change management class :milestone 3 assignment

Leadership Styles and Effective Change Overview

According to Northouse (2016), leadership styles are "the ways in which leaders influence their followers" (p. 11). Leadership styles can refer to the specific behaviors and approaches that leaders use when interacting with and guiding their team members. There are various theories and models of leadership styles, including transformational, transactional, autocratic, democratic, and laissez-faire, among others.

Leadership styles can have a significant impact on how change is managed within an organization. Some styles, such as autocratic or transactional, may be more directive and focus on setting clear goals and expectations for team members. Others, such as democratic or transformational, may be more collaborative and involve seeking input and participation from team members in the change process. The most effective leadership style for managing change will depend on the specific needs and goals of the organization and the team, as well as the type of change being implemented.

The following is a list of some of the most common leadership styles and how they manage change: 

1. Autocratic: This style involves a leader making decisions without seeking input from others, so they may manage change by dictating the plan and expecting it to be followed without question. These leaders may be effective at managing change in situations where a clear plan needs to be implemented quickly, but may be less effective in situations where team buy-in and engagement are important.

2. Democratic: This style involves a leader seeking input and participation from team members in decision-making, so they may manage change by involving the team in the planning and implementation process. This type of leader can be effective at managing change because they promote collaboration and allow for diverse perspectives to be considered.

3. Laissez-faire: This style involves a leader giving team members a high level of freedom and autonomy, so they may manage change by allowing the team to take ownership and drive the process. This type of leader may be effective at managing change in situations where team members are highly skilled and motivated, but may be less effective in situations where more guidance and support are needed.

4. Transformational: This style involves a leader inspiring and motivating team members to achieve a shared vision, so they may manage change by communicating a clear and compelling vision and helping team members see how their roles contribute to the larger goal. This type of leader can be effective at managing change because they promote a sense of purpose and help team members see how their roles contribute to the larger goal.

5. Transactional: This style involves a leader setting clear expectations and rewarding team members for meeting them, so they may manage change by setting specific, measurable goals and incentivizing progress towards them. This type of leader may be effective at managing change in situations where specific, measurable goals are important, but may be less effective in situations where a more collaborative approach is needed.

6. Servant: This style involves a leader putting the needs of team members before their own and helping them to grow and develop, so they may manage change by being supportive and understanding of any challenges or concerns team members may have and helping them build the skills and confidence needed to adapt to the change. This type of leader can be effective at managing change because they promote support and understanding of any challenges or concerns team members may have.

7. Charismatic: This style involves a leader using their personal charm and charisma to inspire and motivate others, so they may manage change by communicating the benefits and value of the change in a positive and enthusiastic way. This type of leader may be effective at managing change because they promote enthusiasm and positive energy.

8. Authentic: This style involves a leader being transparent, genuine, and self-aware, and leading with integrity and honesty, so they may manage change by being open and honest about the reasons for the change and the impact it may have, and by being consistent and transparent in their communication and actions. This type of leader can be effective at managing change because it promotes trust and transparency in communication and actions.

It's vitally important for leaders to identify what leadership style they tend towards so that they can better manage change projects in their organization. Having a good understanding of one's leadership style, coupled with a good change management strategy, can lead to effective and lasting change initiatives.

Reference:

Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks, CA: Sage Publications.