By Indeed Editorial Team Show
Updated June 1, 2022 | Published February 25, 2020 Updated June 1, 2022 Published February 25, 2020 The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey. Behavioral leadership theory is a management philosophy that evaluates leaders according to the actions they display in the workplace. Supporters of this theory believe that all you need to do to be an effective leader is to learn a certain set of behaviors. If you are interested in becoming a more efficient leader or in implementing a new leadership style, you can benefit from learning about behavioral leadership theory. In this article, we define behavioral leadership and discuss the different types of behaviors associated with certain leadership styles. Looking to Hire? Post a Job on Indeed.com. What is behavioral leadership theory?Behavioral leadership theory argues that the success of a leader is based on their behavior rather than their natural attributes. Behavioral leadership theory involves observing and evaluating a leader's actions and behaviors when they are responding to a specific situation. This theory believes that leaders are made, not born. Proponents of this theory suggest that anyone can become an effective leader if they can learn and implement certain behaviors. Behavioral leadership theory is highly relevant in several fields. Every project manager, CEO, activities coordinator or any other kind of professional leader can all be evaluated according to the criteria developed by the behavioral leadership theory. This theory promotes the idea that all leaders are capable of learning and developing through adopting beneficial behaviors and performing them in their workplace. Behavioral leadership theory also encourages leaders to be self-aware of their behavior and to recognize how it affects the productivity and morale of their team. Read more: How to Demonstrate Leadership Skills at Work Types of behavioral leadershipThere are several key styles of behavioral leadership. Each one involves a different set of behaviors and may be more or less effective in certain work environments:
People-oriented leadersPeople-oriented leaders focus on behaviors that allow them to meet the needs of the people they interact with, including supervisors, employees and clients. They are primarily driven by interpersonal connection and communication. People-oriented leaders build relationships with their team members to motivate them to perform well. This type of leader favors behavior related to:
Read more: 10 Common Leadership Styles (With Examples) Task-oriented leadersTask-oriented leaders are primarily focused on setting goals and achieving objectives. Task-oriented leaders thrive in a well-structured environment and often show authoritative behavior. They are typically more focused on their team's final results rather than the day-to-day developmental process. Behaviors that are common for a task-oriented leader include:
Participative leadersParticipative leaders make an effort to include their entire team in decision-making processes. They prioritize active communication, collaboration and feedback. Participative leaders know their team's strengths and weaknesses and assign tasks accordingly. This leadership style allows every team member's voice to be heard and considered. Participative leaders are likely to:
Read more: Leadership Skills: Definitions and Examples Status-quo leadersStatus-quo leaders make an effort to prioritize both productivity and employee satisfaction. They ensure that all tasks are finished on time while also providing support and encouragement to their team members. Staus-quo leaders typically meet the needs of their team without going above or beyond expectations. Some behaviors associated with status-quo leaders include:
Indifferent leadersIndifferent leaders do not prioritize interaction or communication with their team. They usually oversee progress from a distance and do not contribute to their team's daily efforts. They are primarily focused on personal success and advancement. Due to the lack of cooperation, an indifferent leadership style is widely considered the most ineffective of the behavioral leadership types. Behaviors typical for indifferent leaders include:
Dictatorial leadersDictatorial leaders often value results more than they do people. They may pressure their team members to perform well even during stressful or challenging periods. Dictatorial leaders are often successful in delivering high-quality results but may experience high-turnover rates due to employee dissatisfaction and burnout. The behaviors of a dictatorial leader include:
Country club leadersCountry club leaders prioritize their team members' happiness and satisfaction level. They believe that a team that is comfortable and well-provided for is more likely to be successful. Team members are likely to show high levels of trust and loyalty when working with country club leaders. Some country club leaders might sacrifice productivity in exchange for improving their team's morale or workplace relationships. Country club leaders' behavior often involves:
Sound leadersSound leadership is considered the most effective type of behavioral leadership. However, it is typically difficult to practically implement. Sound leaders equally prioritize productivity and team morale. They value their team members, set achievable goals and deliver high-quality results. They are intrinsically motivated to succeed and find satisfaction in supporting their team's progress. Sound leaders exhibit behaviors like:
Opportunistic leadersOpportunistic leaders pick and choose different behaviors from the previous styles. They can adjust and adapt their leadership style to fit a particular situation. They are goal-oriented and will use whatever methods are necessary to achieve their objectives. For example, they might adopt a dictatorial persona in the weeks leading up to a major deadline and then shift to country club leadership afterward to repair their relationship with their team. The specific behaviors of an opportunistic leader vary, but may include:
Paternalistic leadersThis leadership style strives to be stern but fair, much like a father with a child. Paternalistic leaders are goal-oriented but are willing to be flexible regarding methodology. They frequently set lofty goals and reward team members that achieve them. They value their team members' individual skills and offer opportunities for them to develop professionally. Other behaviors associated with the paternalistic style include:
Related: Top 8 Leadership Styles - Definitions & Examples Jenn, an Indeed Career Coach, explains the top leadership styles in management and how to identify the one that's right for you and your team. Which theory posits that the situation decides the effectiveness of a particular style of leader behavior?The contingency theory of leadership focuses on how specific situations affect a leader's effectiveness and how a leader's ability to adapt can be their most important tool in the workplace.
Which type of leaders appeal to their followers to pursue organizational goals over self interests?Transactional leadership involves motivating and directing followers primarily through appealing to their own self-interest. The power of transactional leaders comes from their formal authority and responsibility in the organization.
What type of leader behavior is focused on the motivation and well being of the employees?Relationship-oriented (or relationship-focused) leadership is a behavioral approach in which the leader focuses on the satisfaction, motivation and the general well-being of the team members.
What is it called when an individual influences a group of individuals to achieve a common goal?Leadership is a process whereby an individual influences a group of individuals to achieve a common goal. Defining leadership as a process means that it is not a trait or character- istic that resides in the leader, but rather a transactional event that occurs between the leader and the followers.
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Which theory states that leader behaviors are effective when employees see them as a source of satisfaction?
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