Leadership Styles

Most of us don’t make a decision about the type of leader we will be, we instinctively lead in one or more styles.
The following broad styles of leadership can give us some insight into how we lead, how we could lead, and what are the strengths and weakness of these styles.


Authoritarian: Tell people what they want done and how they want it accomplished, without getting the advice of their followers
“This is how we are going to do it.”

Authoritative: Has the skills and expertise to set the direction, vision especially when people don’t have an idea. The power of the leader influences situations
“From experience I would do it this way”

Consensus: Finds the outcome that everyone agrees on
“What does everything think we should do”

Democratic: Finds the outcome the majority agree on
“How many of you agree with this”

Empowering: Helping others to make decisions
“Why don’t you help me with this?”

Permissive: Allowing others to make decisions
‘Why don’t you make that decision?”

Situational: Can adopt different leadership styles depending on the situation.
“What’s the best way to proceed in this situation”

Tuckmans Group Development

In 1965 Bruce Tuckman proposed a model to explain the dynamics that a group goes through in its development. We intuitively understand that a group changes. If we have ever led a small group, we understand that over time, what happens in the group is different to what happens in the beginnings.

Forming - stage 1
High dependence on leader for guidance and direction. Little agreement on team aims other than received from leader. Individual roles and responsibilities are unclear. Leader must be prepared to answer lots of questions about the team's purpose, objectives and external relationships. Processes are often ignored. Members test tolerance of system and leader. Leader directs

Storming - stage 2
Decisions don't come easily within group. Team members vie for position as they attempt to establish themselves in relation to other team members and the leader, who might receive challenges from team members. Clarity of purpose increases but plenty of uncertainties persist. Cliques and factions form and there may be power struggles. The team needs to be focused on its goals to avoid becoming distracted by relationships and emotional issues. Compromises may be required to enable progress. Leader coaches

Norming - stage 3
Agreement and consensus is largely forms among team, who respond well to facilitation by leader. Roles and responsibilities are clear and accepted. Big decisions are made by group agreement. Smaller decisions may be delegated to individuals or small teams within group. Commitment and unity is strong. The team may engage in fun and social activities. The team discusses and develops its processes and working style. There is general respect for the leader and some of leadership is more shared by the team. Leader facilitates and enables

Performing - stage 4
The team is more strategically aware; the team knows clearly why it is doing what it is doing. The team has a shared vision and is able to stand on its own feet with no interference or participation from the leader. There is a focus on over-achieving goals, and the team makes most of the decisions against criteria agreed with the leader. The team has a high degree of autonomy. Disagreements occur but now they are resolved within the team positively and necessary changes to processes and structure are made by the team. The team is able to work towards achieving the goal, and also to attend to relationship, style and process issues along the way. team members look after each other. The team requires delegated tasks and projects from the leader. The team does not need to be instructed or assisted. Team members might ask for assistance from the leader with personal and interpersonal development. Leader delegates and oversees

Resources

I am passionate about the development and use of resource. I feel like one of the greatet challenges i found as a Youth Pastor was finding the time to write studies and develop resources. It seemed like there was always something else to take my time and attention.

A couple of thoughts here.
1. Do you want a particular resource; a study on something, New Christians program etc?
let me know what is amongst your greatest need, as I begin to develop resource.

2. Do you have something you have produced that you'd like to make avaliable to others, let me know, and we can discuss how to do this.

What are you favourite resources if you buy them?

Where do you go?

Let me know it could make a big difference for others out there looking to run a better program.

What Can I Offer

Are you a youth worker? do you actually have any formal youth work qualifications? The reality is most don't. That's not necessarily our fault it's reflective of the industry we are in. Firstly there is not a great deal of appropriate training, secondly most youth workers don't set out intentionally to do it. We discover a passion along the way and find our selves doing it, and loving it. Once we are already involved it is hard to actually find the time or finance to go get a qualification, besides we got the job without it.

I am able to help with obtaining qualifications. I can assess you based on what you already do and know against a level 3/4 certificate or a level 6 diploma. you may already be a long way towards a qualification, based on what you have learnt along the way.

Why not send me an email. dave@ramp.org.nz or leave me a post with your details, and we can talk more.

I can also provide a training program that is aimed to help you gain the knowledge for level 3 or 4.

interested, let me know. it is the most cost effective way of getting the piece of paper you've always wanted.