Tasks & Relationships
Task-oriented leaders should take steps to add people skills to their repertoire. Even if the By demonstrating relationship-oriented behaviors, employees will know you value these approaches in addition to task-oriented methods. 5. current academic and organizational practices faced was what actions the tween the leadership task behavior, relational behavior, and job performance, and . Task behavior is task-oriented, setting performance standards. Two of the most common leadership styles are task-oriented and people-oriented (also known as relationship-oriented). Each of these styles has their pros and.
Task-oriented and relationship-oriented leadership
In addition, as the leader of the restaurant, Chef Ramsay made sure that every aspect of his restaurant, from the waiters to the ingredients to the marketing, was in ship shape. This eye for detail and necessity for excellence is no doubt crucial to being awarded multiple Michelin stars for him as a chef and leader for his numerous restaurants all over the world.
When I was in high school, I took on a part time job going door to door to sell cable TV plans. Each time, before we went out, our team leader would gather us in the meeting room and brief us on the goals of the day. He claimed that in order to do so, we have to give everything we have with each pitch, maintaining the same level of enthusiasm regardless of fatigue or repeated rejection, and that if we spent enough time knocking on enough doors, we will definitely hit our personal quotas, our team will definitely reach its sales goals of the month, and ultimately the organization will accomplish its revenue targets.
On top of that, he often emphasized the need to find innovative ways to sell our plans. Next, we look at the relationship-oriented leadership behaviors: Consideration behavior Ohio State Studies The leader focuses on building camaraderie, respect, trust, and regard between leaders and followers Stogdill,as cited in Northouse, During this time, my platoon commander was in charge of training my platoon to achieve certain goals in order to complete our training.
While some commanders used more traditional army techniques like collective punishments and intimidation, my platoon commander demonstrated his emphasis on camaraderie and respect. Every evening, he visits every section to speak to every man under his command as a peer, sharing his personal stories, counseling and providing guidance. He found a way to connect with his men.
How to Improve if You Are a Task-Oriented Leader
When we were out in the field on various activities, he would often join us in the activities, like obstacle courses, shooting practice, field camps, etc. During our first outfield camp, one of the men in my platoon was extremely afraid of sleeping in the jungle and told our commander about it. When I was younger, I acted in an indie feature film by a Brazilian filmmaker.
On set, the director would call the main cast into the meeting room before our rehearsals, and speak to each and every one of us. She would ask about each person, and interact with everyone beyond the superficial level that is necessitated by our professional ties.
She made sure that everyone was in tip top condition to perform our best work. When it came to work, she would have private conversation with each actor to discuss where they see their character going, what kind of character they are going to bring across and how it bodes with the personality of the actor, and how they are going to incorporate it into the story.
If an actor needs any kind of assistance, be it with awkward scenes, stunts, or time to get into character, she would often find a way to provide it.
At one point, she personally did a fight scene for a character by tweaking the cinematography so that it did not reveal who the actor was in the scene, because the actor was unwell that day and they only had the location for a limited time.
I was assigned to a team that consisted of a partner, a senior associate, 5 associates, and 10 secretaries. It was at the Courtyard that I made several invaluable connections across departments. Relationship-oriented leaders tend to focus on small events -- bringing breakfast for employees, holding regular staff meetings, or implementing a recognition program, for example -- that add opportunities for social support to the workplace.
Although task-oriented leaders may think of these activities as a waste of time, relationship-oriented leaders understand that a sense of team spirit can improve morale, productivity and, ultimately, the bottom line.
Actively seek input from employees before implementing ideas, and collaborate to find solutions to work-related problems. Resist the temptation to think that your task expertise automatically means your approach is the best way. Instead, fully explore new ideas from others before discounting them. Developing your subordinates means you need to spend less time directly overseeing their work. Gradually provide staff with increasing amounts of responsibility until you can be sure that employees can be trusted to perform the work independently without problems.
Model collaborative, relationship-oriented behaviors. Help out your fellow managers in other departments, or provide mentoring and coaching to develop new employees.
How to Improve if You Are a Task-Oriented Leader | posavski-obzor.info
By demonstrating relationship-oriented behaviors, employees will know you value these approaches in addition to task-oriented methods.
Indicate your willingness to change.
Although this may not come naturally to task-oriented leaders -- who typically like to select a course of action and stick with it -- being receptive to new ideas encourages your subordinates to develop creative solutions to issues and will increase your overall adaptability as a leader.