Leadership Models help us in understanding what leads leaders in acting the way they do. The model is not to lock self in to a type of conduct discussed in the model, but to understand that every situation calls for a different approach or behavior to be taken. Business Training in Kenya has more articles
Leadership models often suggest that leaders can be put into alternate categories and there are times when one’s approach is appropriate and times when it would not be. That is, any style can be actual or unproductive, given the situation.
Trusting on only one of the many methods would be insufficient, thus one should strive to be conscious of all the provided categories.
Leadership Models: Outlines
In an actual leadership situation, the leader is a social designer whose leadership style is analysis and design. While in an unsuccessful leadership state, the leader is a petty oppressor whose leadership style is details. Structural Leaders focus on structure, policy, atmosphere, application, experimentation, and adaptation.
A leader is a person of substance and a humble servant whose leadership style is support, advocating, and empowerment. While in an unproductive leadership situation, the leader is a pushover, whose leadership style is abandonment and tyranny. Human Resource Leaders believe in people and connect that belief; they are noticeable and available; they empower, increase contribution, support, share information, and move decision making down into the organization.
A perfect leader is an advocate, whose leadership style is alliance and building. While in a useless leadership situation, the leader is a hustler, whose leadership style is manipulation. Political leaders illuminate what they want and what they can get; they measure the distribution of power and interests; they build associations to other stakeholders, use coaxing first, then use negotiation and intimidation only if necessary.
In an effective leadership situation, the leader is a forecaster, whose leadership style is inspiration. While in an ineffective leadership situation, the leader is a fanatical idiot, whose leadership style is smoke and mirrors. Symbolic leaders normally view organizations stages or theaters to play certain roles and give impressions; these leaders use cyphers to capture attention; they try to frame skill by providing reasonable interpretations of experiences; they discover and communicate a vision.
Leadership Models: Executive Network
The idea that only minimal dimensions can describe a managerial behavior has the desirability of easiness. Most people fall somewhere near the middle of axis that defines executive networking.
The goal is to be at least in the leadership preferably as a Team Leader, a good leader strives and achieves in learning leadership models that constitute into great leadership.
Autocratic leaders are leaders who are hard on their workers, such leaders expect people to do what they are told without question or debate; when something goes wrong they tend to focus on who is to blame rather than concentrate on exactly what is wrong and how to prevent it; they are intolerant of what they see as dissent, this is a leadership model that exist which is inappropriate.
Leadership Models: Practical leadership model
Practical leadership models helps individual in leadership position carry duties of leadership not as a person but rather as a set of behaviors that help a group perform their task or reach their goal.
Practical leadership models put more importance on how an organization should be led rather than who has been formally assigned a leadership role. And thus information on Leadership Models