Leaders who provide an appealing leadership style will naturally attract and retain employees who are enthusiastic, satisfied and high-performing.
Poor leadership or a lack of leadership style can:
- Decrease productivity
- Demotivate employees
- Increase employee turnover
- Divide teams
None of these factors are consistent to a thriving, successful business. Two of the most common divisions we hear in leadership are results- vs., people-oriented. But does a leader have to be just one or the other?
Leaders can make sure of both styles (and more) of leadership to make it their own, and adapt their actions to what is appropriate for their team and business. These are just two considerations in the wide world of leadership:
Otherwise known as “task-oriented,” this leadership style prioritizes the completion of tasks and results — very true to its name.
Results-oriented leader’s works within a timeframe of goals, with incremental steps, schedules, etc. Their philosophy is to align actions around the completion of a goal and usually has a defined process.
With this leadership style, there is usually a high standard of quality because the pathways to success are so clearly marked. It helps keep employees structured and on course, but doesn’t allow for much autonomy.
Results-oriented leaders need to be wary of stifling innovation and individuality within their teams. When employee morale is low, it puts a damper on company culture and can bring results to a full stop.
Balancing creativity and autonomy in a results-oriented leadership style can be a challenge, but is not impossible. That’s why it’s important for leaders to find what works for them and their teams, and create their own style.
In this leadership style, the focus is clearly on the people and how employees can be supported to become their best selves. Employees are highly appreciated and given opportunities for personal growth and development.
One of the biggest benefits of people-oriented leadership is every employee feels the importance of their contribution. When people feel they are part of something bigger and vital to its success, they are more committed and accountable.
While people-oriented leaders do empower their employees to be autonomous, they should not miss the opportunity to still guide and direction them.
People-oriented leader still value tasks and results, but they believe company culture is more important and will naturally lead to results. Building relationships, strengthening teams and supporting work-life balance are a few pillars of people-oriented leadership.
Employees of people-oriented leadership are often more personally invested in the success of the business.
Find Your Own Style
No two leaders are the same, and just because one thing is good for a company, doesn’t mean it’s going to work for the next.
Make your leadership style your own, and adapt it to support your team and company goals.
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