Using the questions from the Leadership Style Test (Psychology Today) (Links to an external site.), interview a member of leadership in your organization (or one with which you are familiar) and determine their leadership style(s). Then, ask questions similar to the following:
• Do you feel this test is accurate?
• What other leadership styles are leveraged within the organization?
After receiving responses to these questions, please determine the following:
• How do these leadership styles compare to your own as identified by the Mindtools Quiz?
• What recommendations could you make to the interviewee that would improve their ability to lead based on their identified leadership style?
• What specific actions can you take to support the interviewee now that you know their leadership style?
• What leadership style(s) would you like to see leveraged within the fictitious organization you named in Module 1?
Submission Guidelines
Please write a paper of 500 - 750 words that adequately addresses each of the questions. Include the interview questions and responses as an appendix to this paper. Include references that support your responses and cite them using current APA format.
Save your assignment using a naming convention that includes your first and last name and the activity number (or description). Do not add punctuation or special characters. Consult the grading rubric for detailed evaluation criteria.
Mindtools Quiz Score: 22
Explanation:
21-27 You lean toward a democratic or participative style of leadership. You tend to set the parameters for the work and have the final say on decisions, but you actively involve your team members in the process.
This style can build trust between you and your people, as they'll likely feel engaged and valued. But it's not great in a high-pressure situation that requires a fast turnaround, as it will slow you down. And, if you dislike disagreement or conflict, you might struggle with how people respond to consultation. Read more below.
Democratic, Participative Leadership
With this approach, you set goals, guide team discussions, and make the final decision. But you also acknowledge that your people can have valuable insight into a problem or process, so you actively consult them . As a result, you'll likely gain creative input and fresh ideas that you wouldn't have come up with if you were working alone.
You might wonder how to manage differing opinions in the team, once you've invited participation in this way. Your goal is to build a culture in which people can have healthy debates with one another. So:
• Set an example by being open and flexible yourself.
• Make managing mutual acceptance a priority, to ensure everyone's participation.
• Learn some Conflict Resolution skills.
• Read our article on Managing Emotion in Your Team.
Be aware that processes could become dangerously slow if you involve your team members in every decision. You'll need to judge carefully whether you need to adopt a more autocratic approach, even if it's only briefly.