Team Leadership And Management Style Part 1 According To The

Team Leadershipmanagement Stylepart 1according To The Sarin And Oco

Team Leadership/Management Style Part 1: According to the Sarin and O’Connor (2009) article, certain style and goal structures of team leaders have a strong influence on internal team dynamics. Based on your research within the article and textbook, as well as your own experience, what team leader management style would be most effective in leading a team in which you were a member? Part 2: DeRue, Barnes, and Morgeson (2010) found that team leadership style effectiveness depended on the level of charisma exhibited by the leader. Drawing from the article and the textbook, have you ever worked for a charismatic leader? What style (coaching or directing) did that leader administer? Was he or she effective in leading you as part of the team?

Effective team leadership is paramount in ensuring that a team functions smoothly and achieves its objectives. Various leadership styles influence internal dynamics, motivation, and performance outcomes. According to Sarin and O’Connor (2009), a leadership approach that balances task orientation with relationship building is most conducive for fostering a cohesive team environment. Considering my own experiences and the insights from the literature, a participative or transformational leadership style would be most effective in leading a team. Such styles promote engagement, innovation, and a sense of shared purpose, which are critical for team cohesion and motivation (Northouse, 2018). This approach entails empowering team members, encouraging open communication, and aligning individual goals with team objectives, thereby enhancing performance and satisfaction.

Transformational leadership, in particular, emphasizes inspiring team members to transcend their self-interests for the good of the group by creating a compelling vision and fostering an environment of trust (Bass & Riggio, 2006). Empirical studies support that transformational leaders improve team performance by motivating members through intellectual stimulation and individualized consideration (García-Morales, Llorens-Montes, & Verdu-Jover, 2008). As such, I believe that adopting a transformational style would be most effective in a team setting, as it not only drives productivity but also promotes personal growth among team members.

Impact of Charisma on Leadership Effectiveness

Drawing from DeRue, Barnes, and Morgeson (2010), leadership effectiveness can significantly depend on the charisma level exhibited by leaders. Charismatic leaders are often perceived as inspiring and motivating, which can enhance team cohesion and performance (Conger & Kanungo, 1988). Reflecting on my own professional experiences, I have worked under a charismatic leader who predominantly employed a coaching style. This leader was highly energetic, confident, and able to articulate a compelling vision, which inspired the team to pursue challenging goals. His style was more oriented towards developing individual competencies and providing personalized feedback, characteristic of coaching leadership.

In terms of effectiveness, I found this leader to be very successful in motivating the team and fostering a supportive environment. His charisma combined with coaching techniques created a sense of trust and personal investment in team goals. According to Goleman (2000), charismatic leaders typically excel in emotionally charged situations and are skilled at rallying team members around shared visions. However, I also observed that such leadership can sometimes lack direction if charisma is not matched with clear strategic guidance. Overall, the charismatic coaching style was effective in my experience, as it enhanced engagement and performance.

Responses to Classmates’ Posts

In engaging with my classmates’ posts, I would ask probing questions such as: How do you think a leader’s style should adapt when managing diverse teams with varying cultural backgrounds? Or, based on your experiences, what are the potential downsides of highly charismatic leadership, and how can they be mitigated?

Additionally, I would share insights, synthesizing shared perspectives on leadership styles. For instance, if a peer emphasizes the importance of a directive approach in certain contexts, I might contribute that combining directive and participative styles can sometimes optimize outcomes depending on team maturity levels (Blanchard, 2007). Such exchanges deepen understanding by integrating theory with real-world observations.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Lawrence Erlbaum Associates.
• Blanchard, K. H. (2007). Situational Leadership II: The Critical Leadership Skills. Blanchard Training & Development.
• Conger, J. A., & Kanungo, R. N. (1988). The influence of charismatic leadership on group performance. Journal of Applied Psychology, 73(3), 438–444.
• García-Morales, V. J., Llorens-Montes, F. J., & Verdu-Jover, A. J. (2008). Effects of transformational leadership on organizational performance through knowledge and innovation. Journal of Business Research, 61(4), 426–437.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78–90.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Sarin, R., & O’Connor, G. C. (2009). Towards a framework for understanding leadership in new product development teams. Journal of Product Innovation Management, 26(3), 326–351.
• deRue, D. S., Barnes, C. M., & Morgeson, F. P. (2010). Understanding the effects of leader charisma: An exploration of leadership–follower fit. Leadership Quarterly, 21(5), 816–836.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
• García-Morales, V. J., Llorens-Montes, F. J., & Verdu-Jover, A. J. (2008). Effects of transformational leadership on organizational performance through knowledge and innovation. Journal of Business Research, 61(4), 426–437.