5 Time Management Tips

Are you usually punctual? Do you get your work done on time? Are you good with deadlines? Are you satisfied with the timeframe it takes you to finish things?

Bottom line: Are you a good time manager?

If we’re completely honest, most of us would admit that a little help in the time management department couldn’t hurt. And there are those among us who are not afraid to admit to needing considerably more than a little assistance in getting a grip on the productive use of time.

These 5 tips can put you on the road to consistently better time management.

  1. Prioritize

Take to heart habit # 3 in Stephen Covey’s 7 Habits of Highly Effective People: First Things First. With only twenty-four hours in each day and a plethora of “things” vying for our attention, it’s crucial that we distinguish the most important tasks from those that are less significant, and especially from those that barely qualify as trivial. First things first, lesser stuff later, if there’s time.

  1. Clear The Clutter

Distractions in the form of piles of stuff, general disorganization, or – dare we say it – downright filth will do a number on efficiency every time. It’s tough to focus when your eye is drawn to a mountain of junk or pulled toward the boxes of files waiting not-so-patiently to be filed. Set aside time to clean-up, then vow to make orderliness a priority.

  1. Focus, focus and then focus some more

Nothing promotes efficiency more than complete attention to a task. Close your door, window or whatever else will minimize background noise. Immerse yourself in the task at hand. If music increases your focus, go for it, but if it’s just another distraction, be mature enough to skip it.

In our “always on” world, the thought of disconnecting is almost hard to imagine. It’s so easy to become a slave to your inbox and other forms of instant messaging. Log out of all social media. Stash your phone and silence it too. It won’t kill you, your friends or colleagues to be out of contact for a time. If the Internet is too much of a temptation, disconnect from Wi-Fi while you give concentrated effort to a project. Make a habit of allotting one or more specific chunks of time each day for “checking in.” Resisting the urge to stay connected 24/7 will free up your brain power for accomplishing more in less time.

  1. You deserve a break

Allow for some downtime between tasks. Rushing from one intense period of focus to another is stressful for mind, body, and spirit. Fatigue and productivity are not pals, and it’s emotionally draining to even think about a long stretch of work without a break.

Allow for a moment to pat yourself on the back for finishing on time, then get some fresh air, take a walk through the halls, grab a light snack, and just chill. A few deep cleansing breaths can get the blood and oxygen pumping again before you forge ahead to the next task.

  1. Use downtime to your advantage

Turn those minutes spent waiting for your turn in the lunch line or even at the copier into thinking time. Rather than stare mindlessly at the back of the person in front of you, let your mind delve into the details of the upcoming task or revisit the last assignment.

Use those chunks of time when your body is active, but your mind is free – like when exercising or while commuting – to engage in “thought productivity” sessions. If it’s been a long, stressful day already, use the downtime to purge your mind and regroup for the next project.

And one more piece of advice. One of the fastest ways to zap productivity is to allow the prospect of a busy schedule to overwhelm you. Yes, there’s a lot to do. Welcome to today’s adult life! But in the same way the adage advises that the best way to eat an elephant is one piece at a time, a hectic schedule can be managed in the same way:  one task/activity/project at a time.

Focus. Complete. Break. Breathe. Repeat.

As a comprehensive source for staffing and human resource management, B. Loehr Staffing will save you time while increasing the effectiveness of your search for employment. Allow our Staffing Specialists to assist you in obtaining a position that fits your skills and career goals. Contact our office today.

Phone: 314-567-6500   Website: blstaffing.com

Presenteeism Part I: What is it?

b loehr - presentWhile absenteeism is a growing and costly problem across the American workforce, a mounting body of evidence suggests an even bigger problem has emerged in recent years: presenteeism.

Presenteeism is defined as the loss of productivity that arises when a worker is on the job but for a variety of reasons, is not fully functioning. It could be a medical condition, emotional distress, or a family issue that leaves the worker distracted and unable to fully perform his or her job tasks. It’s estimated that these sometimes unapparent, productivity-robbing situations can cut individual productivity by one-third or more. Unlike the obvious absence when an employee doesn’t show up for work, all is thought to be well when the employee is physically present.

