Discovering the 4 Leadership Styles
What Kind of Leader Are You?
Table of Contents
Leadership styles are crucial in shaping how leaders guide their teams and influence organisational culture. Understanding various leadership styles can help individuals and organisations select the most effective approach to meet their goals. This article explores different leadership styles, including Transformational, Transactional, Situational, and Servant Leadership.
1. Transformational Leadership
Overview: Transformational leaders inspire and motivate their team members by creating a compelling vision for the future and encouraging innovative thinking. They aim to elevate their team’s performance by aligning personal and organisational goals.
Key Characteristics:
- Visionary Thinking: They articulate a clear, inspiring vision for the future.
- Inspiration and Motivation: They encourage and energise their team members to exceed expectations.
- Personal Development: They emphasise personal growth and development, helping team members realise their full potential.
- Change Catalyst: They are proactive in driving change and challenging the status quo.
Example: Steve Jobs
Steve Jobs, co-founder of Apple Inc., is a quintessential example of a transformational leader. His vision for creating innovative and user-centric technology led to groundbreaking products such as the iPhone, iPad, and MacBook. Jobs was known for his ability to articulate a bold vision, challenge the status quo, and inspire his team to achieve extraordinary results.
Key Actions:
- Jobs would often push his team to go beyond their perceived limits, focus on design and user experience, and drive technological advancements. His charismatic and sometimes demanding leadership style was integral to Apple’s success. “He was not just a CEO, but a transformational leader who had a unique ability to inspire and motivate his employees and customers alike.” Jobs’ approach was characterised by a relentless pursuit of innovation and excellence, which drove his team to achieve remarkable results.
- One key aspect of transformational leadership is the ability to inspire and challenge followers to reach their full potential. Jobs excelled in this area: “He had a way of inspiring his employees to work harder and be more creative than they thought possible.” His visionary leadership was evident when he returned to Apple in 1997, a time when the company was on the brink of bankruptcy. Jobs rallied his team around a new vision that emphasised “simplicity, elegance, and innovation,” leading to a dramatic turnaround for Apple (Columbus Leadership, 2024).
Strengths:
- High Engagement and Loyalty: Transformational leaders create a strong sense of purpose, leading to increased employee engagement and commitment.
- Innovation and Creativity: They encourage and drive innovation by promoting a culture of experimentation and risk-taking.
- Empowerment: Team members are motivated to exceed expectations and take ownership of their work.
Challenges:
- Overlooking Practical Details: The focus on vision and inspiration may sometimes result in overlooking practical considerations and details.
- Potential for Unrealistic Expectations: The high expectations set by transformational leaders can sometimes lead to burnout or disillusionment if goals are perceived as unattainable.
2. Transactional Leadership
Overview: Transactional leaders focus on managing teams through clear structures and procedures, using rewards and penalties to motivate employees. They emphasise efficiency and maintaining existing organisational processes.
Key Characteristics:
- Reward and Punishment: They provide clear structures where rewards are given for meeting goals and penalties are imposed for failing to meet them.
- Clear Expectations: They set clear, short-term goals and expectations.
- Task-Oriented: They are primarily concerned with maintaining order and efficiency.
Example: Bill Gates
Bill Gates, co-founder of Microsoft, exemplified transactional leadership in the early years of the company. Gates focused on creating a clear framework for achieving business goals and operational efficiency. He implemented structured performance reviews and compensation plans tied to specific achievements and targets.
Key Actions:
- Gates was renowned for his hands-on approach and meticulous control over Microsoft’s projects and operations. His leadership style involved close monitoring of his team’s work, ensuring that tasks were completed on time and met high-quality standards. Gates was known for visiting teams, engaging in detailed discussions, and asking probing questions to understand the progress and challenges of various projects. This level of involvement was not merely about oversight but about maintaining strict adherence to deadlines and quality benchmarks.
- Gates employed a system of rewards and incentives to motivate his employees and drive performance. Bonuses and other financial rewards were used to recognise and encourage achievement of specific targets, such as launching new products or meeting sales goals. This reward-based approach created a clear link between performance and compensation, motivating employees to work towards short-term objectives with the promise of tangible rewards (Leadership and Development, 2024).
Strengths:
- Clarity and Structure: Provides a clear framework for performance expectations and rewards, ensuring employees understand their roles and objectives.
- Efficiency: Effective in achieving short-term goals and maintaining operational stability.
- Consistency: Maintains a focus on performance and adherence to established procedures.
Challenges:
- Lack of Innovation: May stifle creativity and innovation due to a strong emphasis on routine and procedures.
- Transactional Relationship: Can lead to a transactional relationship where employees are primarily motivated by rewards and penalties rather than intrinsic motivation or commitment.
