Performance-driven Leadership

Leadership is a complex subjective process of influencing a group of individuals entailing various operations such as delegation of responsibilities, directing and motivating to accomplish the challenging goals of the organization. These goals and objectives can only be attained having a functional group of individuals willing to walk the path enlightened by the leader.

An effective leader models appropriate behaviors fostering inspiration within his team members. Such a pacemaker possesses a personality along with skills which help rear productive employees.

Performance Oriented Leadership –

The prime focus of performance oriented leaders is to accomplish certain goals which are predefined. These types of leaders lay more emphasis on achievement of target goals than on employees. They etch out means to obtain solutions in a sequential fashion by defining the job tasks, building plans and strategies, assigning the roles and responsibilities to every team member and monitoring as well as appraising their performance regularly. They have an accurate sense of how to get the job done on time. They ensure the deadlines are met along with delivering quality performance.

Performance focused leaders lack compassion for the well-being of their team members causing demotivation and decreased job satisfaction.

Pros of Performance Oriented Leadership:

  • Performance oriented leaders have precision at work through clarity of purpose and responsibly getting work done from members on time.
  • They create clear and easy to follow milestones with specific requirements, procedures and deadlines.
  • They prefer their team to maintain remarkable standards and high ranking efficiency.
  • They have a tendency to be highly organized and deadline driven.
  • The results of performance-oriented leadership are distinctive levels of productivity and quality.

Cons of Performance Oriented Leadership:

  • Extreme emphasis on job tasks along with stringent deadlines affects the organization’s work culture.
  • Leaders discouraging members’ autonomy and harboring fear of defying rules affect creativity of all members hampering chances of innovation within the organization.
  • Employees coerced to function under pressure may lead increased levels of absenteeism and turnover rate.
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