Leadership Style & Effectiveness
My score for leadership effectiveness was 9 which means moderate effectiveness.
My dominate style of leadership is Style 2: Selling with a score of 6. I agree and overly rely on this style because in my current role this is exactly what I do as an Infection Preventionist.
There is 2-way communication with the staff involved in the issue as hand, I provide support and data (science knowledge and number rates), but I get buy in from the staff so the change can be sustained. My second highest score is style 3 participating, which I also agree with. I believe that one key to success is having strong relationships with colleagues and to obtain team input to get the best possible solution outcome.
According to the test I never use style 1 telling which I also agree with. In my line of work the most successful way to have a positive change in behavior is to have input and buy-in not just demanding that one should do something a certain way. I also do not delegate (style 4) because probably because I am supposed to lead change not delegate.
I feel if I delegate then I am passing over work that I should be doing. I think one style that I do not use buy should would be delegating. By incorporating this style, I will also be helping someone grow professionally. I feel if I delegate buy provide some guidance then I can gradually move myself into a more frequent use of the delegating style. My score of 9 relating to effectiveness means that I can be more conscious of the situation and perhaps try another approach to get an even better outcome.
Forum #2
My dominant leadership style was #2: high task/high relationship. I feel like this is an effective style in most situations. Of course, this depends on the maturity level of the group. I wouldn't be able to rely on the same methods with a young, inexperienced group of subordinates.
This particular leadership style reflects how I generally communicate in my daily interactions and relationships. I feel like we all have goals that consist of a balance between personal goals and group objectives, and a healthy balance of respect and communication can lead to them being achieved and satisfied. There needs to be a direct correlation in the achievement of personal goals and group objectives for a person or organization to be balanced.
My leadership effectiveness score was 19. I have a harder time delegating without input from subordinates. I am of the mindset that if I want something done a certain way, I should do it myself. However, that's not efficient and definitely not possible. If I can create a balance between a my usual leadership style and perhaps utilize style #1 more, I could achieve a balance that works for myself, the subordinate, and the organization.
[1] Main forum question was: Discuss your leadership styles scores and effectiveness scores with group members. Specifically are there styles that you do not use but should or styles you over rely on.