Leadership Styles
Importance of Relationships among Team Members
Importance of
Tasks
Leadership Styles
Importance of Relationships among Team Members
Participator
Persuader
Importance of
Tasks
Permitter
Prescriber
Leadership Styles
Importance of Relationships among Team Members
Participator
Persuader
Importance of
Tasks
“He's a genuine spineless, mealymouthed
fly-fisher.”
-A subordinate describing Col. Henry Blake
Permitter
Prescriber
Leadership Styles
Importance of Relationships among Team Members
Participator
Persuader
Importance of
Tasks
“He's a genuine spineless, mealymouthed
fly-fisher.”
-A subordinate describing Col. Henry Blake
Permitter
“Am I going MAD, or did the word
"think" escape your lips? You were
not hired for your brains, you
hippopotamic land mass.”
-Vezzini in “The Princess Bride”
Prescriber
Leadership Styles
Importance of Relationships among Team Members
Participator
Persuader
Rudy Huxtable: [crying] I want to see a doctor.
Dr. Heathcliff 'Cliff' Huxtable: I am a doctor.
Rudy Huxtable: [still crying] No you're not!
You're Daddy!
Importance of
Tasks
“He's a genuine spineless, mealymouthed
fly-fisher.”
-A subordinate describing Col. Henry Blake
Permitter
“Am I going MAD, or did the word
"think" escape your lips? You were
not hired for your brains, you
hippopotamic land mass.”
-Vezzini in “The Princess Bride”
Prescriber
Leadership Styles
Importance of Relationships among Team Members
Participator
Rudy Huxtable: [crying] I want to see a doctor.
Dr. Heathcliff 'Cliff' Huxtable: I am a doctor.
Rudy Huxtable: [still crying] No you're not!
You're Daddy!
Persuader
“My job is to get players to do things
they don’t want to do to become the
players they want to be.”
-Tom Landry, Dallas Cowboys coach
Importance of
Tasks
“He's a genuine spineless, mealymouthed
fly-fisher.”
-A subordinate describing Col. Henry Blake
Permitter
“Am I going MAD, or did the word
"think" escape your lips? You were
not hired for your brains, you
hippopotamic land mass.”
-Vezzini in “The Princess Bride”
Prescriber
Leadership Styles
Importance of Relationships among Team Members
Participator
Persuader
Importance of
Tasks
Permitter
Prescriber
Leadership Styles
Style
Prescriber
(High task,
low
relationship)
Persuader
(High task,
high
relationship)
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Participator
(Low task,
high
relationship)
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Permitter
(Low task, low
relationship)
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Characteristics
Leaders make the decisions
Subordinates expected to bring
problems to leader, not solve
problems themselves
Mostly one way
communication (two way only
when leader needs
information)
Limited personal interaction
Considers others’ input in
decisions
Two way communication
Frequent interaction
Supervisor provides support
and encouragement
Focus on understanding
concerns of others.
Leader sets general
expectations but does not make
every decision
Allows others to structure own
jobs
Subordinates solve problems
but can ask for help when
needed
Frequent interaction
Leader provides general
definition of the job structure
May or may not interact a lot
with subordinates
Allows others to solve their
own problems
Emphasis
Leader calls
the shots by
prescribing
what should be
done
Leader calls
the shots after
getting input
Leader coach
professional
staff through
participating
with them
Leader
develops plan
that allows
subordinates to
do jobs with
little direction
When to use?
Pause to Reflect
1.
Which leadership style comes most naturally to you?
2.
Which style would be most effective for your position at
HOC? Why? (Consider staff competency, the amount of
work that needs to be done, how staff communicates, etc.)
3.
If your answers to 1 and 2 are different, how can you adjust the way you work?
4.
What problems might arise if you do not make this adjustment?
Other things to consider
1.
What leadership styles do you see in the people you supervise?
2.
Do their styles fit well with their job duties?
3.
If an employee’s style is not a good fit with their job duties, how can you discuss the
situation with them?
Communication Styles
Information
Social
Withdrawn
People
Communication Styles
Director
Thinker
Information
Social
Withdrawn
Socializer
Relator
People
Communication Styles
Director
Thinker
Information
Social
Withdrawn
Mr. Snuffleupagus
Socializer
Relator
People
Communication Styles
Director
Thinker
Information
Mr. Spock
Social
Withdrawn
Mr. Snuffleupagus
Socializer
Relator
People
Communication Styles
Director
Thinker
Information
Larry the Cable Guy
Mr. Spock
Social
Withdrawn
Mr. Snuffleupagus
Socializer
Relator
People
Communication Styles
Director
Thinker
Information
Larry the Cable Guy
Mr. Spock
Social
Withdrawn
Ferris Bueller
Mr. Snuffleupagus
Socializer
Relator
People
Communication Styles
Information
Social
Withdrawn
People
Directors
Like to get things done
Like challenges
Work independently
Innovators
Leaders
Bold
Adventurous
Goal oriented
Self-confident
Take charge attitude
Problem solvers
• Like communication in bullet points; don’t overload them with extra information.
Thinkers
Has to get things right
Factual
Organized
Controlled
Analytical
Sensitive
Least trusting
Like details
Consistent
Accurate
Perfectionism
Discerning
Looks for patterns
Ask “What worked before?”
Thinkers like to have all the pertinent details so they have the necessary information to
make a well informed decision. However, they only want relevant details because
unnecessary information only clouds the issue.
Socializers
Risk takers
Optimistic
Inspirational
Promoter
“Trust me, it will all work out.”
Energetic
Like variety
Creative
Need appreciation
Socializers are more concerned with the interaction that a project allows than with
completing the project.
Relator
Conservative
Reliable
Nurturing
Listener
Loyal
Patient
Like getting along with others, group harmony
Will give in to avoid confrontation
Relators will use blanket statements instead of confronting individuals to avoid offending or
hurting people’s feelings (“We all need to try to be on time for meeting.”)
Strengths
Director
Thinker
Socializer
Relator
Weaknesses
Good fits
Bad fits
Pause to Reflect
3.
1.
Which communication style comes most naturally to you?
2.
Which style would be most effective for your position at
HOC? Why? If your answers to 1 and 2 are different, how
can you adjust the way you work?
What problems might arise if you do not make this adjustment?
Other things to consider
1.
What communication styles do you see in the people you supervise?
2.
Do their styles fit well with their job duties?
3.
If an employee’s style is not a good fit with their job duties, how can you discuss the
situation with them?
How Leaders Communicate
How would expect
this person to
communicate with
you?
Director Prescriber
Socializer
Persuader
Thinker Permitter
Socializer
Participator
Relator Persuader
How should you
communicate with
them to help
them out?
Personality Types in Conflict
High
C
o
m
f
o
r
t
Attack
w
i
t
h
c
o
n
f
l
i
c
t
Wise
Pragmatic
Withdraw
Low
Conciliatory
Respect for the other person
High
An individual will have one style that they generally feel most comfortable with.
However, in certain situations they will feel more comfortable adopting a different
style . For example, a Winnie the Pooh personality may turn into a shark if you say
something about their child. Any person can learn to effectively be any one of these
animals, but they will still prefer one style over the others.