Under pressure, a CEO does four things in any style. Make quick and firm choices. Involve stakeholders. Adapt proactively. Be dependable.
Transformational leadership is a kind of leadership style that transforms an organization. This may sound redundant to the untrained ear. But it is an inevitable truth that can’t be hidden under a bushel.
It’s about encouraging and enabling workers to effect positive change across the firm when it comes to transformational leadership. This leadership style emphasizes the importance of building a solid company culture. That is to say, empowering people to take the initiative by using their knowledge and creativity in their work.
Leadership means avoiding data stagnation. Transformational leaders are creative and charismatic. They guide by a defined set of principles, beliefs, and primary objectives that are in the organization’s best interests as a whole. These CEOs are excited about leading by example, encouraging open communication, and providing mentoring opportunities for their employees.
And here’s the rest of the story.
The authoritative leadership style makes healthy choices and enforces regulations without consulting employees.
Authoritarian leaders establish high-performance goals for their teams and detail clear incentives and penalties for meeting or failing to meet those requirements.
This CEO leadership style allows CEOs to make swift choices without consulting others. An authoritative approach generates a clear leadership hierarchy and well-defined objectives, allowing specific individuals to flourish.
According to the findings of a 2020 research of 211 supervisor-subordinate interactions in Chinese technology businesses, authoritarian leadership has a beneficial influence on staff performance. Consider the following example from psychologist and leadership expert Daniel Goleman.
Tom, an executive at a large restaurant chain specializing in pizza delivery, was aware that his firm was in trouble. He saw a chance to seize control and establish a new vision for the organization. He gave a passionate statement at a critical strategy meeting about the significance of thinking from the customer’s point of view rather than focusing on low sales statistics. Customers want convenience, and Tom thought this should be the driving force behind all future strategic choices. Tom urged his shop owners and workers to implement new delivery systems that boosted customer satisfaction by adopting an authoritative posture and proclaiming a new emphasis for the firm.
The strategic leadership style entails adjusting to change while safeguarding fundamental ideals.
Therefore, it combines adaptability, tenacity, big-picture thinking, and the capacity to perceive the finer points. Strategic leaders have their finger on the market’s pulse and can detect symptoms of impending change. Seeing chances that others may overlook, they are at ease questioning standard procedures and defending their views in the face of opposition.
This CEO leadership style is notable for its emphasis on continuous learning — gathering, evaluating, and synthesizing information for improved decision-making. Strategic leaders take the time to acquire qualitative and quantitative data and engage with others to get insights.
For example, former Starbucks CEO Howard Schultz pursued strategic initiatives in the face of risks and opposition. However, he gave workers health care coverage, tuition-free degree programs via a partner institution, and a commitment to hiring 10,000 veterans and military spouses. As a consequence of his efforts, Schultz turned Starbucks into an $84 billion company with over 25,000 locations.
However, taking such an inquiring, analytical attitude might prevent strategic leaders from making split-second judgments when required. Consequently, when rivals think on their feet, they risk slowing firm progress.
The affiliative leadership style entails cultivating a culture that supports workers and prioritizes individuals.
Therefore, develop loyalty to accomplish the goal. Strengthen emotional relationships and give lots of praise. The affiliative leader promotes harmony and ensures that workers feel connected to the business and its objectives.
When Sameer Dholakia took over as CEO of email provider SendGrid in 2014, it was slow-growing. Dholakia employed affiliative leadership to increase sales by over 40% and achieve $100 million in revenue in only a few years. Dholakia thinks that his primary responsibility as CEO is to empower, encourage, and serve his staff. He spends half of his workdays visiting with them, listening to their criticism, and asking what he can do to help them.
However, CEOs should be mindful about relying only on the affiliative leadership style. However, by concentrating primarily on optimism and emotional sensitivity, affiliative leaders may overlook reprimanding bad performance. Indeed, as well overlook providing constructive criticism, both of which may be beneficial to progress.
Prepare for a Successful Leadership Career
Earning an advanced degree has distinct advantages for people considering a career as a CEO. Therefore, an MSL degree may foster the abilities required to produce leaders who inspire companies through strategic communication, emotional intelligence, and ethical awareness.
When combined with the appropriate tools, this degree may assist individuals in developing their unique CEO leadership styles. They can then set to achieving their career objectives. Learn more about an online MSL program and how it may help you prepare for a career in management.