If faced with a challenge, would you think it’s better to give clear direction or to listen to everyone’s ideas? You might say that depends on the situation at hand. Research suggests that the most effective leaders are versatile, adapting their leadership style to different circumstances as they require different approaches. As a leader, knowing when to adopt a people-oriented or task-oriented leadership style can make all the difference in achieving effective results.
People-Oriented Leadership
People-oriented leaders prioritise the well-being and satisfaction of their team members. They believe that a happy, supported team will perform better. These leaders invest time in understanding the personal and professional challenges their employees face.
Pros:
- Higher employee morale: Cares for team members boosts engagement and motivation.
- Stronger team loyalty: Investment in relationships fosters respect and commitment.
Cons:
- Lack of focus on results: Prioritising relationships may lead to missed deadlines or performance dips.
- Difficulty making tough decisions: Struggles with enforcing strict deadlines or making unpopular choices.
While this style can lead to higher morale and stronger loyalty, it may also result in a lack of focus on results. Sometimes, leaders may struggle to make tough decisions, prioritising relationships over deadlines. Team members typically see people-oriented leaders as approachable and empathetic, but in highly results-driven environments, this style might be viewed as too soft.
Task-Oriented Leadership
In contrast, task-oriented leaders concentrate on achieving specific goals and meeting established standards. They set clear expectations, ensuring everyone understands their roles. This approach fosters high productivity and strong accountability through defined responsibilities and frequent performance checks.
Pros:
- High productivity: Task focus promotes efficiency and faster project completion.
- Strong accountability: Defined roles make it easier to hold team members accountable.
Cons:
- Neglecting employee needs: May overlook team members’ emotional needs, impacting morale.
- Risk of burnout: Pushing for high productivity can lead to employee burnout and turnover.
Employees may appreciate the clarity and direction provided but might also view these leaders as rigid or overly demanding if they don’t balance task management with personal connections. In settings that value teamwork and morale, it might be seen as too strict.
Adapting Your Leadership Style
No single leadership style is universally effective; the best leaders know how to adjust their approach based on the unique needs of their team and the situation at hand.
Research from the Ohio State Studies and Michigan Leadership Studies shows the importance of finding the right balance between task-oriented and people-oriented leadership. The Ohio State Studies pointed out two key behaviours: consideration, which focuses on people, and initiating structure, which is about tasks. Leaders who are good at both are usually more successful because they can tackle the work while also looking out for their team’s emotional and social needs.
Adapting leadership styles isn’t just about switching techniques; it’s about being aware of the context, understanding team dynamics, and being responsive to both the tasks at hand and the needs of team members.
Conclusion
To effectively adapt your leadership style, start by taking a good look at your default leadership approach—what do you naturally gravitate towards?
Observing how your team responds to various situations is also key. Are there instances where a more directive approach yields better results, such as during tight deadlines or crises? Alternatively, do your team members thrive when you take any different leadership style? Being flexible and willing to switch styles based on context will enhance your effectiveness as a leader.
**’The opinions expressed in the article are solely the author’s and don’t reflect the opinions or beliefs of the portal’**
