The Democratic Leadership Style - Revision history

Dirkjan at 19:28, 27 August 2020

2020-08-27T19:28:17Z

Dirkjan: Replaced content with "The Democratic Leadership Style Category:goleman Category:Coleman Leadership Styles Category:M15 Category:Term"

2020-08-27T18:40:15Z

Replaced content with "The Democratic Leadership Style Category:goleman Category:Coleman Leadership Styles Category:M15 Category:Term"

Dirkjan: Created page with "="Let's decide together"= The primary objective of the democratic style is '''''building commitment and consensus'''''. The democratic style is about gathering input. It is a..."

2020-08-25T07:25:20Z

Created page with "="Let's decide together"= The primary objective of the democratic style is '''''building commitment and consensus'''''. The democratic style is about gathering input. It is a..."

New page

="Let's decide together"=

The primary objective of the democratic style is '''''building commitment and consensus'''''. The democratic style is about gathering input. It is about building a vision and setting standards together. It is about sharing decisions and responsibility.

But what happens when team members are inexperienced or incompetent - when, in fact, you know best? In that ease, involving everyone in the decision-‘making process wouldn't be the wisest choice.

<html><img src = "/static/files//MBI/Module%2015/democratic.jpg" width="400"/></html>

=The democratic style in action=
When using this style a manager:
* invites team members to make decisions affecting their work
* listens carefully to team members’ ideas
* trusts that team members have the capability to develop the appropriate direction for themselves and the organization
* reaches decisions by consensus
* rewards team performance, rather than addressing it individuals with specific feedback.
=The democratic style is most effective:=
* when team members are competent and they have at least as much information and knowledge as the manager ~
* when team members” work must be coordinated ctogethef
* in instances when a manager is unclear about the best approach or direction and has competent team members who might have clearer ideas.
=The democratic style is least effective:=
* in crises - when there is no time for meetings or discussions
* when team members are incompetent, lack crucial information, or need close supervision.
=If you feel the situation needs you to be more democratic:=
* '''Hold information sharing meetings.'''
** Keep everyone involved and well informed about the organizational issues affecting them.
** Each time you hear of a decision or change in your organization, ask yourself if your team should know. Will it provide clarity?
** Will it inform their activities?
** Hold frequent meetings to share information and ideas.
** Always try to include everyone who is going to be directly affected.
* '''Conduct participative meetings'''
** This requires excellent meeting-management skills; agenda setting, time management, drawing in reticent people, holding back dominant individuals, listening, self-control, patience, etc.
* '''Share decision-making'''
** Ask your team to participate in making major decisions with you.
** Give them whatever relevant information you have.
** Then encourage them to decide collectively how they want to respond to those issues.
* '''Seek consensus'''
** Avoid taking an action or making a decision quickly.
** Wait until everyone has been heard and supports the decision as the best course of action under the circumstances.
* '''Give your team opportunities to show their capability'''
** Give your team the job of identifying something that needs to be improved - and let them decide how to improve it. Then let the team's decision stand! You may want to start with something which you feel is not critical - where you will be comfortable to go with the team's decision - but which helps you assess your team’s true capabilities.
=If you feel the situation needs you to be less democratic:=
* '''ls this just a habit?'''
** ls being democratic part of your culture?
** Do team members expect to be involved in this way?
** Does it make your organization effective?
** What other managerial style or styles might maintain your team’s performance, while increasing your speed and efficiency?
* '''Did it work in the past?'''
** Have you always been able to rely on the capability, involvement and engagement of team members?
** Have you always had plenty of time to make thorough decisions?
** Can that continue into the future?
* '''Will it work in the future?'''
** Will the democratic style continue to be effective in the long term?
** Are you putting enough energy into building team members capability so that you can continue this approach? Use your judgment to assess team members’ capability and engagement.
** Set standards in the short term or provide coaching in the long term if you feel you need to.
* '''How do you see yourself as a manager?'''
** Do you see your role as 'first among equals'?
** Do you believe that your team members’ capability and knowledge is greater than yours?
** Which other approaches might be more expedient or efficient for your team?
* '''Do team members all share the organization’s vision?'''
** Do you feel that team members are drifting from the organization’s vision?
** Be ready to remind team members who or what you are all there for!
[[Category:goleman]]

