Discuss a situation when a leader refused to change their leadership style or did not recognize a need for change in order to achieve desired results.
There is a leader who owned a family business and failed to recognize a need for change. The leader was disappointed because his trusted employees were leaving the company. He was also frustrated because his employees did not possess a strong work ethic and they were not loyal. It is apparent that his leadership style was somehow contributing to the high worker turnover. There is no explanation why the employees can be quitting without sufficient reasons; it is apparent that the leadership style needed to be changed.
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If a leader fails to recognize that their leadership style needs to be changed, they might have their teams impacted. This also happens when the leaders fail to be consistent in their leadership style. The results of failing to adapt leadership style include lack of engagement and motivation, high worker turnover, failing to have enthusiasm, frustration and poor work product ( Northouse, 2018). These are the consequences of having poor leadership styles or failing to attend to the needs of the employees.
What were the reasons for the change? What were the results?
One of the reasons why the workers are quitting could be the leader is failing in offering a promotion to the workers who have extensive experience. Once such workers become frustrated, they have no option but to quit. It would be necessary for a leader to make decisions that would help retain their workers and also guarantee them that they recognize the services of the worker (Northouse, 2018) .
The other reason why employees become frustrated is when they feel that the leader rules in an inappropriate way. If the leader makes a decision that affects effect their employees, they will need to do it respectfully. According to London & Mone (2012), an effective leadership style should provide directions to the employees. A leader also has a role to motivate the workers. Leaders need to implement trust in building relationships with their workers. In order to implement effective change, leaders need to be flexible and innovative.
References
London, M., & Mone, E. (2012). Leadership for today and the future [Electronic version]. Retrieved from https://content.ashford.edu/
Northouse, P. G. (2018). Leadership: Theory and practice . Sage publications.
