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Concepts of leadership styles
Leadership styles and effective leadership
Concepts of leadership styles
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More handpicked essays just for you.
Concepts of leadership styles
Leadership styles and effective leadership
Concepts of leadership styles
Don’t take our word for it - see why 10 million students trust us with their essay needs.
This will ultimately turn the player into having a higher morale, strong motivation and as well help them find their strengths and weaknesses. Then transactional leadership has to do with a coach holding their
(p. 852). Qualitative research recommends that when formal leaders are chosen by coaches, the critical characteristics of the leader should be aligned with both the coaching staff and team’s identity and embrace the qualities of honesty, generosity, unselfishness, maturity, experience, passion, responsible, and confident (Loughead et al., 2014). From a quantitative research perspective, leaders were found to have strong interpersonal connections with other teammates.
Definition of Democratic Leadership “The democratic leadership style is based on mutual respect. It is often combined with participatory leadership because it requires collaboration between leaders and the people they guide. The
WRITTEN ASSIGNMENT – UNIT 7 – PRO AND CON LIST OF THREE OF LEADERSHIP THEORIES – 1. SITUATIONAL LEADERSHIP THEORY 2. SERVANT LEADERSHIP 3. PATH-GOAL THEORY OF LEADERSHIP INTRODUCTION Leadership in any community, organization, business, country, continent or even the around the globe is a necessity not just a nice to have to steer or drive that body towards a certain direction or a common goal.
Coaches cannot expect anything more from their players other than what they are providing to the team themselves. A coach has to want success just as much as the players do. Influence, communication, trust, motivation, and positivity must be present on both parts of the team, but, most importantly from the coach, the influential role model. In team sports, players do not individually fail, but, instead teams fail as a whole. Winning is done as a team, just as losing is.
There are two types of coaches in this world, the one that encourages and the one that screams at his players. Every coach has their own way of teaching, but some are more successful than others. Each coach has perks and benefits, but a positive attitude always is more effective. Coaches who motivate, who show humility, and who are intelligent more effectively lead than a coach who uses aggression to motivate, who is not humble, and who lets emotion control their minds. Motivation is the key to success in every sport, and only a coach that is patient and inspirational can achieve that goal.
The Qualifications of a Perfect Coach Don Shula once said “I think what coaching is all about, is taking players and analyzing there ability, put them in a position where they can excel within the framework of the team winning” Being a coach for any sport is not an easy job. A coach is someone that players have to rally behind and be confident in. Very few coaches possess all the qualities of being a perfect coach. However there are few who do hold all the right qualifications and traits of a great coach. The first quality of being a good coach is leadership.
Structured training programs are designed to improve a potential leader’s skills and utilize initiatives that can be distributed into four general categories: (1) individual skill development, (2) socialization of organizational vision and values (3) strategic leadership initiatives to foster large-scale change, and (4) action learning initiatives targeted at addressing organizational challenges. Organizations may use one or more of these types of initiatives (which will be described in more detail below) to develop leadership based on what best suites their current needs and conditions. Individual skill development programs are characterized by the assessment of a leader’s personality, values, and behaviours, oftentimes with a 360-degree feedback assessment to identify the strengths and weaknesses of a leader. Coaches are frequently used to deliver feedback then develop and execute an action-oriented plan to emphasize strengths and improve deficiencies4. To maximize development, coaches should deliver feedback at the task level rather than at the person level, meaning that feedback should be specific to relevant task(s) and directed at what a leader does rather than who the leader is.
Kurt Lewin Kurt Lewin and his colleagues did an experiment in 1939 on leadership decisions and identified three different styles of leadership. These three styles, mentioned below revolve around decision making. 1. AUTOCRATIC An autocratic leader takes decisions without consulting others in the team.
Democratic leadership is showing more care for the opinions of the employees. So employees will be willing to work for the company. Generally children in democratic has lesser output in their work but there is more quality than autocratic leadership. The advantage of democratic leadership is workers will be given a chance to give their input and Ms Hogan will be able to get more ideas. The disadvantage of democratic leadership is in times when Ms Hogan needs to take a decision quickly and she might not have time to ask others input.
Coaches have tramendous amount of responsibilities when it comes to planning, such as prepairing a trainning session or a drill programme. The coach needs to set a goal setting for him and the athlete that they have to achieve. Pre planning becomes a major factor as there are lot of competitions that takes place in a year. Coach need to collect specific information and study it so that he can prepare his athlete. (Lyle 2002)Coach needs to be able to deliver a coching session.
3.5 Pacesetting style Pacesetting style of leadership assumes that a leader will not only set high standards of performance but also keep those standards by himself. Pacesetting leader concentrates on doing work more and more effective and demands the same from subordinates. If some of the leader’s subordinates fail to perform according to set standards, this leader asking even more from such employee. If failing employee won’t raise performance up, then pacesetter replaces this employee with one who is able to meet high standards. Such approach destroys the climate.
The aim of the study was to combine a qualitative and quantitative approach in order to identify the various pathways in which coaches perceived as significant in formal education. Subsequently, nine coaches who participated and completed the programme evaluation of the 'leadership training program' (Vella et al, 2013) were chosen. This programme comprised of one group workshop that lasted for two hours, along with follow-up phone calls for five months post the group session. It was reported that coaches appreciated information supported by practical demonstrations with the addition of observing coaching scenarios. The coaching scenarios proved beneficial to coaches as it gave coaches the practical skills based on theoretical principles that have direct application to their coaching practice.
Descriptions of this style are “collaborative style, encourages creativity, leader is focused on co-ordinating and supporting, highly participative, team oriented and effective where creativity is required” ( BUV’s BUVBS161 Notes on
According to my understanding of leadership, coaching is an alternative word for leadership. It concerns with the basic problem; how to do rather than what to do. It’s about “we” than “me”. It concerns the feedback that you give and receive from you team.