Presenteeism may be more prevalent during tough economic times when an employee can’t afford to miss out on the income or fears losing his or her job. Chronic conditions such as arthritis, allergies, or a plethora of other maladies or situations can present a continuous threat to productivity. It’s true that if every employee stayed home each time a chronic condition or emotional distress flared up, nothing would get accomplished. Still, the issue warrants further study in an effort to lessen the decrease in productivity.

It’s both helpful and important to distinguish between malingering—pretending to be ill, goofing off, surfing the web instead of working—and true physical and emotional issues. “Slacking off” can and should be dealt with swiftly, in accordance with company policies.  But it’s doubtful the handbook contains the precise course of action to take when it comes to legitimate, all be it disruptive, presenteeism.

As researchers continue to gather conclusive findings, more companies are recognizing the problem of presenteeism and facing the challenge it presents. As with any problem, the first step toward resolution is acknowledging the issue exists. As this is a relatively new area of study, questions abound, the central one being the exact degree to which various illnesses and conditions reduce productivity.

The good news is researchers are discovering reliable ways to determine that. A number of survey tools are available to measure both absenteeism and presenteeism. Two commonly used resources are the  Health and Work Performance Questionnaire (HPQ) and the Work Limitations Questionnaire (WLQ). The feedback garnered from these questionnaires will help determine the existence of the problem and establish a baseline from which to improve.

Due to its silent nature, presenteeism can be harder to monitor and more difficult to address than absenteeism. Next week’s blog – Presenteeism Part II – will tackle ways to diminish the production-robbing effects of presenteeism.

Because we care about our clients, B Loehr provides pertinent HR information through our blog. It’s just one of the ways we aim to please. Whether your company is dealing with absenteeism, presenteeism, or other issues hindering your productivity, contact B Loehr. We will match you with top notch Field Associates who know how to get the job done.

Virtual Job Fairs Part 2:  The How-to of Hosting a Virtual Job Fair

B Loehr - virtual job fair

From something as simple as an online job board to an elaborate multi-faceted virtual job fair, the world of recruiting is benefiting from the many advantages the web offers for locating and recruiting employees.

Job seekers have become avid fans of this convenient, timesaving means of finding and applying for multiple positions. Many companies are also choosing virtual job career fairs as an effective recruiting tool, citing multiple benefits, such as:

  • Fewer logistical hassles
  • Smaller price tag
  • Access to a greater pool of top-notch candidates.

Hosting a successful virtual job fair, however, does require energy and effort to put together. A good first step is to familiarize yourself with the ins-and-outs by “attending” several virtual events. Peruse the event from the perspective of a candidate. Note the ease with which you’re able to both understand and navigate the fair format.

  • What catches your eye?
  • What appeals to you as someone scouting for a job?
  • Does the format allow you to highlight your unique skillset?
  • What’s missing from this virtual experience?

Jot down your impressions so you can compare and contrast the different elements available at each event.

Still a little unsure? For most companies first entering the virtual world of recruiting, it’s a good idea to participate in an event produced by a third party. Such an event would feature multiple companies, segmented by industry, with the added benefit of an end-to-end event that includes promotion, training, support, and reporting. You’ll experience the web-based recruiting advantages a virtual fair offers, while allowing someone in the know to handle the structure and formatting crucial to such a tech-savvy event.

As you participate in third party events ask yourself these questions:

  • Does the site offer the same navigational ease to the employer?
  • Is the information about each candidate complete and easily accessible?
  • What info is not available, but would aid your decision to pursue a candidate?
  • Note the advantages/disadvantages of a single company vs. multiple company hosted fair.

Now, if you have found the virtual job fair format a good fit for your needs, you know how you want your job fair to work for applicants and for yourself.

Investigate the many facets of the convenient and innovative alternatives to traditional job fairs at.

