Task-oriented leadership style

As a task-oriented leader, your objective is to get things done. These leaders lean more towards:

• Completing the project. Their focus is so sharp that it offers no flexibility other than to complete the assigned project.
• Goal-setting. If there’s a skill that will help them to get the task done, they are interested in mastering the skills. Task-oriented leaders are intrinsically motivated.
• Scheduling. Meeting the deadline is the primary objective. Anything that deviates from that is a distraction.
• Structure. To get things done, task-oriented leaders need structure. Identified roles and set plans will help them to achieve their goals.
• Results. Task-oriented leaders take aim at targets to get the results they want. That’s the objective.

Tim Cook of Apple and Sheryl Sandberg of Facebook are two of the most popular task-oriented leaders who are all about committing to the company’s values and making good choices.

Advantages and disadvantages of task-oriented leaders

As a task-oriented manager, your strengths include:

• Provide direct instructions. Task-oriented leaders give great instructions. You tend to be specific but simple in clarifying their objectives so that you get what you want and need from the team.
• Outline processes. Before getting to work, you accurately list and describe missions, jobs and processes. This way, you can strategize and design the best course of action.
• Create strict deadlines. This helps you and your team have a sense of purpose as you work on the project.
• Offer guidance. You provide all of the necessary paths to get the job done while minimizing mistakes. Whether it’s resources, research or time, you give your team ample opportunities to ask questions and get clear advice and direction.
• Delegate efficiently. You research your team members and know who is good at being productive at which tasks.
• Motivate effectively. Part of knowing your team is knowing what motivates them. You offer the right rewards to motivate employees and increase productivity along the way.

All of these and other strengths help you and your team strategically achieve the kind of results you’re looking for. However, there are a few caveats that come with leaders who use this style:

• Less focus on well-being. You may so focused on accomplishing goals that you put the welfare of your staff on the back burner. There is a constant push to get the job done that may result in creating a poor environment for staff that leads to lower productivity.
• Not much room for new ideas. For task-oriented leaders, it’s all about following orders. The map of what needs to be done means anything that deviates from that formula may be shot down. Flexibility and spontaneity aren’t encouraged.
• Employee development is limited. Because there aren’t enough opportunities to explore new ideas, employee development and growth opportunities are limited.
• Morale can be low Task-oriented managers tend to make employees feel like they are being bossed around and criticized, which can weaken morale.

People-oriented leadership style

Being a people-oriented leader is all about supporting and developing your team because you care about how your decisions will affect others. The focus here is on:

• Worker well-being. The priority is making sure workers are satisfied and motivated because you understand the value of worker well-being.
• Productive interaction. Having good people skills means being able to maximize human productivity and efficiency.
• Communication. Communication is focused on motivation, relationships and feelings.
• Team-building. This style is about supporting and developing team members.

Nelson Mandela was considered one of the most famous people-oriented leaders.

Advantages and disadvantages of people-oriented leaders

Having a people-oriented approach means:

• Higher rapport and morale. Leaders with a people-oriented style make their team members feel like they matter and that their contributions are valuable. Your team may feel like their voices are heard, and they are more likely to do a better job.
• Better work environment. Company culture is a big factor in productivity and morale. People-oriented leadership creates a friendlier, more pleasant environment.
• More developed staff. You may emphasize coaching and developing internal staff through mentorship, which benefits your team.
  

While this sounds like an ideal environment, people-oriented leadership is far from perfect.

• Culture building takes time. In business, results matter. But with people-oriented leadership, it takes time to get the right mix of people and company culture to create the desired results.
• Potential for blurred lines. Leaders run the risk of becoming too close to their teams. This means that it may be hard to reprimand or even terminate them when warranted.
• Possible compromise of business vision. In a democratic environment, every voice gets a vote. However, there will be times when that inclusive style can compromise the vision of the company. You may occasionally need to make unpopular, difficult decisions to reach a particular business goal.
  

Task-oriented vs people-oriented: Choosing your style

Unfortunately, it’s not possible to be both task- and people-oriented at the same time. What makes more sense is to integrate elements of different styles or switch styles when you see fit. Both of these styles are necessary to the company’s culture and bottom-line. It makes sense to balance them in a way that fits your natural leadership style.

Frequently asked questions about tasked-oriented and people-oriented leadership styles

What are some other leadership styles?

There are several leadership styles, including:

• Transformational. These leaders are all about creativity and dynamic vision. You may be forward-thinking and focused on taking the necessary risks to fulfill your goals. Mark Zuckerberg of Facebook employs this style.
• Autocratic. Autocratic leadership is all about having high standards of others and yourself. Unlike the other leadership styles, you may not have a clear vision and tend to be close-minded due to your one-way communication style. Napoleon Bonaparte and Vladimir Putin are examples of autocratic leadership styles.
• Charismatic. These leaders are passionate influencers. They are energetic, enthusiastic and committed to building positive cultures. Martin Luther King, Jr and Winston Churchill were considered charismatic leaders.

What is the participative approach to leadership?

The participative leadership style is a democratic approach where someone in charge of making a decision or designing solutions gets the input of people who would be directly affected by the decision. In some cases, it involves internal voting or other tools.

What is the affiliative approach to leadership?

Affiliative leadership is a type of people-oriented, proactive leadership style that is focused on creating empathy and harmony. It’s about improving communication in the workplace.