Discover published sets by community

Suggests that leadership is not an innate ability but a set of actions and behaviors that can be learned and taught; distinguishes between task-oriented and people-oriented behaviors.

Leaders make decisions unilaterally without much input from subordinates, often leading to a well-defined group action.

Similar to democratic leadership, this style involves the leader including one or more employees in the decision-making process.

Leaders inspire and motivate followers to achieve extraordinary outcomes and, in the process, develop their own leadership capacity. This theory involves vision, inspiration, challenges to the status quo, and supportive environments.

A collaborative leadership model where leadership roles are distributed within a team or organization, and members take on leadership functions based on expertise and relevance to the situation.

Leaders encourage adaptability and learning in the face of complex challenges, promoting a dynamic approach to problem-solving and change.

Leaders adhere strictly to rules, regulations, and policies, often resulting in a highly structured and formalized leadership approach.

A growing field of leadership that applies findings from neuroscience to understand the best ways to lead, motivate, and develop people in organizations.

Involves understanding and bridging cultural differences within an organization to lead effectively in a global or multicultural context.

The leader takes a hands-off approach, providing little to no direction and allowing group members to make the decisions.

Focuses on identifying the traits that distinguish leaders from non-leaders, suggesting that certain individuals have innate qualities that make them better suited to leadership.

Based on exchanges and transactions between leaders and followers, often involving rewards for specific achievements or consequences for failing to meet standards.

Leaders prioritize the needs of the team and their development before their own, focusing on service to others as the main driver of leadership effectiveness.

Leaders prioritize creating harmony among their team members and connecting with them emotionally, valuing people and their emotions more than tasks and goals.

Emphasizes the leader's role in coaching and developing followers to achieve their goals, with the leader adapting their style to the needs of the employee and the work environment.

Leaders who practice this style solicit input from all members of the group and encourage participation in decision-making.

This leadership style involves the leader articulating a vivid future state that inspires followers to go above and beyond their present comfort zone.

Leaders set high standards for performance and exemplify them themselves, expecting followers to follow suit and perform at the highest level.

Leaders demonstrate ethical behavior in all interactions and decision-making processes, creating a culture of fairness, honesty, and accountability.

Centers on the authenticity and ethical presence of the leader, highlighting transparency, integrity, and trustworthiness as critical components.

This kind of leader leads by example and influence rather than by direct authority, often working behind the scenes to support and guide.

A leadership approach that creates a strong team by building a clear purpose, managing the team dynamics, and providing a supportive environment.

Posits that there is no one best way to lead and that leadership effectiveness is determined by the context or environment in which it is exercised, often requiring adaptability in style and approach.

A leadership style that focuses on the personal and professional growth of followers by providing individualized attention, support, and encouragement.

Involves the ability to influence others to voluntarily make day-to-day decisions that enhance the prospects for the organization's long-term success.

Characterized by leaders who are self-centered, have a strong need for admiration, and lack empathy for others, which can result in toxic workplaces.

Proposes that leaders must adjust their leadership style according to the maturity level of their followers and the specifics of the task at hand.

Relies on the charm and persuasiveness of the leader. Charismatic leaders inspire and enthuse followers through their magnetic personality.

Focuses on the emotional intelligence of leaders and their ability to drive emotions in a positive direction as a main element of their effectiveness.