Understanding Organizational Leadership

In any setting, leaders are tasked with influencing the people around them. In the workplace, leaders are responsible for setting the tone of their teams — for better or for worse. Strong leaders create positive environments where successful outcomes are the norm. Alternatively, poor leaders can create additional obstacles, making success harder to achieve.

Good, or not-so-good, leadership directly impacts the outcomes of a team. With that in mind, honing your leadership skills is a must. To ensure that you’re serving as an effective leader, it’s a good idea to start by understanding your own leadership style, reflecting on what it means to be a leader, and strategizing ways to create a good work culture.

Defining Your Leadership Style

Defining your leadership style is an important step in becoming an effective organizational leader. While all leaders are different, understanding your unique leadership style can help you reflect upon and improve your leadership skills. Listed below are five of the most common leadership styles. Take a look at each description and think about what resonates most with your approach to problem-solving. This list is certainly not comprehensive, so use it as a launching place for further research into different leadership styles.

When reading these descriptions, there might be one style that sticks out among the rest, or you may resonate with a few different styles. In the real world, great leaders can actually shift into different leadership styles depending on the situation. For example, an authoritative leadership style is highly beneficial in high-stakes, high-pressure situations, while a transformational leadership style is key when organizations are undergoing major changes.

Authoritative Leaders

Leaders with an authoritative style are skilled in making quick and confident decisions. They view themselves as mentors for their team and provide ongoing guidance and feedback. They may have a tendency to micromanage, as they operate with the mindset of “I lead, you follow.”

Participative Leaders

Leaders with a participative style encourage team members to contribute to decision-making. They value input from others and encourage open communication. These leaders seek out multiple perspectives but may appear to be indecisive.

Delegative Leaders

Leaders with a delegative style operate with a “hands-off” mentality. They have deep trust in their team and allow team members to identify and use their own strengths. With their hands-off mindset, delegative leaders may struggle to control large groups.

Transactional Leaders

Leaders with a transactional style emphasize structure and set responsibilities. They prefer to adhere to policy and procedure, and they use rewards to encourage team members to meet targets. With their adherence to set structures, transactional leaders may appear rigid and unempathetic.

Transformational Leaders

Leaders with a transformational style value organizational change and emotional intelligence. They think with a future-oriented mindset and work to develop the strengths of each team member. In some contexts, these leaders may seem insincere and ingenuine in their enthusiasm.

Building Trust and Respect Among Team Members

Building trust and fostering respect among team members is a key aspect of effective organizational leadership. Teams that operate in a trusting, respectful environment can communicate more effectively, leading to more positive outcomes. They are able to collaborate efficiently and are more prepared to tackle complex issues when they arise.

However, creating this environment is something that is easier said than done. It can be particularly challenging for people stepping into a leadership role in a new organization, or when a culture of trust and respect has not previously been the norm. The leadership strategies below are just a few of the steps that effective business leaders can take to foster respect and trust within their teams.

Address the Issue

As with any problem, an environment lacking in trust and respect cannot be improved upon if it is not addressed. Allow team members the opportunity to voice their concerns in a confidential manner if necessary. Remind your team members that they are in a safe place to share their thoughts and conduct frequent culture check-ins.

Set Expectations

Before teaching team members to trust and respect one another, it is important to lay out the behaviors that will not be tolerated. Lying, harassment, deflecting blame, and other unprofessional behaviors are in direct conflict with the environment you’re working to create. On the other hand, explain to your team the behaviors that you do expect to see. Openly share your expectations for communication, collaboration, and teamwork.

Focus on the Individual

Take the time to get to know each member of your team in a one-on-one setting. Ask them about their goals, both short- and long-term, and learn about their lives outside of the office. Seek to understand your team members from a professional and personal perspective. By learning about their goals and needs, and sharing information about yourself, you are actively creating a more open and trusting environment.

Ask for Opinions

Keeping an open-door policy can do wonders for building trust. Encourage your team members to come to you with opinions and suggestions. Frequently ask each member of your team about how they’re doing and if there are any changes they want to see in the workplace. Take the time to listen, and be willing to act when necessary. 

Effective Communication Strategies for Leaders

Effective communication is another essential aspect of effective organizational leadership. This fundamental skill set involves being able to clearly and effectively convey information, ideas, and expectations to your team, as well as being able to listen to and understand their perspectives and concerns.

Be Direct

Dancing around an issue is never a good call. Don’t be afraid to address the elephant in the room. Communicate using clear and concise language. When presenting large amounts of information, try to focus on a few key points. Try to eliminate the “fluff” and be conscientious of your team members’ time.

Know What You’re Talking About

Before addressing any topic, you’ll need to do your homework. Take the time to consider any feedback you might receive, and be ready to answer any questions that may arise. Come up with a strategic communication plan before stepping up to the microphone. Remember that competence and confidence go hand in hand. Leave your team members feeling certain that they are working under someone who truly knows their stuff.

Read the Room

Knowing your audience is a key component of effective communication. Evaluate factors like the message you’re delivering, the means through which you’re delivering it, and the audience that will hear it. Delivering big news to a group in a conference room requires a different communication style than delivering a quick update over a video call, so tailor your communication accordingly.

