LEADERSHIP

ORGANIZATIONAL BEHAVIOR
MEMBERS OF THE GROUP

 SEBIT SILVANO LINO 21/IUEA/MBA/094-M

 HODAN MOHAMED OSMAN 21/IUEA/MBA/114-M
 MOHAMED ABDI AHMED 21/IUEA/MBA/550-M
 MALITLHARE LEBOHANG SEPIPI 21/IUEA/MBA/271-M
 VINDICK TSHILUMBAYI KATUKU 21/IUEA/MBA/075-M
 KIGOZI PHILLIP NEIL WALUSIMBI 21/IUEA/MBA/189-M
 AHMED KASIM ALI 21/IUEA/MBA/145-M
 MOHAMED ALI SAID 21/IUEA/MBA/134-M
 EMMANUEL STEPHEN LADO LUKADI 21/IUEA/MBA/137-M
MEMBERS OF THE GROUP

 HASSAN MUKHTAR HASSAN 21/IUEA/MBA/636-M

 ALI ADEN MOHAMED 21/IUEA/MBA/150-M
 ABDURIZAK ABDULLAHI ALI 21/IUEA/MBA/709-M
 DUT COSTA MARIAL MANYIEL 21/IUEA/MBA/201-M
 MAKI NGULO DEORATIAS 21/IUEA/MBA/698-M
 NIMO SELEBAN HASSAN 21/IUEA/MBA/661-M
 SILVIO A TUNE 21/IUEA/MBA/711-M
 Introduction

 Leadership is the ability of an individual or a group of individuals to influence and guide followers or
other members of an organization. 
 Leadership involves making sound and sometimes difficult decisions, making and articulating a clear
vision, establishing achievable goals and providing followers with the knowledge and tools necessary to
achieve those goals.
 An effective leader have the following characteristics:
 self-confidence, strong communication and management skills, creative and innovative  thinking,
perseverance in the face of failure, willingness to take risk , openness to change, and levelheadedness and
reactiveness in times of crisis.
 contin

 What makes a great leader?

  great leaders know how to both inspire people and get followers to complete the tasks that achieve the
leader's goal.
 Although the terms leadership and management are sometimes used interchangeably, they are not the same
concept.
 leadership involves creating and articulating a vision and inspiring others to want to work toward that
vision. But leaders may not be skilled at or involved with the day-to-day management of the work needed
to turn that vision into a reality
 Conti………..

 Management, on the other hand, is the oversight of the tactical steps required to complete the work needed
to actually achieve the objective.
 Leadership requires individuals to possess certain key traits.
 strong communication skills, charisma, assertiveness and empathy.

 Many individuals inherently possess some leadership characters, but most individuals have to develop
many, if not all, of the characteristics associated with leadership.
TYPES OF LEADERSHIP

 1. Coach
 What does the coach leadership style look like?
 The coaching leadership style focuses on recognizing and nurturing the
strengths of each team member and working with them to improve their
collective outcomes.
 When is the coach leadership style effective?
 A 2016 study found that coaching leadership was most effective in building
relationships and self-efficacy
conti

 This type of leader is best placed in direct management roles, working with
teams where individual members lack the skills or knowledge they need to
achieve their goals or have become bored or dissatisfied over time.
 And when is the coach leadership style not effective?
 When almost 70% of workers say they’d work more effectively if they were better
recognized for their work, it might seem that the coaching leadership style is
appropriate for every situation.
 However, coaching leadership is time-intensive and focuses on the management
of daily tasks. This makes it less useful in high-level or high-pressure leadership
scenarios where a quick turnaround is necessary or where you just need good
results, fast.
conti

 2. Visionary
 What does the visionary leadership style look like?
 A visionary leader is a big-picture thinker. They’re all about the company’s
mission, which they use to unite and inspire their employees. They set big
goals and encourage teams to think freely about how to reach them. 
 Steve Jobs famously said when hiring John Sculley, the former chief executive
officer of Pepsi, “Do you want to sell sugared water for the rest of your life? Or
do you want to come with me and change the world?” 
conti

 When is the visionary leadership style effective?

 The visionary leadership style is most effective when a big change is afoot and
when a clear vision is needed to move the company forward.
 And when is the visionary leadership style not effective?
 visionary leadership is about the big picture. It’s not about the day-to-day,
 If you’re looking for someone to fix operational issues or execute projects, a
visionary leader is not your best bet.
 You also need to be mindful of the dangers of visionary leadership. You’ll have
to make sure you have a solid series plan in place so that you’re not left in the
lurch if a charismatic leader leaves
conti

 3. Servant
 What does the servant leadership style look like?
 Instead of viewing themselves as commanders who all employees under
them must obey, servant leaders consider their job to be empowering their
teams to succeed.
 In a team setting, servant leadership might look like a sales manager who sets
a clear target for the next quarter and schedules one-on-one talks with each
of their reps to discuss what they need to meet it. If the team falls behind, the
manager pitches in to help them stay on track.
Cont….

