The primary objective of this paper is to summarise leadership styles that I have learnt an article by Accenture titled Increased Effectiveness through Social Styles. According to the document, there are four patterns of behaviour. The patterns are also referred to as social…
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These social techniques include driving, analytical, amiable and expressive.
The four social styles the leader should know fall into three dimensions; responsiveness, versatility, assertiveness. Assertiveness is gauged from one’s tendencies to tell or ask in interacting with others. The “ask” tendency is more reserved whereas the “tell” tendency is more outgoing. Responsiveness is a perception of one by others as to whether he displays control in situations or shows his feelings and emotions. In this dimension, one can be more emoting or more controlling. Responsiveness can be expressed verbally based on the tone, subjects being discussed and the descriptions given, and non-verbally based on gestures, body postures and facial expressions.
When fitted into these three dimensions, definite traits manifest in the 4 social forms. Knowing these traits is crucial for anyone in a leadership position. For instance, as he can understand himself and his subordinates better and possibly predict their reactions when faced with different situations. He is also able to assess his own character intelligently and make necessary adjustments. Analytical style is characterised by seriousness, exaction, indecision and manifestation of logic. Driving style is characterised by one being independent, formal, practical and dominating. Amiable style is characterised by dependability; supportive, pliable and openness and expressive style is characterised by animation, impulsive, being forceful and opinionated.
Identifying ones social style is very critical in dealing with tension as a leader. You get to know how others perceive you, how to go about tension and other’s back-up styles and to talk about other’s tension but not one’s own in conversations. It is true that some tension is needed for optimum productivity, but too much tension lowers productivity and so does too little tension.
Relationships go down in the
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