Job board hosting sites:          JobBoard.io      iCIMS

Virtual job fair software:        Comminique`  Brazen

Virtual job fair platforms:      vFair                InterCall

Gain access to a greater pool of top-notch candidates by partnering with B. Loehr Staffing. You can rely on our fast response to all your supplemental staffing and human resources management needs. Contact our staffing experts today.

 

Virtual Job Fairs – Part I: The Advantages of a Virtual Job Fair

B Loehr - virtual job fairIt’s no wonder virtual career fairs have gained popularity in recent years. There’s no need to rent a facility or equipment. No hiring or paying additional staff to load, unload, and set-up furnishings, brochures and applications or man the traditional job fair booth. Not to mention saying goodbye to parking hassles – for both the job seekers and the hiring company.

Both similar to and quite different from traditional career fairs, a virtual job fair offers a plethora of advantages to job seekers, recruiters, and hiring managers alike. A virtual fair may be hosted by one business, featuring the open positions throughout the company, or a group of companies who participate in a single, online event. Job hunters gain finger-tip access to employment opportunities. Recruiters and hiring managers are afforded easy access to a larger pool of candidates.

Here are but a few of the advantages.

The “Pros” for Job Seekers

  1. Convenience

What could be more convenient that perusing job listings from the comfort of your home? Prop up your feet and let your fingers do the walking as you get a feel for the available opportunities.

  1. A flexible timeline

Rather than being limited to a strict three to four hour time slot on a particular day, an online fair may last a week or more, with 24/7 availability. This open access format allows for easier job seeker participation, regardless of each one’s present work schedule.

  1. Ideal for relocation scenarios

If relocation is in your future, a virtual job fair is the perfect set-up. A candidate-seeking event hosted by multiple companies can provide a variety of job opportunities in a one-stop environment. It’s a much better alternative to making several time consuming, costly job-search trips to the new location

The “Pros” for the Hiring Company

  1. Less hassle, less paperwork

The format of a virtual job fair creates reports that list who applied for each position, who from the company interacted via chat or email with each candidate, and even who exchanged virtual business cards. Hiring personnel have real-time access to recruiting information – without stacks of applications, resumes, and other documentation cluttering their desk. Real-time access allows for candidate screening and the arranging of interviews without being buried by a mountain of paperwork.

  1. Less effort = more applicants

Because virtual fairs make the application process easier and more accessible, it often yields a larger, broader pool of candidates, including potential candidates from diverse backgrounds with a variety of work experiences.

  1. The “comfortable” interview

An interview held across a virtual channel scores points for both comfort and security. Another positive factor is the ease with which multiple persons from the company, at the same time or in succession, can participate in the interview process without scheduling constraints. This access to a greater amount of feedback, gained over a shorter time period, benefits the hiring process.

In Virtual Job Fairs Part 2, we’ll explore the “how-to” of hosting a virtual job fair.

In fact, virtual job fairs can be a win-win for both candidates and the hiring company. Of course, contacting B. Loehr Staffing is always a winning proposition too. We specialize in providing our clients with top personnel and skilled Field Associates for all their hiring needs, while they concentrate or other pertinent areas of business. We’ve been doing this for over 100 years, but we aren’t the best because we’re the oldest – we’re the oldest because we are the best.

Is your Website Performance up to Par?

???????????????????????????????We live in an omni-channel, always connected world where a consistent website performance is not only expected by consumers, it’s crucial to the very existence of any business with a digital focus. Both profits and reputation take a hit when a site experiences downtime—the nemesis of every company invested in online marketing. A service that monitors for downtime will minimize the dollars lost to this it-happens-to-everyone-at-some-point annoyance. Common sense says do everything possible to reduce downtime.

But what about overall website performance?

Well, as long as it’s live… right?

While that’s a super easy trap to fall into, it’s also a dangerous pit that can rob your business of untold potential. Consumers are a demanding lot because they CAN be. With so many sites to choose from, in most cases, customers can afford to be picky which means website performance cannot be an afterthought.

