Types of Leadership

 "I must follow my people. Am I not their leader?" Napoleon Bonaparte





 Management and leadership are sometimes used synonymously however it should be understood that one can be a leader without holding a management position and inversely a person can be in a management position and exercise very little qualities of a leader.

One theory of management can be viewed on a grid with two primary dimensions at stake that make up any given management style; concern for relationships (coworkers) and concern for task/patient. These two dimensions can be ranked independently of one another to encompass five separate styles of management with the stronger frequency of both areas creating more of a leader, by definition. For example, if an individual had a low concern for both their coworkers and the task at hand (quality care to patients) their management style might fall into a category of, impoverished management where their exertion of minimum effort is done. While someone with a high value of task and low value or concern for the people they work with will manifest in a management style called, authority-obedience where there is little trust and micromanagement. While falling in the middle of both of these categories there is adequate performance and satisfactory moral among team members, there can be more trust developed which will transcend into a more productive and satisfied team when the concern in each area is higher. The highest model of management style has both a high concern for the people we work with (demonstrated through patience, guidance and respect) coupled with high standards of patient care (by means of a sound knowledge base of diseases, manifestations and treatment modalities, institution policies, highest safety procedures, professional conduct and communication) will transpire into the highest realm of management and leadership. A management style that demonstrates a high level of caring, across the board, will build more trust among team members, which can attribute to individuals stress level, satisfaction of work-life, performance and retention of quality employees. While the work or task is accomplished through individual commitment and independence it will manifest itself.

However, to obtain a high level of caring that is needed to become a great leader most of us must be self-aware and willing to learn and change. Firstly, the patterned way we think will greatly define how a person approaches an issue and deals with it. It’s helpful to identify your own core values and increase integrity, confidence and authenticity, modesty while also attempting to become less self-focused, seeing other people’s views with acceptance and maturity.

A good leader can be looked upon as an example in how they conduct themselves and set an example for others to emulate.







Eisenberg, E.M., Goodall, H.L. and Tretheway, A. (2007). Organizational Communication, balancing creativity and constraint, fifth edition. Bedford/St. Martin’s. New York. (p.273-278).