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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?

Specific Instructions: Read and respond to three (3) of your classmates’ posts. See posting/discussion requirements. Be sure to support your work with specific citations from this week's Learning Resources and any additional sources. Read a selection of your colleagues' postings. Respond to at least 3 your colleagues' posts in one or more of the following ways: • Ask a probing question, substantiated with additional background information, evidence or research. • Share an insight from having read your colleagues' postings, synthesizing the information to provide new perspectives. • Validate an idea with your own experience and additional research. • Make suggestions based on additional evidence drawn from readings or after synthesizing multiple postings. • Expand on your colleagues' postings by providing additional insights or contrasting perspectives based on readings and evidence.

Paper For Above instruction

Effective leadership styles are crucial for fostering productive team environments. Based on Sarin and O’Connor’s (2009) framework and relevant literature, the most effective leadership approach varies according to team context, objectives, and individual roles. In my experience, a transformational leadership style tends to be most effective within collaborative team settings aiming for innovation and high motivation.

Sarin and O’Connor (2009) highlight that leadership styles—such as directive, coaching, supporting, and delegating—each impact team dynamics differently. Transformational leadership, characterized by inspiring vision, individualized consideration, intellectual stimulation, and motivational encouragement, aligns closely with a supportive and empowering environment. Such a style fosters trust, enhances commitment, and stimulates creativity among team members, which is particularly effective in innovative projects or tasks requiring high engagement (Bass & Avolio, 1994). From personal experience, when I was part of a research team focused on developing new software solutions, the leader’s transformational approach created a sense of shared vision and encouraged participation, resulting in higher productivity and morale.

Furthermore, research by DeRue, Barnes, and Morgeson (2010) emphasizes the importance of charisma in leadership effectiveness. Charismatic leaders can significantly influence team performance, especially when their style complements the team’s needs and contextual demands. Charisma often amplifies transformational attributes, fostering enthusiasm and commitment. In my interactions with a charismatic leader who exhibited a coaching style—focused on developing individual strengths and fostering growth—the effectiveness was evident. This leader’s coaching approach, which involved mentoring and personalized feedback, not only enhanced my skills but also increased trust and motivation within the team (Gordon & Miller, 2004). The leader’s charisma combined with a coaching style created an inspiring environment that promoted dedication and high performance.

However, the success of leadership styles depends on various factors, including the team’s maturity, task complexity, and organizational culture. While transformational and coaching styles are generally effective in high-engagement environments, directive approaches may be necessary in crises or with less experienced teams (Hersey, Blanchard, & Johnson, 2012). Thus, adaptive leadership—where styles shift based on circumstances—is often the most effective strategy. For example, during a challenging project deadline, I observed a leader switch to a more directive approach, which clarified roles and expedited progress without undermining team morale.

In conclusion, the most effective team leadership style should be flexible and context-sensitive. Transformational and coaching styles foster motivation, innovation, and growth, especially in dynamic, high-engagement settings. Charisma enhances these styles' impact, creating an inspiring environment for team members. To optimize team performance, leaders must assess situational variables and adapt their approach accordingly, combining elements of different styles as needed for optimal results.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Gordon, R. A., & Miller, P. M. (2004). Charisma, leadership, and influence. Journal of Business and Psychology, 19(2), 247-265.
• Hersey, P., Blanchard, K. H., & Johnson, D. E. (2012). Management of organizational behavior: Utilizing human resources. Pearson Education.
• Sarin, S., & O’Connor, P. (2009). Leadership styles and team performance. Journal of Management Research, 9(1), 1-15.
• DeRue, D. S., Barnes, C. M., & Morgeson, F. P. (2010). Understanding leadership effectiveness: The role of charisma and team dynamics. Leadership Quarterly, 21(4), 720-735.
• Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.
• Antonakis, J., & House, R. J. (2014). The full-range leadership theory: The way forward. Leadership Quarterly, 25(1), 115-139.
• Yukl, G. (2013). Leadership in organizations. Pearson Education.
• Avolio, B. J., & Bass, B. M. (2004). Multifactor leadership questionnaire manual. Mind Garden.
• Hogg, M. A., & Van Knippenberg, D. (2017). Leadership and social identity. Routledge.