Leadership Styles: Learn When to Use Them

By E. Brown

In the previous article I discussed the 4 leadership types: Dictatorial, Authoritative, Consultative, and Participative. I discussed the unique traits of each one and some of the pros/cons. Finally, I covered the fact that there was no “One Style” that fit all — no silver bullets — and that a good leader recognized when to use one style over another.A question that is often asked is, “When? When do I use one style over another?” In this article I’ll provide some tools for you to better understand when to use the dictatorial style over the consultative style, or the participative style over the authoritative style.

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How Leadership Styles Affect Productivity

By E. Brown

There are 4 primary leadership styles, many of which you can find within most businesses or organizations around the world. These styles are: Dictatorial, Authoritative, Consultative, and Participative.

Each of the leadership styles have impact on reforming and/or creating company culture. There are short-term and long-term effects for each style. For instance, the authoritative style may produce great results in a short amount of time. However, excessive use of authority will decrease productivity in the long-term. People either get fed up and leave or fall into a malaise of hum-drum repetitive tasks without creativity and innovation.

All the while, a participative style will be unproductive in the short-term. But, the longer this style of leading, the more productive a company can become.

Many leaders never make it to a point of high productivity.

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Leadership Styles: Dictatorial, Authoritative, Consultative, and Participative

By E. Brown

One of the first leadership books a friend recommended I read was by Myron Rush. He was kind enough to let me read his copy. After I returned the book I searched for a personal copy. I finally found a used one on an obscure Web site that an acquaintance directed me to.

While thumbing through it the other day I was reminded of differing approaches to management. Here is an excerpt and list that I am sure you can relate to.

Leadership Styles

Definitions and descriptions of leaderships styles range from the very simple to the very complex. Leadership styles can be identified by how authority is used, how a leader relates to others, employees minds and muscles are used, and how a leader communicates.

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Community & Team Work

By E. Brown

I like these pieces from Rory Noland’s book, The Heart of the Artist. They speak to the things I am interested in: creativity, teams and team work, community, and learning. These particular points are from the chapter, The Artist in Community.

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You Might Be An Insecure Leader…

By E. Brown

I talked with a friend yesterday who recently left a job. I was shocked and concerned to hear how the company and its culture had changed within a very short period of time. Over the course of 5 months communication went from full-disclosure to hidden agendas, from mission-minded to money-centered, from exciting to discouraging, and from encouraging to fearful and intimidating. What could bring on this hideous transformation in such a short time? This is the result of leadership insecurity.

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The Number One Question At NRB?

By D. Black

At some point during the week, every convention begins to look and feel the same. Another breakfast meeting, breakout sessions, long walks between meetings and booth after booth of smiling faces, each with a one gallon fish bowl filled with various types of candy. Somewhere in the history of conventioneering someone figured out that candy was necessary to keep weary attendees blood sugar up.

This year’s NRB in Nashville, Tennessee had many the same elements but woven through the familiar, I found an unusual twist. My schedule was filled from early morning to late evening with meetings, presentations, reviews and events. That’s the plan – to take full advantage of the opportunity. You can rest when you get back home. Both on the floor and in private sessions the same basic question arose; As faith based communicators how are we going to change our methods to match the shift that is occurring in our culture?

Indeed, this is our ground zero. It is good that we are asking the question. To be completely transparent, no one has really figured it out.

Our age demands instant, relevant information that is pertinent to daily life. Gone are the days of a one-size-fits-all approach. We must get to know our constituents needs, help them in a real way and then enlist them as partners in a common cause.

If we authentically commit to this process, we will bring light into an ever darkening world.

The 7 Best Words A Leader Can Use

By E. Brown

You’ve worked your way up into management. You started at the bottom and you learned every aspect of the business to this point. Now you’re leading a team, a department, or an organization and it feels great. You are the “go to” person with all the answers. Yet, over the last few months you have noticed this nagging in the back of your mind…Read More

The Reciprocity Principle

By E. Brown

Did you know you cannot out-give? If you give to someone, they will almost always want to give more back. This is the Principle of Reciprocity.

When you look out for your friends and co-workers, they will want to return the favor. Giving is infectious.

The only drawback is the motivation for giving. If you give out of selfish ambition, then guess what? You may get something back, but it will never be what you hoped or as much as you hoped for. And, when you do not get anything back, you only done harm to yourself because you are the one left feeling hacked-off.

Don’t give to get.

When you give, not expecting a return, the reciprocal giving is that much sweeter. And, when you give, not expecting a return, your feelings will not have been hurt if you receive nothing in return.

Take a look around your “world”, your social network, your clients, your friends and family — who can you give to?

Have fun!

New Leadership: “Gardeners” Needed

By E. Brown

My friend, Dr. Tim Elmore, made some interesting observations. He studied world events and how each generation since the 1950’s have viewed leadership. He recognized how leadership styles have evolved over the years. He then categorized a series of leadership styles based upon his findings.

As a new generation of workers/employees come on board, we agree with Dr. Elmore, that a new kind of leader is needed. What does that new leader look like? What qualities does he/she possess? How much experience does this leader need?

The brief descriptions below were taken from his white paper: A New Kind of Leader.

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Have You Learned The Power Principle?

By E. Brown

Ever heard the term, We’re living on borrowed time? For those of us in positions of power and authority a variation holds true: We’re living with temporary power. This is what I call the Power Principle.

I was reminded of this the other day by my friend, Andy Stanley. He commented that we’re all given a certain degree of power. We all have influence in certain arenas of our lives — for a time. The power will not always last and it can be taken away. How we use the power we have is tantamount. Are we leveraging our power for the good of others or for our own selfish ambitions?

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