Or, just the opposite, a person who makes you want to run in the other direction? Either way, these feelings are a part of your behavioral style intuition.
While the trait theory of leadership has certainly regained popularity, its reemergence has not been accompanied by a corresponding increase in sophisticated conceptual frameworks.
Focus on a small set of individual attributes such as "The Big Five" personality traits, to the neglect of cognitive abilities, motives, values, social skills, expertise, and problem-solving skills.
Fail to consider patterns or integrations of multiple attributes. Do not distinguish between the leadership attributes that are generally not malleable over time and those that are shaped by, and bound to, situational influences.
Do not consider how stable leader attributes account for the behavioral diversity necessary for effective leadership. Attribute pattern approach[ edit ] Considering the criticisms of the trait theory outlined above, several researchers have begun to adopt a different perspective of leader individual differences—the leader attribute pattern approach.
Behavioral and style theories[ edit ] Main article: Managerial grid model In response to the early criticisms of the trait approach, theorists began to research leadership as a set of behaviors, evaluating the behavior of successful leaders, determining a behavior taxonomy, and identifying broad leadership styles.
To lead, self-confidence and high self-esteem are useful, perhaps even essential. The researchers evaluated the performance of groups of eleven-year-old boys under different types of work climate. In each, the leader exercised his influence regarding the type of group decision makingpraise and criticism feedbackand the management of the group tasks project management according to three styles: They were able to narrow their findings to two identifiable distinctions  The first dimension was identified as "Initiating Structure", which described how a leader clearly and accurately communicates with their followers, defines goals, and determine how tasks are performed.
These are considered "task oriented" behaviors The second dimension is "Consideration", which indicates the leader's ability to build an interpersonal relationship with their followers, to establish a form of mutual trust.
These are considered "social oriented" behaviors. Although they similar findings as the Ohio State studies, they did contribute an additional behavior identified in leaders. This was participative behavior; allowing the followers to participate in group decision making and encouraged subordinate input.
Another term used to describe this is "Servant Leadership", which entails the leader to reject a more controlling type of leadership and allow more personal interaction between themselves and their subordinates.
The model was developed by Robert Blake and Jane Mouton in and suggests five different leadership styles, based on the leaders' concern for people and their concern for goal achievement. Skinner is the father of behavior modification and developed the concept of positive reinforcement.
Positive reinforcement occurs when a positive stimulus is presented in response to a behavior, increasing the likelihood of that behavior in the future. Assume praise is a positive reinforcer for a particular employee.
This employee does not show up to work on time every day. The manager of this employee decides to praise the employee for showing up on time every day the employee actually shows up to work on time.
As a result, the employee comes to work on time more often because the employee likes to be praised.The Integrated Psychological theory of leadership is an attempt to integrate the strengths of the older theories (i.e.
traits, behavioral/styles, situational and functional) while addressing their limitations, largely by introducing a new element – the need for leaders to . Once you start to understand these four different behavioral styles, it can actually become easy to identify someone, adapt to their style, help them feel comfortable – and make them feel good.
Understanding Behavior Styles will help you understand your style of behavior and the style of others. It will help you manage relationships in your workplace AND at home.
These Behavior Styles are not designed to change a person. It is a tool for building productive relationships. In this two-part series, it is my goal to help you understand and appreciate your own behavioral style, and to show you how it fits in with those of others.
8 January Recognizing & Relating to Four Behavioral Styles DRINON'S LEADERSHIP EXPRESS Rich Drinon, M.A., is a leadership speaker, trainer . 8 January Recognizing & Relating to Four Behavioral Styles DRINON'S LEADERSHIP EXPRESS Rich Drinon, M.A., is a leadership speaker, trainer and coach.