Post on 17-Jan-2017
transcript
Which is true about me?Played on the basketball team at Vanderbilt UniversityAppeared on a national television show to discuss researchReceived an award for research showing ways to improve medical care
My Favorite Leader….In smalls groups of 3; each person thinks about and shares the following
Describe the leader you most admire. Who is the person? What were his or her actions? How did followers react?
This can be a close leader or someone you have observed from a distance.
Great Man LeadersSource of Power Organizational Position Physical Characteristics
Leader Behaviors Threats, Intimidation, Punishment
Follower Reactions Fear-based Compliance Dislike of Leader
Works for Short-term results Extreme situations
Transactional LeadersSource of Power Position Power Ability to Reward
Leader Behaviors Making Deals, presenting incentives Negotiating, bargaining
Follower Reactions Calculative Compliance
Works for Short-term compliance Specific, mundane tasks
Transformational LeadersSource of Power Referent Power, Personal Power Vision
Leader Behaviors Communication and Stories Relationship Building, Inspirational Appeals
Follower Reactions Commitment
Works for Crisis situations Facilitates change
Empowering LeadersSource of Power Referent Power, Personal Power Expertise, particularly of followers
Leader Behaviors Modeling, Directed Participation, Confidence Building Rational Persuasion
Follower Reactions Initial fear Ownership
Works for Long-term situations Creative tasks
A leader is bestWhen people barely know he exists,Not so good when people obey and
acclaim him,Worse when they despise him.But of a leader, who talks little,When his work is done, his aim
fulfilled,They will say:We Did it ourselves.
Lao Tzu
EmpowermentInformation
Knowledge
Decision-making
Rewards
Personnel ActionsEmpowerment-Employees
Hierarchy-Managers
A Key to TeamsTeam leadership should be tailored to fit the follower reaction that is desired
Start with the end in mind and work back to identify appropriate leadership behavior
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Leadership’s Effect on Teams
Overpowering LeadershipLeader Behaviors: Coercion, Reinforcement, Punishment, Autocratic Decision Making, StructuringTeam Reactions: Compliance, Conformance, SkepticismOutcome: Submissive Teams--Teams that acquiesce to leader control
Powerless LeadershipLeader Behaviors: Intermittent Structuring, Enforcing of Sanctions, Psychological DistancingTeam Reactions: Lack of Direction, Power StrugglesOutcome: Alienated Teams--Teams and leaders struggle for control
Power Building LeadershipLeader Behaviors: Guidance, Encouragement, Delegation, Reinforcement, Culture BuildingTeam Reactions: Learning, Skill DevelopmentOutcome: Self-managing teams--Teams control how work is done
Empowered LeadershipLeader Behaviors: Modeling, Boundary Spanning, AssistingTeam Reactions: Self-direction, OwnershipOutcome: Self-leading teams--Teams control what work is and how it is done.
LEADER POWER ORIENTATION DemocraticAutocratic
LEA
DER
INV
OLV
EMEN
TPa
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Team-Level Autonomy and Performance
highlow
Perfo
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Team Self-Leadership
CreativeTasks
RoutineTasks
Types of TeamsAuthority Differentiation Is one person a leader or is the authority
shared among members?Skill Differentiation Does each team member have a unique
skill set?Temporal Stability How long will the team members work
together?
Matching Leadership to Teams
Strong-Man Transactional Transformational Empowering
High Authority DifferentiationShort Time Frames
Low Authority DifferentiationLong Time Frames
Skill Differentiation?
Aversive Directive
Critical nature of highest skill High expertise for followers
Clear GoalsExperienced Leaders
Vague GoalsDevelopment Emphasis
A Key to TeamsTeam-level autonomy should fit the situation
Higher autonomy is needed when conditions are uncertain and outcomes need to be creative
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Individual and team-level autonomy are not equivalent.
The Big PictureThere are many different types of leadership and each has the potential to create very different outcomes
Remember leadership should match the team in terms of
Authority differentiation Skill differentiation Temporal stability
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