 When is the servant leadership style effective?

 A servant leadership style is ideal when your leader will be managing
disparate workers or teams who need to be able to work independently, such
as:
1. Remote teams of freelance writers or developers
2. Traveling salespeople 
3. Offices in different regions or countries
conti

 And when is the servant leadership style not effective?

 The servant leadership style has aspects in common with coaching leadership
in that it is time-intensive and relies on listening.
 In practice, this means that it’s not well suited to roles that require time-
pressured decision-making.
 It is also highly practical, which means that in a high-growth or startup-like
work environment where creative brainstorming is needed, a servant leader
may lack authority and the ability to keep their workers united around the
overall vision.
conti

 4. Autocratic
 What does the autocratic leadership style look like?
 Autocratic, or authoritarian, leadership is seen in leaders who seek no input
from their employees and make decisions entirely based on their own
expertise and judgment. 
 In short: It’s their way or the highway.
conti

 When is the autocratic leadership style effective?

 The autocratic leadership style gets a lot of criticism, but it can be useful in
some situations.
 One of these is in battleground situations, such as if your company is facing a
crisis and needs fast decision-making.
 It can also be a good idea to give the most skilled person autocratic control in
highly technical companies and projects so that they can make well-informed
decisions quickly. 
Conti……

 And when is the autocratic leadership style not effective?

 As we’ve mentioned, autocratic control is not a popular leadership style. In
fact, many people associate it with their worst boss.
 This is because such totalitarian leadership can cause issues for employee
morale, engagement, and productivity since making employees feel heard at
their workplace makes them three times more likely to be highly engaged.
 With this in mind, you should steer clear of autocratic business leaders in
times of large-scale growth or change, such as after a merger, when you want
company culture to be at its best to boost productivity.
Cont….

 5. Laissez-faire
 What does the laissez-faire leadership style look like?
 Laissez-faire leadership is relaxed and hands-off. Instead of directly handing
down tasks to employees, laissez-faire leaders trust them to meet their goals.
 If an autocratic leader is a professor who hands out specific assignments and
readings to their students, a laissez-faire leader is their colleague who tells
them to explore the topic on their own terms.
 When is the laissez-faire leadership style effective?
 The laissez-faire leadership style is most effective in creative industries and
innovative environments.
 It can also be useful when managing a workforce made up of predominantly
millennials and Gen Z, who value flexibility: 67% of millennials say that flexible
working is important for promoting a work-life balance.
 And when is the laissez-faire leadership style not effective?
 To work well under a laissez-faire leader, your team needs to be:
• Skilled
• Self-motivated
• Independent
• Clear on what their role and responsibilities are
 Laissez-faire leadership doesn’t work well when your team needs hands-on
development, guidance, or co-ordination. For instance, development projects
often fall apart without a hands-on project manager to wrangle them.
 6. Democratic
 What does the democratic leadership style look like?
 Democratic leaders listen to their employees’ perspectives when making decisions
and, when a consensus cannot be reached, aim for a compromise that takes into
account all perspectives.
 In practice, that might look like:
• Taking votes on important decisions, e.g., launch timelines for new products
• Collecting employee feedback on branding materials
• The team leader being the last to speak during team meetings and brainstorming
sessions
 When is the democratic leadership style effective?
 Democratic leadership is effective in teams that are highly skilled and
experienced, particularly when those skills and experiences are diverse.
 A medical team is a good example. Ideally, the doctor in charge of care for a
critically ill patient would consult a number of specialists who have also
examined the patient before making big decisions for that person, such as
changing their medications, performing risky surgical procedures, or
discharging them from the hospital.
Conti…..

 And when is the democratic leadership style not effective?

