Task Oriented vs People Oriented Leadership Styles
Business leaders around the world have become increasingly aware of the fact that an effective leadership style is more important than ever in the workplace. The wrong leadership style can lead to many problems, including:
High employee turnover
It is critical that both local employers in need of local workers and non-local employers in need of online workers provide engaging leadership. Modern workers are not limited to local job markets and income options. Instead, they can now find unlimited income opportunities online and are not as tied to their geographic location as previous generations. Remote workers can easily move from job to job because they have no physical connection to a remote company. A supervisor’s leadership style often influences the loyalty of a remote worker.
There are many leadership styles that you could use in your business. Task-oriented and people-oriented styles are two of the most popular:
What is task-oriented leadership?
A task-oriented leader is someone who focuses on overall success through the completion of tasks. This type of leader is not as concerned with building relationships as with workers meeting particular goals within a preset time frame. A task-oriented leader sees a goal, creates a step-by-step plan to reach that goal, creates a work schedule, and then expects workers to follow that schedule and finish the task by a specified deadline.
What is people-oriented leadership?
A people-oriented leader focuses on creating overall success by building lasting relationships with employees. This type of leader cares about tasks and schedules, but believes that the work culture is more important. A people-oriented leader uses relationship-building techniques, such as employee recognition and team-building exercises, to create an environment in which employees feel appreciated and motivated enough to personally invest in the success of the team. business and work at the highest possible level.
The pros and cons of these leadership styles
There is no question that task-oriented leaders can get results. They provide workers with simple steps and detailed guidance. However, many task-oriented people are called micro-managers which make workplaces uncomfortable and unwelcoming. Task-oriented leaders care less if a worker has a good idea to make production easier than if the worker completes the task on time. As a result, task-oriented leaders often make workers feel like drones. Eventually, if this leadership style is used consistently, workers feel underappreciated and less motivated to achieve their goals; and then production suffers.
People-oriented leaders create a work environment where employees trust their leaders and feel loyalty to the business and their coworkers. Productivity increases because workers really want to come to work every day. These leaders also open the door for creating new and better business processes by accepting and promoting employee and team feedback. However, many people-oriented leaders are known as weak leaders. They often spend so much time building relationships through team meetings, one-on-one reviews, and team-building events that production delays result in missed deadlines. Some relationship-oriented leaders give workers so much control over task completion with little guidance or supervision that tasks are not completed on time.
Choosing a leadership style
Both of these leadership styles are obviously beneficial to a company. Most experts believe that business leaders should create a custom blended style that focuses equally on task completion and relationship building, while emphasizing ways to overcome obstacles related to both styles.