3. Situational Leadership
Overview: Situational leaders adapt their leadership style based on the specific needs of their team and the context of the situation. They assess the maturity and capability of their team members and adjust their approach accordingly.
Key Characteristics:
- Flexibility: They are adaptable and can switch between different leadership styles as needed.
- Assessment: They evaluate the competence and motivation of their team to determine the best approach.
- Supportive and Directive: They provide the appropriate level of support or direction based on the situation.
Example: Phil Jackson
As the most successful coach in NBA history, Phil Jackson’s unparalleled achievements include 11 NBA championships with teams that featured some of the greatest players in the sport’s history, such as Michael Jordan, Shaquille O’Neal, and Kobe Bryant. Jackson’s success as a coach wasn’t just a result of having talented players; it stemmed from his adept use of situational leadership, where he tailored his approach to meet the varying needs and personalities of his players.
Key Actions:
- Situational leadership theory posits that leaders should adjust their style based on their followers’ competence and commitment levels. Phil Jackson exemplified this theory by varying his leadership approach to match the needs of each superstar player, effectively harnessing their strengths and guiding them to success.
- Michael Jordan, known for his intense dedication and relentless work ethic, was a prime example of a high-competence, high-commitment player. According to situational leadership theory, such individuals fall into the D4 category, which represents a high level of both competence and commitment. With Jordan, Jackson employed a delegative leadership style, giving him significant autonomy and responsibility. Jackson trusted Jordan’s capabilities and leadership, allowing him to take charge on the court and lead by example. This approach leveraged Jordan’s strengths and motivated him to push the team toward championship success. Jordan’s role was to lead and inspire his teammates, with Jackson providing support and strategic guidance as needed.
- When Shaquille O’Neal joined the Los Angeles Lakers, his level of commitment to basketball was less consistent due to his pursuits outside of the sport. O’Neal, classified as a D3 type with moderate to high competence but lower commitment, required a different leadership approach. Jackson utilised a participatory leadership style with O’Neal, involving him in decision-making processes and encouraging greater engagement with the team. Jackson’s strategy included setting clear expectations and motivating O’Neal by addressing his personal interests and aligning them with team goals. In 2000, Jackson recognised O’Neal’s potential and challenged him to focus on basketball rather than his side projects. Jackson’s guidance led O’Neal to become the NBA MVP that year, demonstrating how participatory leadership can effectively enhance a player’s commitment and performance (Penn State University, 2016).
Strengths:
- Adaptability: Flexibility to change leadership style based on the team’s needs and the situation, ensuring more effective management.
- Enhanced Team Development: Allows for tailored support and guidance, fostering growth and development according to individual and team needs.
- Effective in Dynamic Environments: Particularly useful in fast-changing or complex environments where situational needs frequently shift.
Challenges:
- Requires Deep Understanding: Successful implementation requires a keen understanding of team dynamics and situational factors.
- Inconsistency: Frequent changes in leadership style might create confusion or instability if not managed carefully.
4. Servant Leadership
Overview: Servant leaders prioritise the needs of their team members, focusing on serving and empowering others rather than exercising power or control. They aim to build a collaborative and supportive environment.
Key Characteristics:
- Empathy: They actively listen to and understand their team members’ needs and concerns.
- Empowerment: They work to develop and support their team members, encouraging their growth and success.
- Community Building: They foster a sense of community and teamwork.
- Ethical Behavior: They lead with integrity and ethical standards.
Example: Mahatma Gandhi
Mahatma Gandhi is celebrated globally as a leading figure in the non-violent resistance movement, known for his profound impact on political and social change. His philosophy of Satyagraha, or non-violent civil disobedience, inspired numerous leaders, including Martin Luther King Jr. and Nelson Mandela. Gandhi’s leadership style is often cited as a quintessential example of servant leadership, characterised by his unwavering commitment to serving others and empowering those around him.
Key Actions:
- Gandhi’s dedication to service began early in his life and was evident in his actions both in South Africa and India. His servant leadership was marked by a profound willingness to serve others, regardless of the personal cost.
- In South Africa, Gandhi’s commitment to service was evident through his voluntary efforts to improve the living conditions of the Indian community. He taught English to Indian immigrants without payment, aiming to enhance their social standing and education.
- During the pneumonic plague outbreak, Gandhi’s selflessness was further demonstrated. Despite the risks, he volunteered to nurse the afflicted, showcasing his willingness to face danger for the sake of others. His actions went beyond mere charity; they reflected a deep-seated commitment to alleviating suffering and supporting those in need.
