The discussion on the best leadership styles in society has always been based on the gender of a leader. Studies on leadership have always ignored women in leadership or sex differences. Such perceptions have been detrimental to women, especially those in leadership positions and those who aspire to be in leadership positions. Some people believe that leadership should be masculine for a more task-oriented style of leadership. In contrast, others believe that feminine types of leadership breed relations style of leadership in society. Androgynous leadership has since been considered the best leadership style since it incorporates both the feminine and masculine attributes of leadership styles in society (Korabik, 1990). Androgynous leadership is considered the most appropriate leadership style for the realization of increased effectiveness and high performance in multiple organizations. Adopting an androgynous leadership plays a vital role in helping the people, particularly women, overcome the negative perceptions of sex-stereotyping in the workplace and beyond.
There are instances when androgynous leadership needs to be applied especially where both feminine and masculine styles of leadership have failed. It is no doubt that most organizational goals cannot be achieved exclusively by either feminine or masculine characteristics of a leader. For instance, a project manager who think like a man and most powerful individual yet there is need for focusing on the goal or task requires an androgynous leadership. Integrating both the masculine and feminine characteristics of a leader to create androgynous leadership can play a massive role in realizing high performance in various organizations. Androgynous leadership allows an individual to understand when to adopt a more feminine or more masculine attitude based on the task at hand (Norwood, 2020). An androgynous leader understands when to instinctively pivot between the competing leadership roles of a consultant and a commander, a cheerleader and a critic, and a nurturer and taskmaster.
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Additionally, the androgynous style of leadership is mostly applicable in an environment that supports a climate for innovation. An excellent innovative environment entails setting the common and clear visions and objectives of an organization, creating adequate security for the working groups' participants, and facilitating creativity and ideas (Mercer-Prowse, 2017). Therefore, such a style of leadership can comfortably keep the work of the group in a task. An androgynous leader gives people the chance to lead and encourages them to develop their skills and talents while not putting themselves first before others. Effective managers must never be overbearing or authoritarian but rather facilitators who dare to ensure objectivity in the organization.
Moreover, androgynous leadership is applicable in instances where maximum benefits could have been achieved by either of the two leadership styles. The maximum effects of androgynous leadership can be seen in increased flexibility in response to the organization's situational demands, vast repertoire of leadership responses, and leadership effectiveness in organizations. An androgynous leader has a broader range of possible reactions depending on the situation at that moment (Musick, 2018). Therefore, an androgynous leader can easily display the most appropriate reaction to a situation within the organization and have enough time and capacity to assess the situation before determining the most appropriate response.
Androgenous leadership in organizations can be applied in instances where there is need to shape and nurture employees' behaviors in an organization and balance the people's concern. Such a leader can easily blend relations-oriented and task-oriented leadership styles to become more successful and appropriate in the realization of the organization's goals. Men and women interested in becoming influential leaders in particular organizations need to consider blending both masculine and feminine behaviors into leadership for maximum effects.
References
Korabik, K. (1990). Androgyny and leadership style. Journal of Business Ethics, 9(4-5), 283-292.
Mercer-Prowse, D. (2017). Do the advantages of androgynous leadership extend to teams?: development, validation, and testing of a team androgyny instrument.
Musick, S. M. (2018). Androgynous leadership style as performed by queer leaders (Doctoral dissertation, University of Colorado Colorado Springs. Kraemer Family Library).
Norwood, L. (2020). Evolution of Gender and Leadership: How does Androgyny blur the line.
