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<\/p>\n<\/p>\n
One leadership<\/a> style does not work in all situations.\u00a0 A variety of management and leadership styles exist for people in leadership roles, but each individual utilizes a unique style to get work done.\u00a0 Successful leaders need to understand the pros and cons of various leadership approaches, their impact on the people they command, and the anticipated results.<\/p>\n The Managerial Grid Model<\/a> developed by Robert R. Blake and Jane Mouton, provides a method to understand the various leadership styles and how they work. \u00a0The framework is useful for leaders to comprehend their innate management style, and develop skills that they are missing out on.<\/p>\n Leaders need to account for both tasks and people.\u00a0 The Managerial Grid, or Leadership Grid, is a useful framework to illustrate a leader’s concern for people or concern for results\u2014the 2 dimensions of the model that exhibit an individual\u2019s task versus person inclination.\u00a0 The model is represented as a grid that plots a leader’s degree of task-centeredness versus person-centeredness on the 4 quadrants of a grid\u2014on X and Y axes.\u00a0 Each axis of the grid ranges from a score of 1 (Low) to 9 (High). \u00a0The Blake-Mouton Managerial Grid suggests that when concern for both people and results is high employee engagement and productivity stands out.<\/p>\n The Managerial Grid identified 5 different leadership styles based on the concern for people and the concern for delivering results:<\/p>\n Over the years, the Managerial Grid Model has continued to evolve, and got updated with 2 additional leadership styles:\u00a0 Paternalistic Style and the Opportunistic Style.<\/p>\n Let\u2019s, now, discuss the first 3 leadership styles further.<\/p>\n The impoverished managers have little concern for people and results, and they largely fail in both areas. \u00a0The Impoverished manager is typically ineffective, is least interested in developing practices to get the task done and creating an encouraging team environment.\u00a0 Their work is often sub-optimal and does not meet the organizational requirements.\u00a0 Their team members do not get proper guidance required to accomplish their jobs appropriately, either. \u00a0These managers use this style to keep the job and their seniority level, and strive to safeguard themselves by avoiding getting into trouble. \u00a0Their sole concern is not to be held accountable for any mistakes.\u00a0 Consequently, their decisions making is sluggish and the culture lacks innovation and is marred with inefficiency, discontent, and conflict.<\/p>\n The country club style of management has high value for people but low value for results. \u00a0These managers are quite concerned about their team members’ needs and feelings.\u00a0 In hopes to improve productivity, they keep their teams happy and secure, which results in a fun work culture, but this doesn\u2019t necessarily translate into a productive environment and often results in miserable outcomes owing to lack of direction and control. \u00a0The top management is generally not satisfied by the performance of these managers, since their long-term results fall short of expectations.<\/p>\n The dictatorial style of management has high value for results and low value for people.\u00a0 These managers put the needs of their team members secondary to results, and believe that employees are naturally unmotivated and dislike working.\u00a0 The authoritative leaders are autocratic, follow strict rules and procedures, and consider punishment a critical method to achieve organizational goals.\u00a0 This approach can drive impressive performance results in the near term, however, low team morale and motivation eventually knock over employee performance and leads to attrition and retention issues.<\/p>\n Interested in learning more about the 5 leadership styles, the behavioral dimensions, and 7 Key Managerial Behaviors?\u00a0 You can download an editable PowerPoint on the Managerial Grid Model<\/strong> here<\/u><\/a> on the Flevy documents marketplace<\/a>.<\/p>\n You can download this and hundreds of other\u00a0consulting frameworks<\/a>\u00a0and\u00a0consulting training guides<\/a>\u00a0from the\u00a0FlevyPro library<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":" One leadership style does not work in all situations.\u00a0 A variety of management and leadership styles exist for people in leadership roles, but each individual utilizes a unique style to get work done.\u00a0 Successful leaders need to understand the pros and cons of various leadership approaches, their impact on the people they command, and the… Managerial Grid Model<\/span><\/a><\/p>\n","protected":false},"author":110,"featured_media":4655,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[408],"tags":[1528,106,1527,795,1526],"class_list":["post-4651","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-leadership","tag-blake-mouton-managerial-grid","tag-leadership","tag-leadership-grid","tag-leadership-style","tag-managerial-grid-model"],"_links":{"self":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4651","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/users\/110"}],"replies":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/comments?post=4651"}],"version-history":[{"count":8,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4651\/revisions"}],"predecessor-version":[{"id":8911,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4651\/revisions\/8911"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media\/4655"}],"wp:attachment":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media?parent=4651"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/categories?post=4651"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/tags?post=4651"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
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<\/a><\/p>\nImpoverished <\/strong>Management<\/strong> Style\u00a0 <\/strong><\/h2>\n
Country Club (or Accommodating) <\/strong>Management <\/strong><\/h2>\n
Produce or Perish (or Dictatorial) <\/strong>Management Style<\/strong><\/h2>\n
Are You a Management Consultant?<\/strong><\/h2>\n