It’s time to take a hard, honest look at the key components that factor into a website’s performance.

  • Load time

While the actual load-time for any website will depend on a variety of factors, the “faster the better” is the mantra web users live by. Try accessing your site from a computer you’ve not used to access it previously. Test each feature and note the time it takes for each application to load. Let your IT team or website provider know you’re interested in the timeliest experience possible for your customers.

If an APM strategy lacks strength, digital performance will suffer. Issues will crop up and threaten to leave customers glaring at a non-responsive page. Schedule a “load test” for every new application, allowing plenty of time to address any issues that might arise when the app faces high traffic or heavy use.

  • Simplicity vs. Complexity

Complicated over-the-top technology does not necessarily make a better website. In fact, extra bells and whistles not only complicate the consumers’ experience, they can rob resources from the applications crucial to complete the customer’s transaction. As more is expected from websites in the number of scripts needed and the push for real-time notifications, prioritize resources to give consumers the most satisfying experience.

Monitoring and Testing Options

In the pursuit of the optimum website experience, testing for speed and overall performance has to be a priority. Many free sites offer a variety of testing options.

Google’s PageSpeed Tools offers web developers the means for analyzing and optimizing loading speeds in addition too other resources such as browser extensions for staying up-to-date on the latest rules and functionality for continuous optimization. Because, in layman’s terms, everyone knows faster is better.

Pingdom Tools offers both free and several levels of fee-based services that go beyond monitoring for downtimes, to include an array of performance parameters to ensure optimum end-user experience. Contact via email, Twitter, of SMS will alert subscribers if issues are detected.

Brand equity and loyalty depend on digital performance. Customers know that high-performing apps and websites reflect the honesty and integrity of the host company. Reward their faith and loyalty with the best website performance and monitoring possible.

At B. Loehr Staffing, we take time to share valuable information with our clients and prioritize our website’s performance to better you better. Our number one priority, however, is filling our clients’ employment needs, matching them with the best field associates for every position. Contact us today. We are the best because we have been giving our best – since 1898.

3 Keys to Effective Decision Making for Leaders

b loehr - decisionsThis is a tale of two executives, Mr. D and Mr. G., and their different approaches to leadership and decision-making.

Mr. D arrived at XYZ Company eager to “get the lay of the land”, make connections with the department heads and staff, and get a feel for the people, the place, and the atmosphere. He observed and listened, and observed some more. He did not introduce new ventures and ideas right away but over time, shared his insights and philosophies. Mr. D led with a decisive, yet very approachable style. While he preferred to “bring people on board” rather than rule with an iron fist, when warranted, he could and would exercise his clout as CEO.

When approached by his secretary with relatively routine requests, he typically responded with “Give me a minute.” and then retreated to his office. An hour later, Mr. D would relay to the secretary his decisive, well thought out answer. His leadership team and staff both appreciated and had confidence in his “give me a minute” approach.

Mr. G succeeded Mr. D at Company XYZ. He arrived on the scene with a mile long list of ambitious plans and dreams. He jumped in with both feet, wasting no time in asserting himself as “head honcho.” He changed up everything, waving off suggestions and protests alike. His leadership style resembled that of an Army General who had little regard for the opinion of his troops, who were often caught in the crossfire following one of his rapid-fire, ill-suited decisions.

Once, when it was clear that he would have to significantly dial back his lofty plans, Mr. G remarked in a rare moment of clarity, “I often try to squeeze size 10 plans into size 5 shoes.” No truer statement had ever been uttered. Unfortunately, rather than allowing the experience to be a pivotal moment in his leadership journey, the moment passed with no changes to his think-on-your-feet approach. The next day found him shooting from the hip as always, with almost no regard for the fallout.

I bet you can easily guess whose years of leadership yielded the most growth at XYZ Company. The Company thrived under the confident leadership and thoughtful decision-making of Mr. D. The same could not be said of Mr. G’s often panic-mode-driven time at the helm.

