Leadership and management styles in nursing,business management software android,the book of my life prevod na srpski - Videos Download

Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Leadership and management styles can be categorized in a simple four-quadrant matrix based for one axis on the team leader’s inner nature to turn to people or to tasks and for the other axis on his tendency to be self-involved or to let part of the control to his staff. Clipping is a handy way to collect and organize the most important slides from a presentation. I was browsing the web for some good leadership training to share with you and I found this gem of an article. The author of the original article is named Bryant Nielson and you can follow him on Twitter and LinkedIn. He covers both the pros and cons of each leadership style, what kind of organizations work best for each, and how best to use each to your advantage. Leadership takes many forms, but there are three styles of leadership that are the most prevalent. If you are a consistent autocratic leader, you’re probably not getting a good response from your organization.
Participative or democratic leadership is a style in which the leader still outlines a goal but allows some input from the organization as far as how the goal will be achieved.
This style can also be an appropriate way for an autocratic leader to transition out of that style – without giving total control to the team. Because this leadership style is basically one step up from autocracy, it may be easy for a leader to fall back into an authoritarian stance.
The third, and most empowering form of leadership is the laissez-faire or delegative style. This style of leadership is definitely appropriate with mature or more senior teams – the ones who have had the time to prove themselves to the leader and have the confidence to handle all issues.
If you have a new team, you may want to use the autocratic style as a means of assessing the group and its members. When you’re deciding what leadership style to take, there are a few things to consider.

You should also take into account who has the information related to the project or task at hand – if information is divided amongst you, the leader, and the team, you may want to take a participative stance. If your team has all of the information, take a delegative stance – let them use their information to come up with the best solutions. If your dominant style is more autocratic, you may want to examine what’s keeping you from moving into a participative stance.
Marty Labrado is the owner and founder of Warrior Life Leadership, a leadership and personal development blog and coaching platform. Good leaders do not take one form and stick to it – they look for the right situations for each style.
In this style, the leader normally outlines what he or she wants and how this is to be achieved.
If the organization is well motivated and mature, an autocratic situation may be effective. One of the pitfalls of autocratic leadership is the possibility of falling into an abusive or demeaning pattern – this is why you should only use an autocratic stance in rare situations and certainly not regularly.
But a democratic leader still makes it necessary to obtain approval for decisions by any member of the team. If the team fails or falls short, democratic leadership allows them to re-formulate plans and activities – without telling them exactly what to do. The delegative leader sets an overall priority, goal, or instruction, but then stands out of the way to let things happen. Remember that the mark of a good leader is the ability to use various styles depending on the situation – a bad leader sticks with the same style at all times. But what if you are placed in a position where most of the teams know their tasks well and would not react well to an autocratic stance?Use a participative style in this situation – allow the teams to have input in the decision making process. If you are one of the other two types, you’re probably getting a good response from your teams. However, good leaders do know what their dominant style is and capitalize on the benefits of that style.

In many ways, autocratic leadership isn’t leadership at all but a form of disciplinarian management. Let’s say you have most of the information you need but the time to achieve a certain goal is very short. If you identify with a dominant autocratic style, consider transitioning into a more participative style of leadership. In situations where information is spread out between the leader and the team members, a democratic style may work. It’s also a great way to test the knowledge and ability of a team before transitioning into a much less controlling leadership style. Using this style, a leader takes responsibility for all decisions that are made – but leaves the decision making to the team. If something goes wrong, this is not the place for a leader to blame the team – and this is more than likely a natural reaction for a laissez-faire leader.
Take a delegative approach and let the teams make their own decisions, all the while reminding them that you will be responsible for the outcomes. Compare this with the skill of the team and you should be able to choose an appropriate leadership style. In a well-motivated organization, you can probably give an autocratic order and not be concerned about how it will be taken – as long as this does not become your dominant style. This also means that team members are expected to analyze, evaluate, and change issues and problems as they move along. Of course, this also depends on the team and its makeup – if you have an experienced team and limited time, there is no need to use an autocratic stance. When you begin to move around the different styles, you’ll find that your teams will respond.

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