At
Apricot Consulting
for more than 20 years we have been supporting organisations, teams, and leaders in areas of development, executive coaching, and change management.
In this short article I wanted to compare new and effective models of leadership with outdated and ineffective models of leadership and list some actions for leaders to take to perform better.
New and Effective Models of Leadership:
- Transformational Leadership: Strengths: Focuses on inspiring and motivating employees to achieve higher levels of performance. Emphasises innovation, creativity, and continuous improvement. Effectiveness: Increases employee engagement, commitment, and productivity. Promotes adaptability in a rapidly changing environment.
- Servant Leadership: Strengths: Puts the well-being and development of employees first. Encourages empathy, active listening, and a strong sense of community. Effectiveness: Builds trust, fosters a positive organisational culture, and enhances employee satisfaction and loyalty.
- Authentic Leadership: Strengths: Emphasises self-awareness, transparency, and moral values. Leaders act in alignment with their core principles and values. Effectiveness: Builds trust, credibility, and a sense of purpose among employees. Promotes ethical decision-making.
- Agile Leadership: Strengths: Adapts quickly to change, encourages experimentation, and values collaboration. Thrives in dynamic, uncertain environments. Effectiveness: Enhances organisational agility and responsiveness to market shifts. Encourages innovation and risk-taking.
- Inclusive Leadership: Strengths: Values diversity, equity, and inclusion. Seeks diverse perspectives and fosters an environment where all employees can contribute. Effectiveness: Improves decision-making, creativity, and employee morale. Reduces bias and enhances organizational reputation.
Outdated and Ineffective Models of Leadership:
- Authoritarian Leadership: Weaknesses: Centralises decision-making power in the leader, stifles creativity, and creates dependency on the leader's directives. Ineffectiveness: Decreases employee engagement, autonomy, and innovation. May lead to high turnover.
- Transactional Leadership: Weaknesses: Focuses on rewards and punishments to motivate employees. Lacks emphasis on long-term vision and personal growth. Ineffectiveness: Promotes a transactional mindset, which can hinder employee commitment and intrinsic motivation.
- Micromanagement: Weaknesses: Involves excessive control and monitoring of employees' work, leading to decreased autonomy and creativity. Ineffectiveness: Reduces employee morale, stifles innovation, and hampers team productivity.
- Laissez-Faire Leadership: Weaknesses: Involves a hands-off approach, lacking guidance and support for employees. Can result in confusion and lack of direction. Ineffectiveness: Hinders goal attainment, diminishes accountability, and may lead to a lack of motivation among team members.
- Narcissistic Leadership: Weaknesses: Focuses on self-promotion, ego, and personal gain rather than the well-being of the organisation and its members. Ineffectiveness: Creates a toxic work environment, erodes trust, and can lead to unethical behaviour and organisational dysfunction.
?Which type of leadership model do you align with the most?
Five Top Actions for Leaders to Perform Better:
- Develop Self-awareness: Effective leaders should understand their strengths, weaknesses, and values. Self-awareness allows them to make informed decisions and lead authentically.
- Build Strong Relationships: Foster open communication and trust within your team. Establish genuine connections with employees and actively listen to their feedback and concerns.
- Promote Continuous Learning: Encourage a culture of learning and growth, both for yourself and your team. Embrace change, adapt to new challenges, and promote a growth mindset.
- Embrace Inclusivity: Create an inclusive work environment that values diversity and equity. Ensure that all team members have equal opportunities to contribute and succeed.
- Lead by Example: Demonstrate the behaviours and values you expect from your team. Model integrity, resilience, and a commitment to the organisation's mission and vision.
Incorporating these actions into your leadership style can help you navigate the complexities of the modern business landscape and become a more effective and influential leader.
If you or your organisation needs support developing your leaders, your teams or across entire organisations get in touch to see how Apricots team of experts can support you.
Geoff Gourley is a leading Global Social Innovator, Entrepreneur, Impact Investor and Director of ESG at Apricot Consulting, in 2017 acknowledged in the Top 100 Social Entrepreneurs & Innovators around the world. He has 30 years’ experience in design, property, construction, and all things Environmental, Social, Governance and Impact.
Executive, Leadership & Relationship Coach | Certified B Corp and Trained B Consultant | Positive Intelligence (PQ) Coach | Developing Better Leaders & Empowering People in Business and Life
1 年Great article, Geoff!
Senior Managing Director
1 年Geoff Gourley (FAIM AICD) Very interesting.?Thank you for sharing.
Servant Leadership is a massive change for old schools leaders of my vintage Geoff….but absolutely necessary, or you simply won’t attract or retain the growing cohort of Gen Y & Z. When it comes to the sales department, I keep seeing outdated and Transactional Leadership styles focusing solely on short-term results….measuring, managing and rewarding sales people the WRONG WAY. Often see KPI’s that are misaligned with company strategy…emerging culture. No point having the right Leadership & Cultural aspirations if you keep measuring, managing and rewarding on self serving metrics. My two bobs worth! Good article mate! ??