Strong, effective leaders recognize the need for an iterative process when it comes to making decisions. The three key components of this repetitive strategy include:

  • Observation
  • Interpretation of the observed findings
  • Determination of appropriate interventions

Too often, either internal or external forces – sometimes both – push for an answer too quickly. As deadlines loom, patience grows thin and nerves become frayed. It’s times like these that prove the old adage, “haste makes waste” true. Hasty decisions waste time, money, and resources. They create weariness and stress that filter through the ranks.

The time it takes to back away and observe from a distance is worth the perspective it will yield. From a step away, the issues of concern are magnified, while elements operating smoothly also rise to the top. It’s like “getting on the balcony” to view what’s happening on the “dance floor” below – it allows a much clearer assessment. This “big picture” perspective can shed new and important light that will lead to a more effective decision.

At B. Loehr Staffing, we recognize how important decision making is – especially when it involves making the right hiring decisions for your company. Contact us today – we will match you with our best-fit Field Associates for all your staffing needs. After all, we aren’t the best because we’re the oldest – we’re the oldest because we are the best.

 

Restarting a stalled career

b loehr - stalled careerYou’re career has stalled. It could be a temporary plateau… but what if it’s a deep slump? What if a swan dive looms just around the corner?

For a plethora of reasons, careers goals can fizzle. That dream position that started out with such great promise no longer shines as it once did. You feel unappreciated – almost invisible. The career path you chose years ago no longer fulfills or challenges you.

Other signs that spell a definite stall include:

  • People are being promoted all around you
  • Your job responsibilities and duties have decreased
  • Your input is no longer sought after
  • You dread each day
  • Family and friends have grown weary of your job complaints

Don’t beat yourself up about it. That is, unless you choose the do-nothing-but-whine approach; in that case – then smack away.

The fact is, careers stall. It probably happens a lot more often than you think. Step out of the comfy familiar, yet limiting, “victim” shoes and choose to take action.

  1. It’s time to talk to your boss

Approach the one-on-one meeting with a positive, I’d-like-more-challenge-responsibility-input attitude. Refrain from blaming, pouting, or getting defensive. Your boss may be unaware of your career goals OR unaware of the shifts in the scope of your job. Be specific about what changes you’d like to see in your present position. Inquire about other positions suited to your particular skillset. Broach the subject of upcoming openings you would qualify for if you agreed to seek additional training.

  1. Volunteer to learn the new system/take on the next project,, or to troubleshoot the latest issue

Initiative and an eagerness to learn will get you noticed. If in the past you opted for a behind-the-scenes approach, take a more active role in leadership, brainstorming, or mentoring. Plunge into whatever area best suits your skills and become noticed.

  1. Consider both short-term and long-term educational opportunities

Maybe a certification program requiring a relatively minor commitment will position you for a promotion within the department. If the job you really want requires extended training, however, or possibly a specialized degree, consider the reality of making that type of commitment at this time in your life. Will family responsibilities allow you to return to school? Are you up to the challenge of meshing work/family/school?

  1. Re-evaluate your specific career goals

Over time, your aspirations may have shifted. New priorities may have replaced what once seemed important, or even crucial. Grab pen and paper and put your re-ordered goals down on paper. Mull over the list for a couple weeks – months if it takes that long. An adjusted set of career goals are necessary to bringing fulfillment back into your employment world.

  1. Seek a mentor who can guide you toward achieving your newly ordered career goals

Choose someone in your field or the field you aspire to enter – someone who will be committed to seeing you succeed. Be teachable and remain open to constructive criticism.

At B. Loehr Staffing, we’ve been specializing in jumpstarting careers in the fields of office/administration, accounting, medical, clerical, and light industrial since 1898. Contact us today for excellent opportunities to further your career.