 Although a democratic leadership style is useful in situations in which all team
members are working in service of the same vision, it can break down in
more tense scenarios.
 Employees are unlikely to vote against their own interests, and if you’re
heading into a gnarly restructuring period, making decisions democratically
could bring decision-making to a halt or cause you to be too lax in making
cuts.
 7. Pacesetter
 What does the pacesetter leadership style look like?
 A pacesetter leader is most focused on achieving goals. They want everything
to be done better and faster. They set high standards that they uphold
themselves in their own work, and they rely on goal-setting more than praise
when it comes to motivating their teams.
 In real terms, imagine the most intense sales manager you can. They set high
targets and only praise the reps who exceed them; if you’re behind the pack,
you can expect this manager to start barging into your sales calls and taking
over.
 When is the pacesetter leadership style effective?
 The pacesetter leadership style is effective in temporary projects and teams
that are already highly motivated and competent and have clear measures for
success and growth. 
 And when is the pacesetter leadership style not effective?
 One of the problems that Goleman identified with pacesetter leaders is that
they can often overwhelm their teams with their high expectations and leave
them feeling burnt out and undervalued.
 What’s more, being so results-oriented leaves little room for creativity or
innovation
 8. Transformational
 What does the transformational leadership style look like?
 Transformational leaders motivate their teams to innovate and create
organizational change in service of their company’s overall mission. Think of it
as a cross between the coaching and visionary leadership styles.
 When is the transformational leadership style effective?
 Transformational leadership, as you’d expect from the name, is most effective in times
of change.
 This could be during mergers and acquisitions, restructuring, rebranding, diversifying
a product line – any situation in which you need a leader to run point on innovation.
 And when is the transformational leadership style not effective?
 Transformational leadership may not work within less agile business structures or in
companies where teams or individual employees are largely siloed from one another.
 It works best with skilled employees who don’t need much guidance, development, or
supervision – a more hands-on approach is more effective for less experienced teams.
 9. Transactional
 What does the transactional leadership style look like?
 Transactional leadership is all about efficiency and sustainability.
 Transactional leaders run a give-and-take system in which employees are
rewarded for good performance and punished for bad – these leaders are not
interested in making waves.
 Think of the basic parameters of an elementary school teacher. They give out
gold stars and certificates when you’re good, and they call your parents when
you’re naughty. The rest of the time, they follow the curriculum.
 When is the transactional leadership style effective?
 Transactional leadership is all about efficiency and job performance, so it’s no
surprise that it’s been proven to improve job performance in settings such as
banks.
 And when is the transactional leadership style not effective?
 Transactional leadership alone is not suitable for most cases because ongoing
feedback from peers and check-ins are key to successful team outcomes,
according to 89% of HR leaders.
 10. Bureaucratic
 What does the bureaucratic leadership style look like?
 Bureaucratic leadership is by the book. Although a bureaucratic leader may
listen to their employees’ input when making decisions, if it clashes with
company policy, it’s out. 
 Bureaucratic leaders are most common in big, old, traditional institutions. A
phrase you’d be likely to hear from a bureaucratic leader is “That’s not the
way we do things around here.”
 When is the bureaucratic leadership style effective?
 There’s a reason bureaucratic leadership is associated with big corporations,
and that’s because it’s hard to run such a big company effectively without a
secure operating framework.
 And when is the bureaucratic leadership style not effective?
 In most cases, bureaucratic leadership is not an effective leadership style.
 Today, more than 60% of professionals say that their industry is being
disrupted or has unpredictable market conditions. Bureaucratic leadership,
particularly in smaller companies, can make it harder for you to adapt to
these disruptions and innovate to outpace them.
Summary of leadership styles in
business
Leadership style Summary Pros Cons

Improves company
Time-intensive;
Motivational, culture; develops
focuses on daily tasks
Coaching supportive, individual team
rather than the big
relationship-building members; improves
picture
self-efficacy

Ideal for chief

Not very practical or
executives and
hands-on; may pose
Inspirational, big- entrepreneurs; great
Visionary issues when it comes
picture thinking for creating a
to succession
company mission and
planning
roadmap
 Hard to measure
since it’s more of an
Creates independent
Empowering, ongoing goal; time-
Servant teams; positive
supportive intensive; not good
company culture
for quick decision-
making

Lower morale among

Boosts efficiency;
employees, resistance
Decisive, provides structure,
Autocratic to change; little room
authoritarian ideal for times of
for collaboration or
crisis
innovation
 Greater team
Lack of clarity
accountability;
around roles; lack of
Hands-off, relaxed, more creativity and
Laissez-faire structure; requires
trusting flexibility; greater
self-sufficient
employee
workforce
satisfaction
More open to change; Slower decision-
Collaborative, fair, takes in many making; less likely to
Democratic
trustworthy different points of be able to make
view; better morale tough decisions
 • Low employee
morale; higher
• More efficient; rate of burnout;
• Fast-paced,
• Pacesetter leads by example; less room for
results-oriented
drives growth creativity;
innovation, or
collaboration

• Requires
employees who are
• Promotes good at time and
innovation and priority
collaboration; management;
• Innovative,
experienced and focuses on short-
• Transformational collaborative,
confident term idea
strong delegation
employees feel generation rather
trusted and than sustainable
supported growth; not a good
fit for less agile
companies