Depending on the leader’s concern
for task and people, Blake and Mouton defined five types of leadership styles,
i.e. authoritarian, team leader having high concern for task and respectively
low and high concern for relationships, country club and impoverished having
low concern for task and respectively low and high concern for relationships
and finally middle of the road with the leader avoiding risk and
confrontations, placing him between country club and authoritarian depending on
the situation.

 

As define by Blake and Mouton’s
description, the first factor that will influence the leader’s style is his/her
own personality traits.

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–         
An extrovert personality will tend to speak
his/her mind, looking at being the centre of attention and may prefer
face-to-face conversations and confrontation (authoritarian) while an introvert
personality will prefer to lead by example (team leader) using written
communications and one-to-one meeting, avoiding having to speak express
his/herself too much driving this person towards being impoverished leader.

–         
A controlling personality will have difficulty
delegating while a more trusting leader and/or who do not want to overload
himself with work may have a more hands-off approach and delegate more work.

–         
A new leader without experience may be more
controlling and try and impose his/her view and position while a more confident
leader with experience and a better understanding and knowledge of the
organisation and the team will be more likely to trust the objectives will be
met.

Not only the leader’s personality
can influence his behaviour, he might also need to adapt his leadership style
depending on the employee own personality and/or behaviour, using a more
controlling style with unmotivated employees. A competent worker who is more
interested and willing to progress may drive the leader to take a step back and
let the employee take on more responsibility and not accept micromanagement.

 

Beside the people involved, the
leadership style may be dependent on the organisation, the organisation
structure and culture. A new organisation with only a few employees will be
directed closely by the leader while a larger and more established company will
rely on structure and lower level management to follow the culture of the
organisation and may accept/want the contribution of the employees to define
this culture. 

The organisation’s type of work will
also determine the type of leadership needed. The army for example must be highly
structured and workers must follow orders. A company like Google will adopt a
strategy that thrive their people to work collectively and exchange ideas to
push the technology forward.

Finally, in a time of crisis,
changing market, the leader may need to take decisions without consulting the
employees.