Why are elements of all leadership styles important to manage change?
“… Rather they should be adapted to the particular demands of the situation, the particular requirements of the people involved and the particular challenges facing the organization.” This quote sums why all leadership styles are important to manage change. First of all there are six leadership styles, which are coercive, authoritative, affiliative, democratic, pacesetting, and coaching (Fullan, 35).
A coercive leader demands compliance, for example uses phrases like, “Do what I tell you.” An authoritative leader moves people towards a goal. An affiliative leader works to create emotional bonds. A democratic leader builds consensus through participation. A pacesetting leader sets high standards for performance, and lastly a coaching leader develops people for the future.
The only time a coercive leader is important to manage change is when immediate action needs to be taken. For instance, it’s most effective in times of crisis like a company turnaround, or during an actual emergency, according to Benincasa. A coercive style should be used with caution because it’s based on the idea of “command and control,” according to an article called Situational Leadership. This type of leadership usually decreases motivation among those interacting with the leader.
“The authoritative leader mobilizes the team toward a common vision and focuses on the end goals…” (Benincasa). The authoritative style works best when the team needs a new vision because things have changed. Also the leader is an expert when dealing with problems and easily identifies goals that lead to success, (Situational Leadership).
The affiliative leader emphasizes the importance of teamwork (Leadership Styles). This style of leadership is most effective when confidence is low or teambuilding is needed (Situational Leadership). It also works in times of stress, or when there needs to be healing within the staff.
The democratic leader forges consensus through participation, “What do you think?” (Fullen, 35). This style of leadership is most effective when the leader needs to buy into, or have ownership of a decision or plan (Benincasa). It works when the leader needs more ideas or a fresh perspective on something.
The pacesetting leader sets high standards for performance (Fullen, 35). The leader is obsessive about doing things better and faster. This type of leadership works best when the team is already motivated and skills (Benincasa). This leadership style should be used sparingly, because it can lower self-esteem, and make people feel like they’re failing (Leadership Styles).
Lastly, the coaching leader helps individuals improve their performance and helps connect their goals to the goals of the company. It works best “with employees who show initiative and want more professional development,” as Mr. Goleman states in “Leading a Culture of Change.”
All leadership styles are important in managing change, it just depends on what the situation is.
Resources:
BENINCASA, R. (2012, May 29). 6 Leadership Styles, And When You Should Use Them. Retrieved October 29, 2015, from http://www.fastcompany.com/1838481/6-leadership-styles-and-when-you-should-use-them
Fullan, M. (2014). Leading in a Culture of Change. Somerset, NJ, USA: John Wiley & Sons, Incorporated. Retrieved from http://www.ebrary.com
Leadership Styles. (n.d.). Retrieved October 28, 2015, from http://guides.wsj.com/management/developing-a-leadership-style/how-to-develop-a-leadership-style/
Situational Leadership. (n.d.). Retrieved October 29, 2015, from http://www.money-zine.com/career-development/leadership-skill/situational-leadership/
Update:
The teacher I’m mentoring is still having trouble incorporating Class Dojo. For some reason, she doesn’t want to use the ipad; she only wants to use it on the computer. I told her several times that it’s more useful on the ipad than computer because you can have it right there next to you. She also says that she keeps forgetting to add points. Since she already has a behavior system in place and her students know the routine, incorporating Class Dojo has been a struggle.
gkkapatak01 
Oh – there is a leadership challenge. She doesn’t want to – is scared to?- is there any way to make it manageable for her by using pencil & paper then the computer – until she feels more comfortable?
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Can she take the management system she currently uses and translate it into Class Dojo? I use Class Dojo on my computer. I always have it up and on the SmartBoard at the front of my classroom. That way my students can see when they or someone else gets a point. It helps me get their attention very quickly because they see the monster and hear the ding from the point. I use the app on my phone when we leave the classroom, such as going to an assembly or getting lunch. That’s how I made it work for me. Maybe you could try to help her get it to work for her. Can she leave it up on her computer?
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I agree, being able to use her system she will feel much more comfortable with that. Use what works and slowly implement the other. Either paper, pencil or having it up on the screen of her computer so she can quickly add to it throughout the day. Being able to look at the system she uses and just quickly input the points that were given or taken for the day at the end of the school day. Then really show her the benefits of the system, being able to contact parents with this information, etc.
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You wrote: “All leadership styles are important in managing change, it just depends on what the situation is.” That’s why it’s important for leaders to also be able to adapt and change. Sometimes the change that needs to occur is within them, depending on the situation.
Sorry to hear about your Dojo issues. Last year I learned it is very hard to change teachers. All you can do is support them and when they are ready be there for them. Maybe at the beginning of next year she will be more willing to try it, when she doesn’t already have a system in place. Too bad she couldn’t just for go her system for a few weeks to see if Dojo would be better for her classroom.
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