_ I value my team’s feedback and encourage them to take part in making decisions and implementing their ideas.Put an honest score of between 1 to 5, next to each question, based on how you generally compare as a leader: Step 1: Score Yourself Against Each Question If you want to find your natural style, then complete the simple questionnaire below. Pinning Your Style to the Leadership Grid You lead by these values too, and the results in terms of happiness and productivity are far higher than any other leadership style on this grid. Naturally, this is the one you want to be at.Īnd if you’re normal style fits here on the grid, then you naturally value empowerment, commitment, trust and respect. This means that team members are challenged and empowered to achieve goals and develop their capabilities through consistent growth. Team ManagementĪt this level of management, the leader provides a high focus on both task and people. If you fall within this segment of the leadership grid, then you typically believe that efficiency can only be achieved through proper structure, better working systems and the elimination of people wherever you get the opportunity.Ĭhances are, you’ll achieve efficiency, but will suffer from poor morale and high staff turnover in the long run. And will nearly always result in unhappy staff members, who are resentful to their leaders for being so uncaring. They get paid for it, and that’s as far as it goes.įor the long term, this focus is not constructive to employees. In fact, the natural leadership style means that people are seen as people to do a job. It’s all about output, and little regard to people. This is often called dictatorial or the perish style. The flip side to this is that they won’t be as challenged as they could be – resulting in lower levels of productivity and happiness than someone who leads their team to new achievements. If your natural style is in this range, then you’ll find that you’ll try to create task focus but only to the level that doesn’t result in kickbacks from your team. The problem is that the leader won’t push the boundaries and will often settle for the level of management that won’t cause a discomfort across the team. The leader tries to spark a balance between achieving goals and ensuring the team is happy. There’s a great chance that your number one aim is to preserve your job and seniority, but your team under you are more than likely unhappy, disorganised and frustrated. There’s little concern for employee satisfaction and deadlines. There’s no real emphasis on task or people, and the team are not engaged or directed much. This style involves doing the bare minimum as a leader. The truth is – you’ll often find low productivity, because they’re missing direction. If you’re this style, then your reasoning is that by treating people this way, will lead to self-motivation, and that people will naturally be fired up for work. The onus is to provide the best environment to allow the team to thrive and be productive. This style involves spending most of the time building relationships and focusing on the happiness of each individual. That said, let’s take a closer look at each management style in the leadership grid. I’ve written an in-depth article on this, covering Adair’s leadership framework. The relationship on how much emphasis you put on a task and your people, is similar to one of the main leadership theories out there. Here’s the leadership grid, which you can map your natural leadership style on: Once you do, you can develop your skills to get the best out of your team. Whilst no one leadership style suits every situation, it’s important to know what your natural style is, first. It’s based on 5 different leadership styles – Each identify the varying degrees of task and people focus: It was created by Leadership Theorists Blake and Mouton, and allows you to diagnose how much concern you hold for getting the job done (task-centred) and how much you focus on the happiness of your team members (person-centred). What is the Leadership Grid? The leadership grid is a simple way to identify your natural team management style. And where you sit on the ‘task versus people’ spectrum. We’ll explore how you can use it to determine your leadership preference. What’s your first thought when talking to a new recruit? Is it a low down on the targets and KPIs that need to be met? Or do you like to spend more time to get to know them and what their strengths and weaknesses are (and how you can help develop them)? These questions form what the leadership grid is about.
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