Leadership Process Model
Setting Direction and Thinking Long Term.
A leadership process model is an approach to leadership development that helps leaders understand their
The Leadership Process Model has been used for decades by leaders from various industries. It was first published in 1989 by Randall B. Dunham, and was later revised in 2002.
The model illustrates the impact of four key factors that influence leader effectiveness. These include:
- The leader: the person who leads, and sets the course for the group or team
- Following: the people who follow someone else’s instructions on tasks and project.
- The context is the background against which we’re working. It includes everything from our physical surroundings to the broader organizational circumstances.
- Outcomes: the result of the process, such a reaching a specific goal, creating a high-quality item, or solving a customer service problem.
The model shows how leaders, followers, and contexts combine to influence each other and their own actions.
More importantly, the model shows that leadership is a continuous and evolving process. It’s therefore important to be flexible and to continuously develop your relationships with your team members.
Each factor affects the other factors. Negative actions will likely negatively impact future performance, while positive action will likely positively impact future performance.
How to Apply the Methodology
They describe several different approaches for applying the insights from this framework.
1. Provide Regular Feedback
In order to grow and develop your team, the Leadership Process Model emphasises the importance of giving good feedback.
Feedback from your team has an impact on the overall situation. It can help provide more focus, for example. If things change, feedback can help inform you and your team so they stay on the right path. Regular feedback keeps everyone focused.
2. Be Aware of Actions and Reactions
Your decisions, behaviors, and actions directly affect the people who follow you. Every action has an effect, and will likely influence someone else’s actions.
It’s important for leaders to remember that saying something thoughtless or lashing out at a team member could have negative repercussions, even if you don’t see them right away. Eventually, these repercussions may include decreased performance, lower moral, increased absentee rates, or faster staff turnover.
Note:
It’s very important to control your emotions at work and to keep a level head, as this will help your decision-making process. It’s also helpful for your team if you act as a good role model , and lead by example.
4. Be Honest and Ethical
Building relationships between leaders and their subordinates should be done through mutual trust and respect. These two factors will lead to better results and a happier and more efficient workplace.
You need to be someone who your employees can trust and respect. They won’t necessarily be able to always blindly obey you, but they’ll definitely be more willing to go the extra mile for you if they believe in you.
Try to be authentic in your actions and in your communications with your colleagues. Lead with integrity , actively build trust , and be humble. These qualities will strengthen your relationships with your co-workers, as they’ll see you as someone who can be relied on to do the right thing.
4. Lead With the Right Style
Using Transformational Leadership , you can develop integrity, set clear goals, communicate well with your team members, and inspire people with a shared vision of the future.
It’s helpful to know how to adapt different leadership style when necessary. For example, to suit a specific follower, outcome or context
5. Consciously Assign Tasks
Are your team members regularly given the opportunity to use their strengths and skills? Tasks and projects can cause resentment if they are assigned on an ad-hoc basis.
When making decisions about which task to delegate, think about who would be best suited for the job. If there’s something important coming up soon, don’t just give it to someone randomly; instead, ask yourself if they’re the right person for the job.
6. Focus on Relationship Development
Start by developing your emotional intelligence . This encompasses many of the traits that we’ve already mentioned. When you have high emotional intelligence, you are self-aware, you manage your emotions, and you act according to your ethics and values.
Empathise with your team. Show them that you understand where they’re coming from. It will help deepen the bond between you and your team.
Finally, thank them when they do something well. A simple “thanks” will show their gratitude.
Key Points
The Leadership Process Model shows how your own behaviors and interactions affect others. Just as they impact you, so too do they affect others.
Once you’ve understood the model, you can use its insights to create new models for yourself.
- Providing regular feedback.
- Knowing when something is going wrong.
- Leading honestly and ethically.
- Lead with the right style.
- Consciously assigning tasks to yourself.
- Focusing on relationship development.