- Empowerment is a hallmark of servant leadership, and Gandhi’s efforts in empowering individuals and communities were profound. His approach was not merely about providing immediate relief but about fostering long-term self-sufficiency and dignity. Gandhi’s campaign in Champaran in 1917 is a notable example of how he empowered disenfranchised communities. The peasants in Champaran were oppressed by British landlords and sought Gandhi’s intervention. Despite facing legal threats and resistance from authorities, Gandhi chose to stay and support the peasants. His presence inspired a massive, unified response from the local community, which culminated in a victory for the peasants (Barnabas & Sundararajan Clifford, 2012).
Strengths:
- Strong Relationships: Builds trust and strong relationships with team members, leading to high morale and job satisfaction.
- Empowerment and Development: Focuses on developing and empowering team members, leading to enhanced individual and collective performance.
- Ethical Leadership: Promotes ethical behavior and a culture of mutual respect and collaboration.
Challenges:
- Perceived Lack of Authority: May be seen as lacking in decisiveness or authority, particularly in high-pressure situations.
- Balancing Service with Goals: Can be challenging to balance the focus on serving others with achieving organisational goals and maintaining performance standards.
So… Now that you know the 4 different leadership styles, what type of leader do you think you are?
Which Course is For You?
After identifying your leadership style, consider joining our courses that train and enhance the skills of leaders like you. At EON, we understand that effective leadership requires a versatile approach. That’s why our diverse range of leadership courses covers all four key leadership styles: transformational, transactional, situational, and servant leadership. Our programs are designed to enhance your strengths and equip you with the skills needed to excel in your unique leadership approach. Explore our offerings and take the next step in your leadership journey with EON.
Transformational Leadership: Our courses on transformational leadership focus on inspiring and motivating teams to achieve extraordinary outcomes. These courses emphasise vision setting, fostering innovation, and driving change to create a shared sense of purpose and commitment.
- Leading & Facilitating Change: This course empowers leaders to drive change effectively using Kotter’s 8-step change process, helping them inspire and motivate teams through transformation.
- Lead with Questions: By mastering the art of asking insightful questions and listening deeply, leaders can foster innovation and enhance team performance.
Transactional Leadership: For those who prefer a more structured approach, we offer courses on transactional leadership that cover essential skills like setting clear goals, monitoring performance, and using rewards and penalties to ensure team compliance and productivity.
- Essential Management Skills: Focused on achieving results through task completion and effective delegation, this course equips leaders with strategies for managing tasks and performance through structured approaches.
- Essential Supervisory Skills: This course provides tools for setting clear expectations, providing feedback, and managing performance through a more transactional approach.
Situational Leadership: Our situational leadership courses are designed to help leaders adapt their style based on the needs of their team and the specific circumstances they face. We teach how to assess team members’ competence and commitment and adjust leadership approaches accordingly to maximise effectiveness.
- Leading Across Culture: By understanding cultural influences and adapting leadership approaches accordingly, this course helps leaders navigate diverse team dynamics and apply situational leadership principles.
- (WSQ) Develop Team Leaders through Capability Development and Coaching: The focus on developing team members’ skills and providing coaching reflects situational leadership’s emphasis on adapting leadership approaches based on individual team members’ competence and commitment levels.
Servant Leadership: Emphasising a people-centered approach, our servant leadership courses focus on empowering and developing team members. These courses cover how to serve others, build trust, and foster a supportive work environment that promotes growth and engagement.
- Facilitate to Engage: This course emphasises the art of facilitation, which involves active listening, creating a safe space for discussion, and encouraging open dialogue. These practices reflect the servant leadership focus on empowering others, building trust, and fostering an inclusive and collaborative environment.
- (WSQ) Lead Team Leaders to Development Business Strategies and Governance Management: This course emphasises guiding and supporting team leaders to develop strategic business plans and governance frameworks, which aligns with the servant leadership principle of fostering growth and development in others.
By offering comprehensive training in these leadership styles, EON equips leaders with the skills needed to navigate various challenges and lead their teams effectively in any situation.
References
Barnabas, A., & Sundararajan Clifford, P. (2012). Mahatma Gandhi – An Indian model of servant leadership. International Journal of Leadership Studies, 7(2). Retrieved from https://www.regent.edu/journal/international-journal-of-leadership-studies/mahatma-ghandi-model/
Columbus Leadership. (2024). Why Steve Jobs is a transformational leader. Retrieved from https://www.columbusleadership.com/why-steve-jobs-is-a-transformational-leader/
Leadership and Development. (2024). What are some examples of Bill Gates using transactional leadership? Retrieved from https://www.leadership-and-development.com/what-are-some-examples-of-bill-gates-using-transactional-leadership/
Penn State University. (2016, July 2). Situational leadership and Phil Jackson: A situational leader. Retrieved from https://sites.psu.edu/leadership/2016/07/02/situational-leadership-and-phil-jackson-a-situational-leader/
