Ever more, kaleidoscopic (or hybrid) combinations of hierarchy, market, and network forms of organizing appear in organizations across the public, private, and civil society sectors; as a result, leadership styles and frameworks—designed in general for the closed systems of yesteryear—are consumed by fire-fighting and contribute less and less to the success of collective effort. We need to close the gap in knowledge of what situation-specific modes—not styles—of leadership can support metagovernance in organizations. Modes of leadership are technical, cooperative, adaptive/collaborative, or generative (or combinations thereof); what situation-specific combination of modes of leadership is needed depends on the level of complexity of the problems to be solved or the opportunities to be created.

Thanks Olivier. Really appreciate your insight on this.

Dear Sabastine

In my opinion and experience, I believe that leadership styles are defined by the education received, principles and values.

Regards.

Dear Sabastine, you might want to consider another dimension such as mindset and motivation. Bassed on three pillars - capacity, commitment, permittance. A person who has the right skills and is dedicate to a leadership style / role model and is commited to perform will be able to perform best. So the driver is from my point of view a combination.

For further reading you could check out:

a) Dweck, C. S. (2006): Mindset. The new psychology of success

b) Putta, S. S. (2017): Impact of Entrepreneurial Leadership Styles on Organisation Innovation

Much success with your research!

A few readings to help frame the question:

Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. Leadership Quarterly, 25(4), 746-771. doi:10.1016/j.leaqua.2014.04.005

Arena, M. J., & Uhl-Bien, M. (2016). Complexity Leadership Theory: Shifting from Human Capital to Social Capital. People & Strategy, 39(2), 22-27.

Caldwell, C., Dixon, R. D., Floyd, L. A., Chaudoin, J., Post, J., & Cheokas, G. (2011). Transformative Leadership: Achieving Unparalleled Excellence. Journal of Business Ethics, 109(2), 175-187. doi:10.1007/s10551-011-1116-2

Gilley, A., Dixon, P., & Gilley, J. W. (2008). Characteristics of leadership effectiveness: Implementing change and driving innovation in organizations. Human Resource Development Quarterly, 19(2), 153-169.

Lawrence, P., & Pirson, M. (2015). Economistic and Humanistic Narratives of Leadership in the Age of Globality: Toward a Renewed Darwinian Theory of Leadership. Journal of Business Ethics, 128(2), 383-394. doi:10.1007/s10551-014-2090-2

Thompson, G., & Glasø, L. (2015). Situational leadership theory: A test from three perspectives. Leadership & Organization Development Journal, 36(5), 527-544. doi:10.1108/LODJ-10-2013-0130

Dear Sabastine.

It could be a mix of several characteristics. The first, leader's personality. Sometimes formation or business drivers remain in the background since every person has a particular behavior. The second, in my opinion, the size of business... It is not the same if you work within a familiar business or in a world enterprise. After those, formation could take place, specifically if leader had public or a private formation. You can read "Managing" of Henry Mintzberg to get other insights about your answer.

Regards.

There are some style of Leadership in Management

1- Classic Styles

2- Transformational Styles

3- Participative Styles

4- Strong Leaders

please also follow the literature

According to the SBA Report (2010), failures were reported in finance and education level. According to my research in "Practitioner Perspectives of Leadership in Small Business" (2010) success is found in a combination of mentoring, communication-collaboration, and "Soft Skills".

The most important elements of leadership lie within the individual and are only enhanced by education and experience. They are gifts and talents from birth that are developed by experience. Not simply charisma, as so many view successful leadership, but traits of intelligence, enthusiasm, self-confidence, etc. While anyone can become a leader, those born with talent will always be better leaders, even as is true with those born with musical talent.

Type of business and the level of education of the business driver

impact application of leadership styles equally.

Thanks everyone for your inputs. Very valuable!

Dear Sabastine,

I think we can learn a lot of leadership in practice by reading and reflecting on the book written by Jim Collins "Good to Great". It´s about several characteristics of companies that went from "good to great". As an example "The highest level 5 Leadership" is characterized by leaders who are humble, but driven to do what is best for the company.

I recommend you to take a look at this popular book.

