The most important leadership style is a reasonable alternation of in-depth self-study and research at home with video conferences and often communication sessions with team members in order to maintain a right balance between individual and collective decisions, views, and directions.

Insights that are closely related to this query are at https://www.researchgate.net/post/What_kind_of_leadership_styles_will_be_necessary_to_overcome_corona_and_post-corona_crisis.

Following

Providing the training to all of group members by forwarding own-self to do any duty/work with lots of enjoyment and charm.

Participative leadership: team should consist of both technical people to guide the boss. The approach should be multisectoral since pandemic is hurting at all sectors.

In the business world, participatory leadership is increasingly needed. The leader is increasingly coach and motivator - not a "boss". The control-based leadership style can only remain in military organizations.

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Interesting contributions dear colleagues

Thanks

Liderazgo transformador ampliado con perfil que conlleve al trabajo en equipo, delegación, coordinación, motivación, responsabilidad, mucho esfuerzo, para salvar la vida humana, comunicación en tiempo real, de gestión logística, sin corrupción, toma de decisiones inmediatas, gestión de riesgos, capacidad de sensibilización a los ciudadanos, ..

Participative, Strategic, and high E Q leadership style.

Also empowering and supporting the team to make decisions.

Servant Leadership is a model that has been well received in the US.

What Goleman defines as 'Fluid Leadership,' however, his definition should be extended to include whichever form is appropriate for each situation that presents itself. Also, collaborative leadership, if it is possible for team members to assist others in the group to make progress during these challenging times.

They are existing three, mainly, categories of leadership:

1. The autocratic

2. The democartic and,

3. Laisser faire - Laisser passer.

It depends of your task. If your partners have an expertise it's better to choose the second one (The democratic one). Everyone express his/her opinion in a limited time. But first you have to establish a system of rules (how to act in a certain circumstances; what kind of action you need; what kind of information; the type of action etc). Set time limits to have a organized dialogue which quickly leads to a decision. If your personnel has to do simple tasks with no special knowledge is better to choose the first type of leadership. Set the rules in order the task to be completed.

The pandemic has changed many things in people's lives. My organization will overcome the 60 days of home office. It's a long time without people talking. People have matured and will decide many things for themselves, given everyone's high level of education. The leadership style and countless other aspects will change.

Strong

Very interesting contributions dear colleagues

its hard to keep them have the same spirit as before the pandemic comes. but then the best alternative is to give a support anytime we have met. Yet we should always keep engage by doin some conferences and keeping the collaboration whatever the situation is.

A leadership style that values the ideas and experiences of ALL team members; an empowering style that encourages team members to try things, and if they don't work, try something else; a relational style that conveys "we are all in this together;" a style that does NOT expect perfection; a style that share information freely so team members have a sense of what is going on in the organization.

@Karen Tichy

@Alduvan Hamzah

@Roua Jamal

@Roberto - Minadeo

@George Tsiamis

@Frank Stephen Thompson

@Dick Augspurger

@Anita Singh

@Juan Carlos Apaza Paucara

Thanks dear for your valued contributions

But what do you think about social effect if leader dealing with teams from distance?

Salam, your question is a valid and interesting one especially under the current challenging circumstances faced by individuals and organisations alike. This raise s a pertinent theoretical point of and for discussion which is that now is an appropriate time to reconsider Northouse (2010) and his followers who posit that leadership can be understood/studied by examining the specific behaviours and actions of leaders. How about other change agents?

indeed Dear John, We know very well that the behavior of the leader is influenced by the surrounding environment, whether it is the work environment or the external environment, but what approach of leadership is appropriate for remote leadership as well as (through) and (in) the crisis?

I could not agree more with Karen Tichy

Dear Jelena Lukić

What is your opinion?

Given the need to do social distancing and have less face to face interaction, leadership in the furrent era must maje heavy use of online tools to provide guidance and influence followers. Use of zoom, microsoft teams and other online tools will become absolutely necessary. Leaders will also have to be able to respond very quickly online to ensure that their true positions and principles are always clear to followers.

We still need to use all six style (Goleman / Boyatzis) of Visionary, Coaching, Affiliative, Democratic, Pace-Setting and Commanding but in a different ratio. With the need in remote working for creativity, delegation, trust and support as well as distributive leadership, we need more Visionary and Democratic Leadership. Individuals need coaching support, and the Affiliative style will keep people feeling they belong. Back off on the Pace-setting and Commanding style except where absolutely necessary. see this article for more details:Article Developing 21st century leaders, a complete new process: We ...

It is certain that direct contact allows us a feeling of better expression. Above all, it allows us to establish our control of the situation and it is more accentuated if our type of leadership is autocratic. A wide field of non-verbal expression is absent. We cannot have side discussions in meetings or even be able to glance at the field of interactions.

We will have a resistance to change in our groups.

The intercommunication tools are to be developed outside the meeting and should be rich and multiple.

I think the transformation for telework should follow the three phases of Lewin's change: unfreezing, changing refreezing.

Be attentive, democratic, open, very flexible and participative at the start.

Advised, monitor for the second phase.

For the third, this depends on the nature of the task, the demands of the work and the level of maturity of my team.

I would be looking for what is best suited to meet an implicit request.

If your team consist from individuals who work from distance the rules remain the same but you have to take into consideration some other factors. Show them that you respect their individual space. Give them the feeling that you do care about their relatives who surround them (emotional factor). But you have to insist on establishing rules. [ 1)Cognitive rules - you want answers to a certain problem that is perfectly predefined by you. 2. Time rules - There is a need for an answer in a limited time period etc.) Declare them that the time rules it has, also, to do with their personal time. Limited time on the group task give more time to do personal things. Make them to believe the importance of the task not only for your organization but also for their creativity. Show them how important they are for the group task.

There are a couple of things I have in my mind:

- Support team navigate this "hammer-approach" change, deprived of any transition

- Make work routine decisions that can sustainably support both people's experience, wellbeing and business results; high productivity it is not intrinsic to remote work

- Adopt a humanistic perspective based on listening, empathy, connection and work with individuals, not with job-roles

The best you can do is keeping them motivated through goals and objectives. In academia, a group work that ends in publishing would encourage them to more commitment.

Regards

The only means one can 'lead' within an academic environment is through a collaborative leadership approach. In this way each individual's perspective is shared and considered with open discussion that leads to the 'best' approach to be using. For example this might mean a setting up of a variety of work teams to focus in different aspects that can then be shared with the overall group to ensure all perspectives are used in the most efficient way possible to gain a response.

I have to say transformational leadership style would better be used in place here. Unfortunately there are some leaders that use the transactional style of leadership which I can't imagine would be beneficial with the stressors many people have to deal with being remote, especially if they are in an environment that will require attention being paid to other areas i.e. children.

Inspirational leadership

Nothing will be as before, the best leadership style has also changed. The digital world has fewer hierarchical levels, which means more attention to each person. The new leader is more of a coach and motivator than a simple driver or manager.

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