[[Category:Coleman Leadership Styles]]

[[Category:M15]]

[[Category:Term]]

← Older revision		Revision as of 18:40, 27 August 2020
Line 1:		Line 1:
−	~~="Let's decide together"=~~	+	The Democratic Leadership Style
−
−	The primary objective of the democratic style is '''''building commitment and consensus'''''. The democratic style is about gathering input. It is about building a vision and setting standards together. It is about sharing decisions and responsibility.
−
−	~~But what happens when team members are inexperienced or incompetent - when, in fact, you know best? In that ease, involving everyone in the decision-‘making process wouldn't be the wisest choice.~~
−
−
−	~~<html><img src = "/static/files//MBI/Module%2015/democratic.jpg" width="400"/></html>~~
−
−
−
−	~~=The democratic style in action=~~
−	~~When using this style a manager:~~
−	* invites team members to make decisions affecting their work
−	* listens carefully to team members’ ideas
−	* trusts that team members have the capability to develop the appropriate direction for themselves and the organization
−	* reaches decisions by consensus
−	* rewards team performance, rather than addressing it individuals with specific feedback.
−	~~=The democratic style is most effective:=~~
−	* when team members are competent and they have at least as much information and knowledge as the manager ~
−	* when team members” work must be coordinated ctogethef
−	* in instances when a manager is unclear about the best approach or direction and has competent team members who might have clearer ideas.
−	~~=The democratic style is least effective:=~~
−	* in crises - when there is no time for meetings or discussions
−	* when team members are incompetent, lack crucial information, or need close supervision.
−	~~=If you feel the situation needs you to be more democratic:=~~
−	* '''Hold information sharing meetings.'''
−	** Keep everyone involved and well informed about the organizational issues affecting them.
−	** Each time you hear of a decision or change in your organization, ask yourself if your team should know. Will it provide clarity?
−	** Will it inform their activities?
−	** Hold frequent meetings to share information and ideas.
−	** Always try to include everyone who is going to be directly affected.
−	* '''Conduct participative meetings'''
−	** This requires excellent meeting-management skills; agenda setting, time management, drawing in reticent people, holding back dominant individuals, listening, self-control, patience, etc.
−	* '''Share decision-making'''
−	** Ask your team to participate in making major decisions with you.
−	** Give them whatever relevant information you have.
−	** Then encourage them to decide collectively how they want to respond to those issues.
−	* '''Seek consensus'''
−	** Avoid taking an action or making a decision quickly.
−	** Wait until everyone has been heard and supports the decision as the best course of action under the circumstances.
−	* '''Give your team opportunities to show their capability'''
−	** Give your team the job of identifying something that needs to be improved - and let them decide how to improve it. Then let the team's decision stand! You may want to start with something which you feel is not critical - where you will be comfortable to go with the team's decision - but which helps you assess your team’s true capabilities.
−	~~=If you feel the situation needs you to be less democratic:=~~
−	* '''ls this just a habit?'''
−	** ls being democratic part of your culture?
−	** Do team members expect to be involved in this way?
−	** Does it make your organization effective?
−	** What other managerial style or styles might maintain your team’s performance, while increasing your speed and efficiency?
−	* '''Did it work in the past?'''
−	** Have you always been able to rely on the capability, involvement and engagement of team members?
−	** Have you always had plenty of time to make thorough decisions?
−	** Can that continue into the future?
−	* '''Will it work in the future?'''
−	** Will the democratic style continue to be effective in the long term?
−	** Are you putting enough energy into building team members capability so that you can continue this approach? Use your judgment to assess team members’ capability and engagement.
−	** Set standards in the short term or provide coaching in the long term if you feel you need to.
−	* '''How do you see yourself as a manager?'''
−	** Do you see your role as 'first among equals'?
−	** Do you believe that your team members’ capability and knowledge is greater than yours?
−	** Which other approaches might be more expedient or efficient for your team?
−	* '''Do team members all share the organization’s vision?'''
−	** Do you feel that team members are drifting from the organization’s vision?
−	** Be ready to remind team members who or what you are all there for!
	[[Category:goleman]]		[[Category:goleman]]

