Relationship leadership style

Task vs. Relationship Leadership Theories |

relationship leadership style

Relationship-Oriented Leadership Style on Leader-Member Exchange. (LMX), In the Organizations That Are Active In Service Sector: A. This article forms part of the Leadership Styles Blog Series and focuses on the topic of Relationship-Oriented Leadership. When it comes to leadership, there are two distinct styles. The first is relationship oriented leadership. This focuses on personnel development.

Relationship Focused Leadership Vs. Task Focused Leadership: 5 Tips For Finding Balance

In addition, the degree to which an employee contributes to the accomplishment of group goals -- rather than personal goals -- determines the degree of work-related support he will receive from his manager. Effects of Task Leadership A task-oriented leader often has a thorough understanding of business processes and procedures, which contributes to the appropriate delegation of work and the accurate and on-time completion of work tasks.

In addition, a task-oriented leader imposes deadlines and standards on team members who may lack self-motivation, which contributes to the timely accomplishment of business objectives. However, the leader's apparent indifference to the personal concerns of employees might serve to demotivate employees and lead to personnel retention issues.

Relationship Leadership Unlike the task-oriented leader, the relationship-oriented leader exhibits support for and acceptance of their employees as individuals, rather than as production factors.

  • Relationship-Oriented Leadership
  • Task-oriented and relationship-oriented leadership
  • Task vs. Relationship Leadership Theories

These leaders focus on the professional and personal welfare of subordinates, rather than task structures and deadlines. The relationship-oriented leader provides support to all employees, which is not based on job performance or compliance with standards.

Task-Oriented Behaviour VS Relationship-Oriented Behaviour

Understanding the needs and requirements of each individual person is vital for relationship-oriented leadership to be effective. Relationship-oriented leaders are very personable, their door is always open and they have a genuine interest in the wellbeing of their staff.

Differences Between Task-Oriented Leaders & Relational-Oriented Leaders

People are supported and looked after in way that enables them to perform to the best of their ability, free from distractions and emotional burdens.

Harmony within the workforce is often good as social cohesion is promoted. Key Strengths By focusing on the emotional needs of the staff, relationship-oriented leaders ensure they have a positive and motivated workforce.

relationship leadership style

Staff will be enthused and inspired to work and will feel valued and appreciated. In a well supported team of staff, personal conflicts, dissatisfaction and boredom will be minimised resulting in a happy and productive team.

relationship leadership style

Free from personal issues the staff will be able to work more productively and at a higher standard. Staff may also be more inclined to work creatively and innovatively, taking risks and challenging key operations. Risks can be taken because staff are aware that the leader will provide support if they are unsuccessful. This type of leader also views decision-making through a relationship-focused lens vs.

As baby boomers retire and the Millennial Generation enters the workforce, leaders must adapt to this changing landscape or risk losing high-potential employees.

Differences Between Task-Oriented Leaders & Relational-Oriented Leaders |

Younger workers overwhelmingly prefer relationship-driven leaders and a sense of community. They challenge the traditional model because they value relationships and leaders who respect their ideas and perspective and consult them on decisions.

Managing effective teams in this environment requires leaders to understand this productivity-impacting trend and adjust accordingly. Relationship-Driven Leaders Traditionally, companies viewed people that made decisions objectively as having strong leadership potential. These title-driven leaders typically take an analytical approach to problem-solving to find a fair, rational solution.

relationship leadership style

This style of leader often excels at making logical decisions and then works tirelessly to implement and analyze the results. However, they can come across as overly critical and may not realize when their questions or decisions alienate others.

In contrast, relationship-driven leaders are more empathetic, patient and tolerant. They approach decision-making subjectively, using personal values as a guide and examining how each option will impact others.

Relationship-Driven Leaders Focus on People, Not Power - Training Industry

They are approachable, strive for harmony among their employees and work to build consensus and trust. Yet, while they are adept at listening and forging personal connections, they can sometimes appear too concerned about what others think or too weak to make tough decisions. Take the example of a general counsel who successfully led a group for years before hiring a vice president to help manage a growing workload.