader, don't be caught up in some superficial and specific things, so as to lose the focus of work.

You only need to do a good job in the ideological construction of personnel, maintain a high degree of unity, you can lead your company to success, 10,000 steps back, even if you fail, there will be a group of people who support you!

The combination of work behavior and relational behavior results in four leadership styles: informative leadership style, sales leadership style, participatory leadership style, and empowering leadership style.

Four characteristics: informative leadership style: more instructive behaviors and less supportive behaviors.

Sales-oriented leadership style: more instructive behaviors and more supportive behaviors. Participatory Leadership Style:

There is more support for sexual behavior and less sexual behavior for guidance. Empowering leadership style: less directive and less supportive.

Range. Every leader has a tendency to use the four leadership styles in day-to-day management. Regardless of whether managers have studied situational leadership theory or not, in fact, they have used some of the four leadership styles to influence others in their daily work and life.

Therefore, the scope of leadership style refers to the tendency of individual leaders to use certain leadership styles in their daily management. In other words, the range of leadership styles refers to the use of the four leadership styles by leaders in leadership assessments. The results of several leadership tests in the Chinese business community show that only a small percentage of managers in China have used the four leadership styles to influence others; Most people have used only three leadership styles in their lives, and a small number of managers have used only two leadership styles.

By looking at a leader's range of leadership styles, it can be seen how resilient that leader is when he or she changes the way he behaves when trying to influence others.

Respect every member. The success of a team and a good enterprise depends on the hard work of every employee. Therefore, the minimum premise of a good leader is to respect your employees and their work and life demands, and those who use their employees as a tool for their promotion and wealth are often failures.

It is necessary to have the ability to grasp the overall situation. It is essential for every leader to have a big-picture perspective, which is the minimum ability. It is precisely because of this ability that he will appear in the situation that he will either go up and down or fall to the bottom in his career.

When a CEO or an enterprise values a leader, he looks at his overall situation, and you can't even control the overall situation of your department as a department leader, which proves that you are not suitable to be a leader, let alone a good leader.

It is necessary to have a clear division of labor and coordination skills. A failed leader is extremely incompetent in terms of division of labor, and often makes a mess of people who can't do it and people who can do it but he doesn't let people do it. People have ten fingers, and they are not the same, so a good leader should formulate a clear division of labor according to the person's situation, coordinate their own work, and unite their own team.

It is necessary to have strong execution. Once you have the right decision, it's all about how you execute it. A good leader tends to spread these decisions among everyone and work together to achieve their own small goals.

The change from ordinary staff to leader is not only a change in work, but also a change in stance, thinking, and methods. Because you're not alone, there's a team underneath that, and you have to lead in addition to doing things. Learn to set team goals and assign tasks; How to complete the goals of the upper level and how to deploy the team personnel is the management art that leaders must learn.

According to the characteristics of the goal, to assign different tasks to different employees, because each person's strengths, personality and other comprehensive abilities are not the same, as a leader, you need to give the right work to the right people to do, in order to get twice the result with half the effort. Leadership; The middle leadership is a test of life and work, and the upper level does not look at the process as long as the result is achieved, but sometimes there will be many discordant voices between the team. In addition to throwing a date at a stick, you also need the courage to make decisions.

Since you are in the position of leader, you need to be the leader of the team. The upper level needs results, and the subordinates need a harmonious team environment, etc., all of which need to be controlled by themselves. responsible; If there is a mistake, admit it from the top down, and receive the prize from the bottom up.

If there is disharmony in the team, it will never go far. In the team, it is necessary to make rules, clear rewards and punishments, and tie everyone's interests together, so that a team can work towards the same goal. Management master Drucker said that leadership is to raise a person's achievements to a higher level, raise personal vision to a higher level, temper one's personality, and make it beyond the limitations of ordinary people.

It is necessary to formulate some rules and regulations in the company, and everyone should be allowed to implement these rules and regulations, and if there is a group activity in the workplace, the leader should also participate.