 

 

6 Networking tips for Introverts

b loehr - networkingDo you shy away from the noisy, crowded environments that your co-workers seem to love? Are you overwhelmed when prodded to mingle in a large crowd? Welcome to the world of extroverted networking expectations.

Networking doesn’t have to be painful, paralyzing or petrifying. But it may be if you try to fit into a mold that isn’t you. The key is to recognize that being an introvert doesn’t mean you can’t network. It simply means you connect both socially and professionally with people in different ways.  If you find an approach that works with your personality and comfort level, you too can benefit from networking opportunities.

Consider these networking tips for introverts:

  1.  Start small

Choose to attend the smallest group setting of the networking opportunities available. Tackle one event at a time, focusing only on the present. Banish nerve-wracking thoughts of next month’s multi-company mixer or the huge year-end shindig.

  1. Practice

Rehearse small talk and conversation starters with a friend who can also walk you through some Q and A scenarios. Jot some notes on an index card and slip it into your pocket. With practice, you can learn to steer conversations. Additionally, feeling prepared will ease the fear and anxiety climbing up your throat.

  1. Allow yourself time to recover

Recognize the need to recharge between meetings or events. Unlike extroverts who thrive on back-to-back networking events, you’ll drain your people-battery fast by connecting events too close together.

  1. Connect online ahead of time

Making contact online before the upcoming meeting with a bit of email or Facebook back and forth will ease the “complete stranger” fears. It’s especially helpful to be able to match a name with a face, thereby eliminating those panicked moments of trying to determine which of the fifty mingling people is your contact.

  1. Take down the details

Make the most of this event you convinced yourself to attend by saving the details for future reference. On the back of the index card in your pocket or on your phone, note details about the person and the conversation. This will help eliminate, or at least reduce, worrying about remembering who said/did what.

  1. Take the reins and set-up your own events

If you prefer minimally stimulating events over loud, crowded settings, then take the planning into your own hands. A meeting over lunch, a small dinner party, even an afternoon coffee break “chat session” can provide you with networking opportunities that don’t send your pulse racing.

Professional interactions don’t have to be torture. Discover what works for you, personally, and reclaim the benefits of networking.

Take the torture and uncertainty out of finding a job by teaming with B. Loehr Staffing . We get it right the first time. Contact us today and utilize our comprehensive services – we’ve beeen finding Candidates/Field Associates the perfect job placements since 1898.

Leadership Styles Part 2: Why Adaptability is Key

b loehr - leadership 2Leadership has never been a one size fits all proposition. Most successful leaders develop a blend of leadership styles, a personal model they feel comfortable with, that suits their personality and has afforded them a lucrative level of success. However, a time may come when that tried-and-true winning strategy doesn’t seem to be getting the job done.

Quality leaders soon learn it takes the blending of various leadership styles to engage the entire team and meet the company objectives. The most effective leaders will be able to assess situations quickly in order to adopt the leadership model that’s best suited to the moment. Like a clever magician, a skilled leader has more than one leadership style tucked up his/her sleeve.

Whether it’s a particularly trying product challenge, an upheaval in the industry, or a serious financial crisis, the leader who realizes new encounters call for an attitude of adaptability will ride the wave of change and come out on top. Could it be the comfortable, always-worked-in-the-past methods have grown stale, and it’s time for a fresh approach?

Ideally, leadership needs to be in an adaptive mode, always responding to the current situation, to the people involved and to the challenges of the moment with an arsenal of leadership skills and strategies. Successful leaders know it’s all about managing circumstances while advancing toward the desired outcome.

An attitude focused on adaptability will be on the lookout for situations that call for a new approach. So, how adaptable are you?

  • Are you open to new ideas?
  • Do you welcome the challenge of trying a new approach?
  • Can you admit when something simply is not working any longer?

OR

  • Would you rather be comfortable and fail than launch an alternate leadership style?
  • Do you dig in your heels when approached with a suggestion to go a different direction?
  • Are you afraid you can only be successful sticking with the tried-and-true methods you’ve always used?