Listen

One of the biggest communication skills is one that actually involves very little communication at all. Learning when to speak and when to listen is a must for all leaders. Leave space for others to contribute, as progress is much more achievable in a conversation than it is in a lecture.

Remain Visible

The best communicators are never too far out of reach. While chat messages and emails are necessary forms of communication, nothing beats a face-to-face conversation. Try to reserve these informal venues for quick updates and check-ins. For anything else, try to arrange a face-to-face conversation.

Creating a Positive Work Culture

Effective organizational leaders are also responsible for creating a positive work culture. A positive work culture can foster engagement, productivity, and a sense of fulfillment among team members. It is essential for the success of both your team and the overall success of your organization.

Plan Team-Building Activities

Though they might elicit an eye roll or two, team-building activities can actually be highly effective. Especially as the workplace moves to an increasingly more remote environment, gathering your team to work toward a shared goal outside of work can help build collaborative teams at work. Gather input from your team, and try to choose an activity they’ll enjoy. Some ideas include a trivia night, an escape room, or a scavenger hunt. Regardless of what you choose, make an effort to limit work discussion and give your team members opportunities to get to know one another on a more personal level.

Show Appreciation

While it is incredibly important to openly discuss problems that arise, it is equally important to openly celebrate the accomplishments of your team members. By taking the time to let team members know that their contributions are valued, they will be much more likely to continue bringing these contributions to the table. 

Be Flexible

Each of your team members does have a life outside of the workplace. Effective leaders understand that sometimes things happen at home that might get in the way of the workflow. When these things do come up, work to collaborate with your team for a solution. This can look like an adjusted deadline, the opportunity to work from home, or help from teammates who may have less on their plate.

Facilitate Breaks

Burnout is one of the greatest enemies of progress. To prevent your team members from feeling overworked, aim to incorporate meaningful breaks in the work day from time to time. Try to discourage working outside of work hours, and encourage small breaks throughout the day. Allow your team to wrap up the day early when the opportunity presents itself, and even consider planning a team-building retreat during work hours.

Developing Organizational Leadership Skills

Effective organizational leaders are deeply passionate about leadership development. They are responsible for continuing to develop their own leadership skills and for developing the leadership skills of each of their team members. By investing in the development of your team members, you can create a pipeline of talented and capable leaders who are well prepared to take on organizational leadership roles within your organization.

Tap into Various Resources

Today’s leadership visionaries are more accessible than you might think. Many have developed online programs that bring their insights directly into your workplace. Get plugged into one yourself and encourage your team members to do the same. You can also take advantage of in-person events, like leadership conferences, which pass along valuable leadership insights to all attendees.

Create Individualized Plans

Goals are much easier to achieve when a plan is in place. When conducting check-ins with your team members and discussing their goals, collaborate with them on an actionable plan to meet those goals. Identify their strengths and weaknesses, incorporate different leadership resources, and set moving deadlines to encourage your team members in reaching, and even exceeding, their goals.

Offer Mentorship Opportunities

Leadership theory has continually emphasized the value of mentorship in the workplace. It provides countless benefits to both the mentor and mentee. Try to pair newer team members with more seasoned ones, and consider developing a mentorship framework to guide their relationship. Work to provide frequent opportunities for mentor-mentee pairs to learn and grow alongside one another.

Motivating and Inspiring Your Team

One common thread between teams with a pattern of success is motivation and inspiration. Through motivation and inspiration, effective organizational leaders foster a productive work environment where teams feel encouraged to put forth their best effort day after day.

Understand the Science

No matter the setting, two types of motivation exist: extrinsic motivation and intrinsic motivation. Extrinsic motivation comes from external sources and includes rewards, like bonuses and promotions. Intrinsic motivation comes within and refers to the feeling of satisfaction when meeting a goal. People who work in management roles should seek out opportunities to provide both forms of motivation, but keep in mind that intrinsic motivation has been shown to be more effective over time.

Share Your Goals

Before your team can work toward a goal, they need to understand exactly what that goal is. Sharing a collective goal serves as a guiding light, providing your team with direction through challenges and uncertainties. The most effective leaders also seek input when defining their strategic goals, ensuring that their team members feel invested in the final outcome.

Foster Collaboration

Motivation can be contagious. Providing opportunities for teamwork is an excellent way to make sure that team members feel continually encouraged. Collaboration helps keep team members engaged with the task at hand and is known to enhance productivity. By fostering a sense of collaboration in the workplace, your team members are able to inspire one another to achieve more than initially thought possible.

Final Thoughts

Effective organizational leaders are known for enacting positive change and leading their teams to success time and time again. The best leaders have a deep knowledge of their leadership style and continue to seek opportunities to grow. They foster trust and respect among their teams and have a strong set of communication skills. These leaders create positive work environments where future leaders are developed and all team members feel inspired and motivated.

If you’re ready to become an effective organizational leader, Crummer’s Center for Leadership Development is ready to support you along the way. Having ranked number one in leadership development for four years in a row, we are fully equipped to provide you with the tools and resources you need to empower yourself and achieve success. With a variety of organizational leadership program offerings, you’re sure to find just the right fit for your career goals.