Anyone who works with and manages a team — including administrators who are responsible for coordinating critical training like CPR certification — is a leader, no matter what their actual job title may be. But simply holding a leadership position doesn’t necessarily make someone an effective leader.
There are many different styles of leadership, and some are more effective than others at motivating people to take ownership of their tasks and responsibilities. Understanding which leadership styles your team responds most positively to will equip you to offer them the support and guidance they need to grow, both individually and collectively.
Keep reading to learn more about effective leadership styles and strategies to improve team performance, communication, and morale.
Hallmarks of a True Leader
Before we dig into how to be a more effective leader, let’s first establish what leadership truly is — and what it isn’t.
A true leader isn’t a dictator. They don’t attempt to maximize productivity by micromanaging — in other words, helicoptering over employees until they do as they’re asked — or by taking a “my way or the highway” approach that doesn’t allow for questions or feedback.
Instead, a true leader is someone who guides, mentors, and inspires team members to perform at their best. Under effective leadership, team members are made to feel appreciated, valued, and motivated, and are empowered to make independent decisions for the betterment of themselves and the entire organization.
Leadership Styles & Impacts
Just as various styles and methods of communication impact team productivity differently, various styles of leadership also have different impacts on team members’ output and morale.
Understanding the differences between these styles and the impacts each has on your team is the first step to improving the quality of your leadership — and, by extension, your team’s productivity.
Micromanagement vs. Macromanagement
It’s easy to fall into the trap of micromanaging your team, believing that it’s the best — or the only — way to get them to achieve your desired results. But micromanaging can sabotage those results instead.
While discussing the negative effects of micromanaging, Forbes shared findings from a survey stating that, of the 79% of participants who had experienced micromanagement, “85% reported their morale was negatively impacted, 69% considered changing jobs due to micromanagement, [and] 36% actually changed jobs.”
On the other end of the spectrum is macromanagement, which empowers employees to work autonomously. By giving employees the freedom and responsibility to work independently, macromanagement builds trust, reducing stress and the likelihood of errors while increasing confidence and creative thinking.
Common Leadership Styles
Beyond the distinction between macromanagement and micromanagement, there are many ways to classify types of leadership. The International Institute for Management Development (IMD) identifies six common leadership styles:
- Transformational leaders: Seek to inspire others to share their vision for the future and produce positive change throughout the organization. This type of leader is especially gifted at helping team members develop their skills and reach their highest potential as individuals within the team.
- Delegative (or “laissez-faire”) leaders: Take a fully hands-off, macromanaging approach to leadership and leave it up to individual team members to take initiative and own their responsibilities. This type of leader is most effective when matched with a team of people who are accustomed to working independently.
- Authoritative (or visionary) leaders: Provide detailed direction for team members to follow. This style of leadership can turn into micromanaging if the leader isn’t careful to avoid doing so, but can also be effective for managing team members who need a lot of guidance to produce their best work.
- Transactional (or managerial) leaders: Motivate team members through rewards and punishments, emphasizing the importance of structure and following set procedures. This type of leader is best suited for team members who thrive on routines or gamified systems.
- Participative (or democratic) leaders: Invite team members to participate in decision-making. This style of leadership prioritizes collaboration, accountability, and open communication for all team members — including the leader.
- Servant leaders: Aim to make decisions and find solutions that benefit everyone and put others’ needs above their own. This style of leadership fosters creative problem-solving as a group and often builds strong loyalty among team members.
You may find that one of these leadership styles comes more naturally to you than the others do. However, keep in mind that each style has its advantages and disadvantages, and that each team is different. You may need to experiment with various styles of leadership to find one that works best to motivate and inspire your employees.
Effective Leadership at Work
To cut down on micromanagement and improve productivity — no matter which leadership style you find works best for your team — pay attention to how and when you communicate with employees.
Instead of daily individual or team check-ins, consider only checking in once a week. Automation tools like project management software and online training platforms can help ensure deadlines are still being met and no tasks or reminders fall through the cracks while reducing the frequency of meetings.
Additionally, when giving feedback to employees, try to point out both what they’re doing well and what they need to work on instead of only focusing on areas for improvement. Framing critiques as questions can help guide team members to discover answers themselves, encouraging them to own the quality and completion of their work.
Finally, don’t forget to lead by example. When implementing new processes, model the behavior you expect team members to follow. Demonstrate accountability by taking responsibility for your own tasks and shortcomings, and regularly ask for honest feedback, taking care to implement that feedback whenever possible.
Leadership That Motivates & Inspires
Truly effective leaders don’t rely on micromanagement; instead, they motivate and inspire their team to take ownership of tasks and projects.
Understanding your natural leadership style and which leadership styles are most effective at motivating the people around you will help you improve your team’s overall effectiveness, as well as decrease the amount of time you spend reminding team members to complete critical tasks and training.
If you’re looking for ways to streamline your CPR training program specifically, we provide online and blended courses to fit your team’s structure and needs. Contact us today to learn more about our group and remote-staff CPR training options.