As you read through this weeks chapter about Path-Goal Theory, it provides a diverse set of leadership routes to take with your employees. Directive, supportive, participative, and achievement-oriented leadership are all discussed at length as opportunities to use as a leader to help direct your employees. Each individual leader has their own way of applying leadership principles and behaviors while engaging their employees and no one has the “best” answer; it is truly how you utilize your own personal skills and at the same time use a particular leadership behavior.
The picture above, to me, describes an individual who would utilize the achievement-oriented style of leadership to encourage his/her employees to push themselves. In this leadership style the goal is to get the employees to perform to their highest level possible, all while maintaining a healthy work environment. The leader in this type of environment needs to be able to recognize when an individual is struggling and help turn them back around to being successful. This takes not only technical skill, but tact to ensure the leader does not come of as condescending. Once employees feel like their leader acts like they are better than them or knows more than them, it’s end game for that leader.
The next picture is specifically directed at the Marine Corps and the way leaders are brought up through the ranks, however, in most arenas I’m sure this can be utilized. The quote does hold true though throughout the Marine Corps, the senior Marine is almost always the last one to eat. It has been that way for me my entire time in the Marine Corps. I look at this type of leading as supportive leadership. The textbook discusses supportive leadership as ” being friendly and approachable and includes attending to the well-being and human needs of followers.” (Northouse, 2016) This style of leadership allows your employees to know that you are with them “for the long haul.” That your sense pride and ego will not overshadow their work effort and production. When you can get employees to understand that you are not their to serve yourself but to serve their needs, you will begin to win over the hearts and minds of those put in your charge. Once you have their hearts and minds, the organization should be able to move ahead and be effective in whatever the goal of the organization is.
So back to the title, which one is it? Which is the best suited for what you do? I provided my two options to utilize…how about you? Thanks for reading…
References:
Northouse, P. (2016). Leadership: Theory and Practice (7th ed.). Thousand Oaks, CA SAGE Publications.
Achievement-oriented leadership is characterized by a leader who challenges followers to perform work at the highest level possible. This kind of leader establishes a high standard of excellence for followers and seeks continuous improvement. In addition to expecting a lot from followers, achievement-oriented leaders show a high degree of confidence that followers are capable of establishing and accomplishing challenging goals (Northouse, 2016).
I believe the achievement-oriented leadership style can be most effective if the leader is not self-absorbed. The office manager where I used to work at a law firm used this type of leadership, however, she was never satisfied with employee performance….never. Even the most top-notch hard working employees never reached the level of “excellence.” Sadly, the office manager offered no clear direction how one would achieve that level of excellence, and employee motivation declined. Leaders should adapt their styles to the situation, or to the motivational needs of their followers. In other words, should followers need participative leadership at one point in a task, and directive leadership at another, the leader can change her or his style as needed (Northouse, 2016). Different situations may call for different types of leadership behavior and it is unfortunate, the office manager was unwilling to use a different style to lead staff members.
The picture you refer to does appear to illustrate an individual who would utilize the achievement-oriented style of leadership to encourage his/her employees to push themselves to perform to their highest level possible, and most importantly, in a “healthy work environment.” Though, I would chose supportive leadership, “friendly and approachable while attending to the well-being and human needs of followers” (Northouse, 2016), for I believe kindness goes a long way in many incidences.
References
Northouse, P.G. (2016). Leadership: Theory and Practice. Los Angeles: Sage Publications.
Penn State World Campus (n.d.). Leadership in Work Settings. [Commentary]. Retrieved from https://psu.instructure.com/courses/1834747/modules/items/21827811