Leadership is a very essential element at all levels more especially in organizations. Leadership entails directing other elements, through influence, to get things done. Leadership style on the other hand entails the manner and approach taken by leaders in providing direction, implementing plans as well as motivating people. There are various leadership styles each with its benefits and drawbacks depending on the situations in which they are applied. This piece of paper looks at what I consider to be my leadership style and the strategies and interventions I consider appropriate in motivating and influencing individuals to achieve various goals and objectives.
My leadership style
Leadership could be carried out in different styles for instance social, task or balanced leadership approach. Task oriented leadership entails leading people based on assigning tasks appropriately while social style of leadership involves use of social aspects like motivation to make things happen. Balanced leadership style on the other hand entails using a variety of aspects from different styles in an effort to balance leadership and hence achieve success. Other common leadership styles include autocratic, bureaucratic, charismatic, servant, transactional, transformational as well as participative/democratic leadership.
From my knowledge on leadership styles and what others say about me, my leadership style is the participative/democratic leadership. This style entails providing room for other members of a team to contribute to an organization’s processes especially decision making. Although I do make the final decision, I usually engage others as much as possible. My leadership style is very effective in enhancing job satisfaction and developing people’s skills through proper representation and involvement. I like team work and although participation takes time I have realized that it gives good results. Its drawback is that it is not good for issues that require urgent decision making (Glanz, 2002).
Strategies and Interventions of Motivating and Influencing People
Motivation is a very significant aspect and it helps keep people on the move to achieve more in whatever they engage in. In an effort to motivate and influence people to achieve goals and objects, I consider the following strategies and interventions to be effective; Provision of a favorable working environment which will facilitate success and assurance of job security. This helps people to feel appreciated and valued and hence the urge to work even harder. Looking for ways of satisfying people’s social needs is also a motivation effort that I consider effective. This is because one’s life does not necessarily revolve around work. Enhancing job satisfaction is also a positive move that keeps people on the move and have the willingness to work harder since they also benefit from their work. Provision of incentives and rewards for good work done is another encouraging factor that keeps people motivated. Compensation is also a key aspect that I consider appropriate in keeping people motivated and should be provided irrespective of the costs involved. This is because motivation goes beyond allowing individual success to organizational progress (Baldoni, 2005).
From the above discussion, it is clear that leadership is crucial and the leadership styles also differ and hence the need to exercise a particular leadership style for specific situations. It is also worthy noting that although some leadership styles seem to be highly effective than others, there is no style that could be said to be right in all situations and hence the necessity to make the right decision. A leader should also motivate his/her people at all times.
Baldoni, J. (2005). Great Motivation Secrets of Great Leaders. New York: McGraw-Hill Professional.
Glanz, J. (2002). Finding Your Leadership Style: A Guide for Educators. New York: ASCD.