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Autocratic and negotiating leadership

When people talk about leadership styles, there are several different models to choose from. However, regardless of the model, implementing or practicing a particular leadership style is never a simple process and hopes to achieve the desired results. "Leadership" itself is both art and science. A key factor that all leaders should have is their ability to communicate their vision and values ​​to the people they lead and to get people to buy their vision and values.

The key question is whether the leader wants his people to "buy" or whether he is trying to "sell" his vision. When you want to "sell", you need to persuade and give the impression that the ideas you have are good for people, so they should accept it. This is often a challenging dilemma because sometimes the people you lead may not fully see the relevance of your vision and values, or you may not accept them. But if you can create an environment where people think you have important visions and values ​​and they buy them to benefit them, then you have created a successful formula to guide you. People.

If you want your employees to “buy” rather than “sell” your vision and values, you need to be meticulous about the type of leadership style you portray. I personally found that in this case, leadership can be divided into authoritarian leadership style or consulting leadership style.

Authoritarian leadership style

Autocratic leadership is based on a clear top-down approach. The leader is in absolute power and he can implement and do whatever he wants. Often in an authoritarian leadership environment, there is not much discussion of the matter because people find that their voice is not important in their organization's problem solving and decision making.

An authoritarian leader will be the driving force of his people, and without his leadership, the organization will not function. Often, authoritarian leaders like to delegate their power, but at the same time they are bound by all subordinates. They also like to direct their employees to do things the way they want, and may create a “my way or highway” work environment. The impression of an authoritarian leadership style is that the leader is seen as a violent tyrant who is feared and followed.

Although there are some reasons for this, authoritarian leadership is not necessarily a bad thing. In fact, in some cases, authoritarian leadership should be the preferred style. An example of an authoritarian leadership style that may apply is that the organization is new and people lack experience, so leaders are required to guide their work. Another example is that if people get out of touch at work and don't have a clear direction, then this destructive internal political activity can lead to emotional tensions in the way organizations manage. Here, strong authoritarian leadership may help realign the organization to its original position and restore health to people.

The downside of all this is that long-term involvement in authoritarian leadership styles can strain the relationship between leaders and people, because people may find that leaders are so task-oriented and they may feel resentful. . Moreover, when the leader becomes too authoritarian, he may forget that he is dealing with humans rather than machines, and may create the impression that people are only part of the machine. This can create a sense of disharmony in the work environment, which in the long run is not good for leaders, people and organizations. Accepting the suggestion of Dwight D. Eisenhower, he said: "You will not lead because you hit the head – this is an attack, not a leader."

Consulting leadership

In the long run, negotiating leadership is the best choice. Management guru Kenneth Blanchard said: "The key to successful leadership today is influence, not authority." This is the essence of negotiating leadership, because leaders must develop the ability to influence people, rather than impose their authority on the level of authoritarian leadership. In negotiating leadership styles, leaders will effectively involve subordinates in the process of decision making and problem solving. This style of leadership supports the fact that the leader is indeed the servant of the person he leads. The people have the right to consult with the leaders and to make recommendations that they know they will be seriously considered by the leaders.

In addition, the negotiated leadership style endorses the notion of empowerment rather than empowerment. When a leader gives power, he basically gives the follower a hand to do the necessary things. The leader can make certain parameters for the person's work and ensure that he is kept in circulation. In the style of negotiating leadership, the leader still has a strong vision and specific values, and he can communicate with his people. However, unlike authoritarian leaders, the concept of negotiating leadership style is to manage people-centred management rather than task-oriented management.

The role of the negotiating leader will continue to involve the development of his people by understanding the needs and needs of the people. The only way to get this information is to talk to people, define your goals and wishes, and synchronize them with your personal vision. When people experience this state of being, they will be more willing to “buy” the vision and values ​​of the leader.

In the long run, negotiating leadership will be the most appropriate. As the organization matures, leaders must learn to move from empowerment to empowerment. As people become more experienced and participate in their professional relationships with leaders, you will have to play the role of a mentor. A consultative leadership style will give you the ability to identify the strengths and weaknesses of your individual and give you the opportunity to develop the best of them. Elisabeth Dole's parting quotes seem to be easy to mention here, she said: “What you always do before you make a decision is consulting. When you are listening to those who are going to be affected, the best public policy. It will appear. Then, once the policy is determined, you will ask them to help you sell it."

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