Assess the suitability of a range of leadership styles and management practices to the culture of an organisation Ceri Hartnell

Bureaucratic leadership

Bureaucratic leaders follow rules rigorously and ensureo that their people follow procedures precisely.

This is appropriate for work involving serious safety risks or wi large sums of money. Bureaucratic leadership is also useful for managing employees who perform routine tasks.

This style is much less effective in teams and organisations that rely on flexibility, creativity or innovation.

Charismatic leadership

Charismatic leadership resembles transformational leadership, both types of leaders inspire and motivate their team members.

The difference lies in their intent. Leaders who rely on charisma often focus on themselves and their own ambitions, and they may not want to change anything.

This feeling of invincibility can severely damage a team or an organisation.

Servant leadership

A servant leader is someone, regardless of level, who leads simply by meeting the needs of the team.

These people often lead by example. they have high integrity and lead with generosity. Their approach can create a positive corporate culture, and it can lead to high morale among team members.

Supporters of the secant leadership model suggest that it's a good way to move ahead in a world where values are important.

Other people believe that people who practice servant leadership can find themselves left behind by other leaders, particularly in competitive situations.this style also takes time to apply correctly. It's ill-suited to situations where you have to make quick decisions or meet tight deadlines.

Transactional leadership

This style starts with the idea that team members agree to obey their leader when they accept a job. The leader has a right to punish team members if their work doesn't meet an appropriate standard.

Transactional leadership is present in many business leadership situations, and it does offer some benefits. It clarifies everyone's roles and responsibilities. The downside of this style is that, on its own, it can be amoral, and it can lead to high staff turnover.

Management practices of effective leaders

Select the right people - getting the best possible people in place. You need to select the right people for the right jobs, align your people with your organisational goals and culture.

Show empathy - empathy is the ability to listen to people, relate to their emotional experience and let them know that you are doing so. Empathic managers can build rapport with and between people, leading to greater trust and transparency in the team.

Communicate clearly - communication is the key to transparency and building relationships built on openness, trust and honesty with your team. The first step in effective communication, is to create the time and space for people to talk and o ask questions. It is important to clearly communicate goals and expectations, and defining people's roles responsibilities in line with these.

Lead by example - leaders needs to take responsibility for the atmosphere they create and shape it with their own behaviour.

Delegate - it's important that you recognise that there are only so many hours in the day, in the long term you will save a lot of time by delegating meaningful projects to your team members. By doing this, you will also build their skills and help them reach their potential.

Be positive and constructive - providing timely and meaningful feedback to your staff is crucial, as is determining how best to give this feedback.it's important to let your staff know what they are doing right as well as what areas they need to work on.

Thank and reward your people - it's important to provide rewards that people will find gratifying. Many managersi reward people in the way they themselves like to be rewarded, which is not always effective.

Develops your people - it is important to focus on your staff's development.

Encourage innovation - it's important for leaders to think outside the box and know when to take risks. By giving people the freedom to work through problems and solutions themselves, you will encourage innovation, creativity and resourcefulness.

Be flexible - have a flexible approach and adapt to individual employees, allowing them to work according to their own style. Flexible working practices have emerged as an increasingly important priority for employees.

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Ceri Hartnell
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