← Older revision		Revision as of 19:28, 27 August 2020
Line 1:		Line 1:
−	The ~~Democratic Leadership Style~~	+	="Let's decide together"=
		+
		+	The primary objective of the democratic style is '''''building commitment and consensus'''''. The democratic style is about gathering input. It is about building a vision and setting standards together. It is about sharing decisions and responsibility.
		+
		+	But what happens when team members are inexperienced or incompetent - when, in fact, you know best? In that ease, involving everyone in the decision-‘making process wouldn't be the wisest choice.
		+
		+
		+	<html><img src = "/static/files//MBI/Module%2015/democratic.jpg" width="400"/></html>
		+
		+
		+
		+	=The democratic style in action=
		+	When using this style a manager:
		+	* invites team members to make decisions affecting their work
		+	* listens carefully to team members’ ideas
		+	* trusts that team members have the capability to develop the appropriate direction for themselves and the organization
		+	* reaches decisions by consensus
		+	* rewards team performance, rather than addressing it individuals with specific feedback.
		+	=The democratic style is most effective:=
		+	* when team members are competent and they have at least as much information and knowledge as the manager ~
		+	* when team members” work must be coordinated ctogethef
		+	* in instances when a manager is unclear about the best approach or direction and has competent team members who might have clearer ideas.
		+	=The democratic style is least effective:=
		+	* in crises - when there is no time for meetings or discussions
		+	* when team members are incompetent, lack crucial information, or need close supervision.
		+	=If you feel the situation needs you to be more democratic:=
		+	* '''Hold information sharing meetings.'''
		+	** Keep everyone involved and well informed about the organizational issues affecting them.
		+	** Each time you hear of a decision or change in your organization, ask yourself if your team should know. Will it provide clarity?
		+	** Will it inform their activities?
		+	** Hold frequent meetings to share information and ideas.
		+	** Always try to include everyone who is going to be directly affected.
		+	* '''Conduct participative meetings'''
		+	** This requires excellent meeting-management skills; agenda setting, time management, drawing in reticent people, holding back dominant individuals, listening, self-control, patience, etc.
		+	* '''Share decision-making'''
		+	** Ask your team to participate in making major decisions with you.
		+	** Give them whatever relevant information you have.
		+	** Then encourage them to decide collectively how they want to respond to those issues.
		+	* '''Seek consensus'''
		+	** Avoid taking an action or making a decision quickly.
		+	** Wait until everyone has been heard and supports the decision as the best course of action under the circumstances.
		+	* '''Give your team opportunities to show their capability'''
		+	** Give your team the job of identifying something that needs to be improved - and let them decide how to improve it. Then let the team's decision stand! You may want to start with something which you feel is not critical - where you will be comfortable to go with the team's decision - but which helps you assess your team’s true capabilities.
		+	=If you feel the situation needs you to be less democratic:=
		+	* '''ls this just a habit?'''
		+	** ls being democratic part of your culture?
		+	** Do team members expect to be involved in this way?
		+	** Does it make your organization effective?
		+	** What other managerial style or styles might maintain your team’s performance, while increasing your speed and efficiency?
		+	* '''Did it work in the past?'''
		+	** Have you always been able to rely on the capability, involvement and engagement of team members?
		+	** Have you always had plenty of time to make thorough decisions?
		+	** Can that continue into the future?
		+	* '''Will it work in the future?'''
		+	** Will the democratic style continue to be effective in the long term?
		+	** Are you putting enough energy into building team members capability so that you can continue this approach? Use your judgment to assess team members’ capability and engagement.
		+	** Set standards in the short term or provide coaching in the long term if you feel you need to.
		+	* '''How do you see yourself as a manager?'''
		+	** Do you see your role as 'first among equals'?
		+	** Do you believe that your team members’ capability and knowledge is greater than yours?
		+	** Which other approaches might be more expedient or efficient for your team?
		+	* '''Do team members all share the organization’s vision?'''
		+	** Do you feel that team members are drifting from the organization’s vision?
		+	** Be ready to remind team members who or what you are all there for!
	[[Category:goleman]]		[[Category:goleman]]