Chapter 13 Leadership Effectiveness New Perspectives

principled leadership

HOW we influence others and WHAT is it we're trying to change about them. it's about an individuals commitment to making a positive impact on their community

authentic

I know what I'm good at and what I'm not so good at. I will build up on my strengths and shore up my weaknesses

insights for authentic leaders

Influence through identification, hope, trust, positive emotions, and optimism Focus is on strengths of others rather than weaknesses Knows oneself-strengths and limitations Ethics and open communication are central Focus on being a "servant" to followers and other stakeholders

insights for transformational leaders

Needed more than ever at all levels Encourages reasonable risk taking Fosters synergy Knows when to reject traditional ways of doing things Vital to handling difficult and complex organizational threats, opportunities, and weaknesses

they form strong emotional bonds with subordinates

Which of the following is NOT true of transactional leaders? They are skilled at reducing costs and lead times They typically offer extrinsic rewards They form strong emotional bonds with subordinates They tend to punish poor behavior

Affiliative style

build harmony through praise and relationships, highly positive. Best used to heal teams, strengthen connections, and motivate during stressful times

authentic leadership

(1) know and understand themselves, (2) know what they believe and value, and (3) act on their values and beliefs through open and honest communications with subordinates and others.

Goldman Styles

*resonant*: authoritative/visionary, affiliative, democratic, coaching *dissonant*: coercive/commanding, pacesetting

inspirational motivation

degree to which leaders articulate a vision that appeals to followers

idealized influence

degree to which leaders behave in ways that cause followers to identify with them

individualized consideration

degree to which the leader attends to followers' needs, acts as a mentor or coach, and listens to followers' concerns

intellectual stimulation

degree to which the leader challenges assumptions, takes risks, solicits followers' ideas

Pacesetting style

demanding leadership through aggressive goals/objectives and challenge everyone else to keep up. Meets challenging and exciting goals. Best used to get high-quality results from a motivated and competent team.

coercive/commanding style

directive approach / command and control. Soothes fears by giving clear guidance. Best used in a crisis, in turn-around situations or with problem employees. What to do, how to do, not getting buy-in.

vision

expresses fundamental aspirations and purpose, usually by appealing to peoples' emotions and minds

Coaching style

focused on developing followers. Connects what a person wants with the organization's goals. Best used to help an employee improve their performance.

Idealized influence

follows through on commitments and assumes responsibility for own mistakes

inspirational motivation

forward thinking, stretches horizons, challenges imaginations

Democratic style

gain consensus, value people's input through participation which leads to commitment, best used for buy-in and consensus and getting input from employees

core components of transformational leadership

individualized consideration, intellectual stimulation, inspirational motivation, idealized influence

passive management by exception

intervene after unacceptable performance or deviations from accepted standards occur

individualized consideration

invites response/dissent and communicates in an open, candid, clear, complete, consistent manner

transformational leadership

involves anticipating future trends, inspiring followers to understand and embrace a new vision of possibilities, developing others to be leaders or better leaders, and building the organization or group into a community of challenged and rewarded learners. visionary, inspiring, daring, ethical

Charisma

involves motivating and directing followers by developing in them a strong emotional commitment to a vision and set of shared values.

transactional leadership

involves motivating and directing followers primarily through appealing to their own self-interests. Transactional leadership focuses on a carrot (and sometimes a stick) approach, setting performance expectations and goals and providing feedback to followers. - provides contingent rewards, exhibits active management by exception, emphasizes passive management by exception

ethical leadership

involves the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships and the promotion of appropriate conduct to followers through communication, reinforcement, and decision making.

active management by excception

monitor work, take corrective actions if deviations from expected standards occur, enforce rules to prevent mistakes

core components of ethical leadership

moral person and moral manager

synergy

occurs when people together create new alternatives and solutions that are better than their individual efforts. greatest chance to achieve this is when people don't have same perspective

authoritative/visionary style

set course, people move toward shared vision, best used when charge or clear direction needed

core components of authentic leadership

stimulates follower identification, creates hope, reflects trust, shows positive emotions, raises optimism

moral person

the leader must be trustworthy, fair, and self-disciplined.

moral manager

the leader must proactively attempt to shape followers' values by role modeling ethical behavior, communicating the importance of ethics, enforcing ethical standards through rewards and punishments, and showing care and concern for followers.

formal authority

the primary power of transactional leaders comes from their ____ in the organization

transformational leadership

these leaders listen effectively and probe for new ideas

transactional leadership

these leaders set and clarify detailed goals to obtain short-term and measurable results

Reflects Trust

Authentic leaders are more likely to be trusted by followers and others. They build trust by encouraging open two-way communications; sharing critical information, both good and bad; and revealing—in a constructive way—their perceptions and feelings, both good and bad, about the people with whom they work.

Creates Hope

Authentic leaders create positive motivations for followers by fostering goal setting and helping them identify how to achieve their goals.

Stimulates Follower Identification

Authentic leaders help followers link their strengths to a common purpose or mission. This is accomplished through leading by example and setting high moral standards of honesty and integrity.

Raises Optimism

Authentic leaders tend to be optimists and stimulate a sense of optimism among followers. Optimists persevere in the face of obstacles or difficulties, assess personal failures and setbacks as temporary, and exhibit high levels of work motivation, performance, and job satisfaction.

insights for ethical leaders

Facilitates positive outcomes such as employee task performance and organizational citizenship behaviors Diminishes negative outcomes such as unethical behaviors (e.g., sexual harassment), counterproductive work behavior (e.g., showing up late), and interpersonal conflict Ethical leadership trickles down in organizations Organizations should promote this leadership style throughout levels of management Training programs, selection criteria, and performance evaluation systems can be designed to support and encourage ethical leadership

Shows Positive Emotions

The positive emotions of authentic leaders broaden followers' thoughts on how to achieve goals and solve problems, discover novel ways for doing things, and foster creative thinking.

insight for transactional leaders:

They ask: "What needs to be done?" They ask: "What is right for the organization? They develop action plans They take responsibility for decisions They take responsibility for communicating but: May tend to overemphasize details and the short-term May tend to stifle creativity May tend to not reward or ignore ideas that do not conform May be effective in guiding efficiency initiatives

ethical

this type of leadership tends to result in many desirable workplace outcomes because it enables followers to have greater trust and self efficacy

provides contingent rewards

transactional leaders identify paths that link the achievement of goals to rewards, clarify expectations, exchange promises,etc. Set and clarify detailed goals and provide extrinsic rewards in exhange

intellectual stimulation

trusts others and encourages responsible and thoughtful risk-taking behavior