Leadership and Team Management

2.

Modern Leadership Styles and Models

2.1.

Transformational Leadership

2.1.1.

Four Components

2.1.1.1.

Idealized Influence

2.1.1.1.1.

2.1.1.1.2.

Ethical Behavior

2.1.1.1.3.

Building Trust and Respect

2.1.1.2.

Inspirational Motivation

2.1.1.2.1.

Creating Compelling Vision

2.1.1.2.2.

Optimism and Enthusiasm

2.1.1.2.3.

Team Spirit Building

2.1.1.3.

Intellectual Stimulation

2.1.1.3.1.

Challenging Assumptions

2.1.1.3.2.

Encouraging Innovation

2.1.1.3.3.

Problem-Solving Approaches

2.1.1.4.

Individualized Consideration

2.1.1.4.1.

Personal Attention to Followers

2.1.1.4.2.

Mentoring and Coaching

2.1.1.4.3.

Recognizing Individual Needs

2.1.2.

Outcomes and Effects

2.1.2.1.

Enhanced Performance

2.1.2.2.

Increased Satisfaction

2.1.2.3.

Organizational Commitment

2.1.3.

Implementation Strategies

2.1.3.1.

Developing Transformational Behaviors

2.1.3.2.

Creating Supportive Culture

2.2.

Transactional Leadership

2.2.1.

Core Components

2.2.1.1.

Contingent Rewards

2.2.1.1.1.

Performance-Based Recognition

2.2.1.1.2.

Clear Reward Systems

2.2.1.1.3.

Goal Achievement Focus

2.2.1.2.

Management by Exception

2.2.1.2.1.

Active Monitoring

2.2.1.2.2.

Passive Monitoring

2.2.1.2.3.

Corrective Actions

2.2.2.

Emphasis on Structure and Rules

2.2.2.1.

Clear Procedures

2.2.2.2.

Standardized Processes

2.2.2.3.

Compliance Focus

2.2.3.

Effectiveness Contexts

2.2.3.1.

Stable Environments

2.2.3.2.

Routine Operations

2.2.3.3.

Short-term Focus

2.3.

Servant Leadership

2.3.1.

Core Principles

2.3.1.1.

Serving Others First

2.3.1.1.1.

Follower Development Priority

2.3.1.1.2.

Community Building Focus

2.3.1.2.

Empowering and Developing People

2.3.1.2.1.

2.3.1.2.2.

Confidence Enhancement

2.3.1.2.3.

Growth Opportunities

2.3.1.3.

Building Community

2.3.1.3.1.

Collaborative Environment

2.3.1.3.2.

Shared Responsibility

2.3.2.

Servant Leader Characteristics

2.3.2.1.

2.3.2.2.

2.3.2.3.

2.3.2.4.

2.3.2.5.

2.3.2.6.

Conceptualization

2.3.2.7.

2.3.2.8.

2.3.2.9.

Commitment to Growth

2.3.2.10.

Building Community

2.3.3.

Implementation Challenges

2.3.3.1.

Organizational Resistance

2.3.3.2.

Performance Pressure

2.3.3.3.

Time Investment Requirements

2.4.

Authentic Leadership

2.4.1.

Core Components

2.4.1.1.

2.4.1.1.1.

Understanding Personal Values

2.4.1.1.2.

Recognizing Strengths and Weaknesses

2.4.1.1.3.

Emotional Self-Knowledge

2.4.1.2.

Relational Transparency

2.4.1.2.1.

Open Communication

2.4.1.2.2.

Honest Interactions

2.4.1.2.3.

Genuine Relationships

2.4.1.3.

Balanced Processing

2.4.1.3.1.

Objective Analysis

2.4.1.3.2.

Seeking Diverse Perspectives

2.4.1.3.3.

Unbiased Decision-Making

2.4.1.4.

Moral Perspective

2.4.1.4.1.

Ethical Decision-Making

2.4.1.4.2.

Values-Based Actions

2.4.1.4.3.

Integrity in Leadership

2.4.2.

Development Process

2.4.2.1.

2.4.2.2.

Values Clarification

2.4.2.3.

Authentic Behavior Practice

2.5.

Laissez-Faire Leadership

2.5.1.

Characteristics

2.5.1.1.

Hands-Off Approach

2.5.1.1.1.

Minimal Direction

2.5.1.1.2.

Limited Supervision

2.5.1.2.

Autonomy for Team Members

2.5.1.2.1.

2.5.1.2.2.

Independent Decision-Making

2.5.2.

Appropriate Contexts

2.5.2.1.

Highly Skilled Teams

2.5.2.2.

Creative Environments

2.5.2.3.

Expert Knowledge Workers

2.5.3.

Potential Pitfalls

2.5.3.1.

Lack of Direction

2.5.3.2.

Reduced Accountability

2.5.3.3.

Performance Issues

2.5.3.4.

2.6.

Charismatic Leadership

2.6.1.

2.6.1.1.

Personal Magnetism

2.6.1.1.1.

Compelling Presence

2.6.1.1.2.

Inspirational Communication

2.6.1.2.

Emotional Appeal

2.6.1.2.1.

Passionate Delivery

2.6.1.2.2.

Emotional Connection

2.6.1.3.

Vision Articulation

2.6.1.3.1.

Compelling Future State

2.6.1.3.2.

Inspirational Messaging

2.6.2.

Influence Mechanisms

2.6.2.1.

Personal Identification

2.6.2.2.

Social Identification

2.6.2.3.

Value Internalization

2.6.3.

Risks of Over-Reliance

2.6.3.1.

Leader Dependency

2.6.3.2.

Succession Challenges

2.6.3.3.

Potential for Manipulation

2.7.

Democratic and Participative Leadership

2.7.1.

2.7.1.1.

Shared Decision-Making

2.7.1.1.1.

Collaborative Processes

2.7.1.1.2.

Consensus Building

2.7.1.2.

Encouraging Input

2.7.1.2.1.

Open Communication Channels

2.7.1.2.2.

Idea Generation Sessions

2.7.1.3.

Building Consensus

2.7.1.3.1.

Discussion Facilitation

2.7.1.3.2.

Compromise Strategies

2.7.2.

2.7.2.1.

Increased Buy-in

2.7.2.2.

Better Decision Quality

2.7.2.3.

Enhanced Motivation

2.7.3.

2.7.3.1.

Time-Intensive Process

2.7.3.2.

Potential for Indecision

2.7.3.3.

Conflict Management Needs

2.8.

Autocratic Leadership

2.8.1.

Characteristics

2.8.1.1.

Centralized Decision-Making

2.8.1.1.1.

Leader-Controlled Decisions

2.8.1.1.2.

Limited Input from Others

2.8.1.2.

Clear Direction

2.8.1.2.1.

Specific Instructions

2.8.1.2.2.

Defined Expectations

2.8.1.3.

2.8.1.3.1.

Close Supervision

2.8.1.3.2.

Immediate Feedback

2.8.2.

Appropriate Situations

2.8.2.1.

Crisis Management

2.8.2.2.

Time-Sensitive Decisions

2.8.2.3.

Inexperienced Teams

2.8.3.

Limitations and Risks

2.8.3.1.

Reduced Creativity

2.8.3.2.

Lower Motivation

2.8.3.3.

Dependency on Leader

2.8.3.4.

Potential Resentment

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3. Core Leadership Competencies