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A Relationship based leader will have heavy emphasis on building strong relationships, coaching and mentoring and believes in team development and the long term benefits but may struggle to get discipline, dictate goals and enforce deadlines.
Tasks versus RelationshipPerhaps the simplest way of looking at Leadership styles is to look at Task and Relationship. We have all been at the receiving end of 'instructions' and 'deadlines' from someone who we perhaps don't respect or have a relationship with.
A Task based approach may give short term benefits, gets tasks done quickly and efficiently but in the long run may cause distrust, disenchatment and reduced efficiency due to lack of relationship, loyalty and connection.
A Relationship based approach has a lot of potential in buying loyalty and working that extra mile because the followers believe in the task and vision of our leader. Relationship based leaders will have heavy emphasis on building strong relationships, coaching and mentoring. Now think first of the Great mother- a nurturing, supportive, benevolent entity who puts relationship before task who develops people in order to get things done. By contrast look at the Warrior, a fierce, task oriented doer, who gets things done and doesn't worry about collateral damage, who puts task before people.
Carl Gustav Jung, The Swiss Psychiatrist and the founder of analytical psychology, believed in bringing our conscious and unconscious together in a process of what he called individuation. Jung believed that deep underneath our unconscious mind, lie character traits that can be certain models or roles derived from fables and mythology. Knowing our archetypal influences really helps to understand our leadership styles and our personality in interacting with people and teams.
As you may have guessed the Autocratic style is more the warrior archetype and the Democratic style is akin to the Earth Mother approach. Another way successful leaders execute tasks is to incrementally move from one end to the other. A team lacking in confidence and lacking in the expertise to execute a task may need a high challenge, his support approach where the leader may well give out explicit instructions. A team that is quite self sufficient and know their stuff may need a lot more free rein and a consultative, democratic approach. The Good, Bad and UglyEach archetype has a shadow self - the extreme of the trait where good intentions may lead to bad results by overdoing it!


Mad woman: too many ideas, none completed, transient, incomplete, flitting, random, restless, distracted.
They can choose to be the Warrior : telling, instructing, ordering , punishing, leading, visioning and ruthless in achieving the task.
Most leaders find one or more roles more comfortable to wear and may feel uncomfortable with the others. If you liked what you read do visit the other hubs and share with your friends or family on Facebook,Twitter or other social networking sites.
Mohan Kumar (Docmo)936 Followers219 ArticlesMohan is a family physician, post graduate educator, a keen bibliophile and an eclectic scribbler.
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The training program 14 Vital Supervision Skills is creating good supervisors every day by giving new supervisors the tools they need to effectively and fairly manage their employees.
In the last chapter we looked at Myers-Briggs personality type indicator in relevance to leadership styles. However they may feel too close and too cuddly and may not necessarily fear repercussions and may not deliver.
Of all the archetypes he proposed ( and there are several- it needs a whole new hub to talk about them! Some may start as Democrats and then move to autocratic approach as the deadline approaches and task completion needs to be imminent. Sometimes a mixture of styles may be needed for the task to be completed, or for different team members!
We tend to do a task more collaboratively and enthusiastically with someone whom we respect and feel a connection with. This is a process not dissimilar to raising self -awareness about the innate personality traits. Jung was heavily into Eastern and Western mythology and believed these archetypal characters represent humanity's collective unconscious. You need to way up your situation, weigh up your team and the task, assess the immediacy of what needs to be achieved and then pick your approach.


Some may adapt a more autocratic approach initially and then offer support and counsel after the task is completed.
The 14 Vital Supervision Skills course can help supervisors learn how to confront the employee calmly without being accusatory. It teaches the importance of hearing the employee’s side of the story before any judgments are made. This program can keep your company’s legal costs down because it shows new supervisors how to handle the problem and hopefully keep it out of court. The course also describes how to investigate incidents, so it would be a valuable asset to your company!   A good supervisor knows that a little praise will do wonders for an employee’s morale, and 14 Vital Supervision Skills will teach this principle to new supervisors. New supervisors will learn the basics of when praise should be given and how specific it needs to be. Employees always enjoy hearing the words “good job,” but sometimes a supervisor needs to refer to past successes to encourage future ones. This requires specific feedback, and the program provides complete instruction on how to accomplish this. Information about praise should be part of all leadership skills training courses.
Likewise, instruction about constructive criticism is also present. Coworkers do not always get along as well as they could, and it is important for new supervisors to learn how to handle the situation when coworker conflict can no longer be ignored. This may make us question our style or we may just blame the team and the situation and move on.
Extensive leadership skills training courses like 14 Vital Supervision Skills provide significant instruction in this area, as well as preventing violence in the workplace.
Good supervisors will be able to put this information to use and handle the conflict in a way that will allow everyone to benefit. Every employee deserves to have a good supervisor, and the 14 Vital Supervision Skills training course continues to make that possible. Preview Leadership Skills for Managers here [See 14 Summaries of Leadership Skills for Managers here] "By the way, Dan, I love the vital skills supervisor training course we purchased.
Those who can be tough when its called for, gentle when the situation demands, creative when ideas run dry and democratic when the team consensus is required.



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effective leadership skills for principals



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