“Great leaders do not set out to be a leader…they set out to make a difference. It is never about the role; rather it is always about the goal.”-Author Unknown
It has been well-known and an established fact that the success or failure of a particular company is partially hinged on a manager’s leadership style. While it is true that a concerted effort among all employees is required in order for endeavors to be fruitful, they would also need apt direction and guidance from someone they can regard as a superior. Sure, you might have the best, talented and determined employees but if they are managed by someone who is severely lacking in leadership skills or is otherwise inept at the administration of his or her workers, then all of your efforts would be for naught.
After all, crucial decisions and fundamental tasks are executed only by the manager or leader himself. In this regard, we can only say how truly significant and vital this role is. Successful business—regardless of whether they are retail conglomerates or construction magnates like Alice Eduardo will all trace their roots of success to excellent management skills. Although management skills are deeply rooted in personal style, and preference, in no case, should it ever be arbitrary. In any case, understanding the factors that contribute to your leadership style might help you manage your staff and personnel more effectively.
1.) Personality Traits
Whether you like it or not, your personality traits play significant roles in how you lead and manage your staff. In fact, it may be said that your leadership style is somewhat an extension of your personality. An individual with a more assertive and outgoing personality would prefer to be direct in communicating and conveying thoughts towards his subordinates—often wishing interactions would happen face-to-face. Reserved individuals, on the other hand, would prefer a written correspondence and perhaps, may want to lead just by example.
2.) Level of control
How you wish to leverage your staff would also play a fundamental role in shaping your leadership style. Hands-on managers might wish to be involved in all the nitty-gritty aspects and day-to-day operations. In fact, they might even want to input their thoughts in the smallest tasks that require decision-making. Simply put, these are the leaders who micromanage. Some managers, however, have a little more faith in their employees and would delegate even some of the most important tasks to them. However, the latter type of leaders would need to create another layer of management to better execute directions.
3.) Organizational Structure
More often than not, a manager’s leadership style would invariably depend on how a company is structured and organized. Knowing the various operating methods and the organizational structure would dictate the type of leadership style a manager may want to adopt. Some companies might underscore the importance of idea sharing which would require a more open type of leadership, In this regard, employees are given free rein in determining their roles and functions. However, there are also organizations that wish to stick to established roles and functions and are rigid about taking this traditional route. This type of organization calls for a leader that would dictate direction. Any sort of deviation from conventional and recognized company practices would be discouraged and even frowned upon.
Of course, a manager’s level of experience would have a significant impact on his leadership style. Novices to the role would be more receptive to lead “by the book” while those with more experience may be more flexible in managing his or her employees and may even wish to incorporate some of his own rules. Moreover, these are the leaders who may wish to follow their own interpretation of the rules and regulations.