First of all, you have to communicate well with employees, you must have the ability, set a good example for employees, you must understand the psychology of employees, do not be too strong, must formulate relevant rules and regulations, must strictly follow the rules and regulations to implement, do not be soft-hearted, the company has the company's regulations, and you should not be partial, to treat equally.

First of all, we must adjust our mentality, clarify our division of labor and coordination ability, and assign different tasks to employees according to their characteristics.

Dream type. This style is best applied when an organization needs direction. It allows members to move towards new dreams.

Dream leaders are able to articulate how the team should achieve its goals as the team moves forward – giving members the freedom to innovate, experiment, and take measurable risks.

Instructional. This one-on-one style focuses on the individual development of the members. It requires leaders to help members improve their own performance and to connect their individual goals to those of the organization.

Mentoring leadership styles are most effective when combined with members who are innovative and want to grow professionally. But it can also fail if it is understood as "micromanagement" of a member or undermines a member's self-confidence.

Easy-going. This style emphasizes the achievement of team goals and the creation of a harmonious atmosphere through mutual communication between members.

Democratic. Go hand in hand.

Imperative.

The style of leadership in the workplace is usually manifested in this aspect, because many leaders are more capable of doing things.

There are many different styles of leadership in the workplace, and different leadership styles have different characteristics and strengths and weaknesses.

For example, the perfect leader pays attention to the details and quality of the work, but is easy to find fault with praise and praise; Helpful leaders care about employees' personal needs and feelings, but may neglect performance and efficiency; Achievement-oriented leaders only look at goals and results, but have high expectations for a sense of identity; Self-directed leaders are creative and market insightful, but may lack teamwork; Rational leaders like to do detailed research and analysis, but may be overly cautious and hesitant; Doubtful leaders are known for institutionalized management, but may ignore the innovation ability of employees; Active leaders like new ideas and methods, but may lack the ability to execute; Leader-type leaders have ambitious goals and strategic and tactical abilities, but they may act arbitrarily and do not listen to objections; There is also a flexible type of leadership, which can flexibly use multiple styles to respond to different situations.

The more leadership styles a leader can demonstrate, the better.

In particular, the authoritative, democratic, connected and coaching types can bring out the best working atmosphere and career performance. The top-performing leaders focus on their needs and have the flexibility to switch between leadership styles.

Authoritative leaders inspire others to move forward toward their vision;

Authoritative leaders are insights; He motivates employees by making it clear that their work is one piece of the puzzle of a larger organizational vision. People who work for this type of leader will understand that what they do matters, and why it matters.

Coaching leaders nurture future talent;

Coaching leaders help people identify their unique strengths and weaknesses and align them with their personal and professional ambitions. ......Coaching leaders are very good at delegating power; They give employees challenging tasks ......These leaders are willing to tolerate short-term failures if they contribute to long-term employee learning.

Connected leaders create emotional connection and harmony;

A connected leader values the personal and emotional aspects of employees over their tasks and goals, and his management style is based on the benefits of building strong emotional connections, which are extremely loyal.

Democratic leaders build consensus through participation;

Taking the time to listen to others and build relationships builds trust, respect, and commitment. However, democratic leadership has its drawbacks. One of its more headache consequences is that after perhaps countless meetings to brainstorm ideas, consensus remains unclear.

Leading leaders expect excellence and self-direction;

Leading leaders set extremely high performance standards and are quick to point out the underperformers and demand more from them; If they can't take advantage of the situation, he will go to someone who is capable enough to replace him, which can actually ruin the working atmosphere. Many employees are frustrated by the demands of this type of leader. It can lead to fluctuations in personnel.

The high-pressure leader demands immediate compliance.

In most cases, the high-pressure (imperative) style of leadership is the least effective, and the extreme top-to-bottom decision-making style of the leader stifles many new ideas from the employees below, making the employees feel less responsible for their own performance. There are great drawbacks to the growth of employees.

A good leader needs to switch between multiple styles depending on the team.