Answering “yes” to the first set of questions suggests a level of flexibility that can “roll with the punches.”

Answering “yes” to the second set of questions implies a fear or a resistance to approach leadership with a different method.

Three activities are the key to the process of adaptive leadership:

  1. Observation of people, events and patterns
  2. Interpretation of those observations that includes “what if?” analysis
  3. Determination of “what’s next?” and the appropriate follow throughIt’s crucial this process be continually repeated, rather like the simple instructions on the bottle of shampoo in your shower: lather, rinse, repeat.

Adaptive leaders bring together a plethora of skills, methods and practical theories that allow them to continually assess the most appropriate leadership style to meet any situation head-on.

At B. Loehr Staffing, we recognize the important role adaptability plays, not only in company leaders, but in quality candidates as well. Our goal is to help your company meet and exceed your business goals. Contact us today.

 

 

Leadership Styles Part 1:  The Good and the Bad about Common Leadership Styles

b loehr - leadership1A multitude of leadership styles based on various theories have emerged over the last century. Some work well—most of the time yet now always—and some are a train wreck—most of the time but not always.

Most of the varied methods fit into one of these four categories:

  • Trait Theories – What type of person makes a good leader?
  • Behavorial Theories – What does a good leader do?
  • Contingency Theories – How Does the Situation Influence Good Leadership?
  • Power and Influence Theories – What is the Source of the Leader’s Power?

Let’s explore several of the most common leadership styles.

  1. Autocratic or Authoritarian Leadership

This type of leader provides clear, strongly communicated expectations in an atmosphere that focuses on command by the leader and control of the followers.

The pros: This style of leadership works well when decisions must be made quickly and with decisiveness. When the time or need for team input is neither available nor necessary, an autocratic leadership style is often best.

The cons: This method may create a hostile environment that pits followers against the leader or lend itself toward an abusive, bullying approach.

  1. Democratic or Participative Leadership

This approach relies on the leader to make the final decisions after gleaning input from team members whose creativity and engagement in the project are encouraged.

The pros: Said team members are known to exhibit excellent productivity and often express a high level of satisfaction with their involvement.

The cons: Quick decision-making can be hard to come by with this approach as the sharing of multiple opinions can lengthen the final process for arriving at a conclusion.

  1. Laissez-Faire or Delegative Leadership

This approach allows the team to make the decisions with little guidance from leadership.

The pros: Highly capable and motivated team members or qualified experts appreciate their level of responsibility with this leadership style.

The cons: If team members aren’t well suited to this approach, a lack of direction and progress as well as finger-pointing may lead to failure.

  1. Transformational

Thought by many to be the most effective leadership style for business situations, transformational leadership involves motivation by an authentic, empathetic, accountable person who effectively communicates a vision of the future, sometimes utilizing a reward system.

The pros: Productivity and engagement tend to be high as the leader’s high expectations and “walk-the-walk” example inspires loyalty and commitment.

The cons: Out-there ideas taken on in the name of innovation may put the company at risk.

  1. Servant Leadership

This more recently embraced leadership model seems to embrace tenets from each of the four category theories. The framework behind servant leadership is a “servant to all” rather than a “master” mentality adopted and exhibited by the leader whose focus is to build up others while pursuing benefit for the overall organization.

The pros: This mentality creates a positive culture and leads to high morale and levels of engagement by team members who in turn pull together to create lasting and effective initiatives.

The cons: This approach can take time to integrate fully, as a paradigm shift may be required throughout the entire company.

Chances are you see traits of yourself in more than one of the above noted leadership styles. That’s good as seldom does a single leadership style completely fit the bill nor will one approach work in the various situations a leader may face throughout a career.

Next week’s Leadership Styles: Part 2 post will speak to the need for adaptability.

Since 1898, B Loehr Staffing has been the go-to source for:

  • Companies looking for team leaders, who will serve their valued customers well.
  • Leaders looking for companies, who will recognize, respect and use their leadership abilities.

Contact us today. We match the best with the best.