Leadership Styles

Page 214

What is the best way to lead a group? Should you accept input from the members or rule with an iron fist? Do you focus mainly on the task at hand or help resolve relationship problems? It turns out that there is no one “best” style of leadership. Rather, scholars argue that effective group leaders, whether they’re leading alone or sharing power with someone else in the group, adapt their leadership styles to the needs of the group or the situation at hand. Four possible styles are discussed here—directive, participative, supportive, and achievement oriented—each of which works best under different conditions (Gouran, 2003; Pavitt, 1999).

Directive. A directive leader controls the group’s communication by conveying specific instructions to members. This style works best when members are unsure of what’s expected of them or how to carry out the group’s tasks. Directive leaders can move their group in the right direction by charting next steps in the group’s tasks and clarifying the group’s goals, plans, and desired outcomes. For example, an instructor must tell students how to complete an assignment or guide them through an in-class exercise.

Participative. A participative leader views group members as equals, welcomes their opinions, summarizes points that have been raised, and identifies problems that need discussion rather than dictating solutions. This style works best when group members are competent and motivated to take on the task at hand. Such leaders typically guide and facilitate rather than give instructions to group members. Many online topic forums and blogs are moderated by participative leaders—they allow discussion among members of the group to take off in many directions, and they contribute right along with everyone else. But when needed, they also step in to remind members who have inappropriately veered away from the purpose of the discussion.

Supportive. A supportive leader attends to group members’ emotional needs. This style is especially helpful when members feel frustrated with a task or with each other. Supportive leaders might stress the importance of positive relationships in the group, remind members of the group’s importance, and express appreciation for members’ talents and work ethic. Consider Tim Gunn of Project Runway. He acts as a leader and mentor figure to the aspiring designers, helping them visualize their designs and talk through their frustrations, and encouraging team members to communicate with each other, listen to each other, and “make it work.” He is always profuse in his praise, and even when a particular design doesn’t impress him, he is encouraging and positive in his criticism.

Achievement Oriented. An achievement-oriented leader sets challenging goals and communicates high expectations and standards to members. This style works best when group members see themselves as competent and are motivated to excel at their tasks. In addition to setting lofty goals, such leaders encourage outside-the-box thinking, compare the group with other high-performing groups, and keep members focused on tangible outcomes. Will Schuester, the leader of the New Directions show choir on Glee, has an achievement-oriented leadership style. He sets a clear goal for the club—to qualify for and compete at a national competition—and in preparation, he has members check out competitors and create their own new and unique singing routines.