Best wishes

Lars

Both are indispensable. Education has many things and it is indeed broad, general, theoretical and practical. Education (right) gives the needed knowledge, skills and attitudes which will have a tremendous impact of the leader's traits, behaviours and results. Right (business) education will develop a leader who becomes a business driver, not at the expense of ethics, laws, and well-being of subordinates. I never underestimate the education (which is of course the right education) as it it the strongest driver of the business performance, personal performance, social performance, and environmental performance of a leader. It is the foundation for almost everything towards balanced and sustainable success and progress of success.

Leadership styles are decided by the education received and the circumstances faced.

For me the leaders personality, education, experience,the type and environment of the business matters. They all contribute.

Dear Mr. Okeke,

From my point of view and according to my experiences in different fields, there are several situations, in different periods of time and different kind of people which determines the good or bad leadership.

For example, I have seen a "bad boy" called "incompetent" by a group of students with high notes including a profesor who couldn´t identify the skills of this "bad boy". In this case there is not a good leader to inspire to that boy, but for the rest of the class there is a good leader in that teacher.

On the other hand, the same "bad boy", wanted his own way in sports, and developed a very high level in competitions when his manager identified the capabilities of this boy and gave him a good training; in this case the same "bad boy" becomes a "the best boy", now the leader is the manager and the incompetent in that matter are the rest of the class including the incompetent teacher. Instead of use "education" I really prefer to use "knowledge" when a leader have to impact the life of others and to develope "skills". Knowledge and skills can be adquired by experiences and/or by academic education, it might be the difference between a "poor" PhD and a "rich" no graduated leader. I mean, the level of education will not provide you leadership all the time.

You have to be a "generalist" - an all-rounder able to cut across marketing, financial, operational and HR and think strategically but above all a "champion" and able to take people along with you. A consultative style but firmness and fairness and not to surround yourself with "yes" people who are subservient to you but who will respect you and are prepared to follow you. You need to be able to flush out issues and problems are not problems - they are situations to deal with weighing up options and implications.

You will not get every major decision always right but you have to have a very good strike rate,

I think the leadership style depends mainly of pesonnel characteristics of leader, as education, personnel experience and so on

Regardless of the vocabulary used, leadership hasn't changed much. Most of the academic work and all of the commercial training in the field is merely repackaged psychological insights from the 20th century. My personal opinion: great leaders are born, not made, but good leaders can be made. Leadership itself is situational, and boils down to correctly assessing the capability and willingness of those led, then applying various psychological levers through communication to modify behavior (attitudes are hard to change, but you can modify behavior) to achieve a goal. There are a lot of leadership skills that need to be developed, which is where leadership education comes in. The most effective leadership education stresses simple models to assess situations and lots of practice in communication methods. Be careful with the communication methods though. They are a guide and can be rather artificial in real encounters. Perceptive people will rapidly catch on to what you are doing. They'll realise that they are being 'Crucial Conversation(tm)ed' or 'Interact Modelled(tm)'. When I started using the Interact Model on my own kids, they figured it out and started using it on me!

think the leadership style depends mainly of pesonnel characteristics of leader, as education, personnel experience and so on

think the leadership style depends mainly of pesonnel characteristics of leader, as education, personnel experience and so on

I think leadership style is a combination of the leaders personality, knowledge, experience and the task ahead.

I want to consider your question from two angles. The first is what determines your default leadership style and the second what determines an effective leadership style. Your default leadership style I think depends on who you are, your leadership mindset, your assumption of human nature, and your assumption of leadership. For example most people who see leadership as a status tend to default to autocratic style all the time. They believe leadership is all about acquiring and using power and followers serving them. Effective leadership style is one that operates at the nexus of leader, follower and situation. Effective leadership style will consider these variables and arrive at an effective style. For example when leading people who have high motivation but low experience. Effective style would be to direct them in attempt to build up their experience and ability to work independently.

The style of leadership a person practices depends on the kind of environment he/she lives. It means that there is no rule of thumb in leadership choice; it depends. However, the role of education in leadership is useful and suggestive at all times. It is capable of determining the choice of a particular style of leadership.

Thanks everyone for your inputs and responses to the question. Quite insightful.

A good leader is the person who knows how to promote and direct while combining theory with practice. He must also have sufficient expertise to alternate human relationships with his profile within the organization.

More impact on the application of leadership styles is first of all related to the level of education of the leader and then to the type of business. Not every leader can apply his methods to each business type.