Ubuholi bebhizinisi bungathatha izinhlobo eziningi futhi ngayinye yazo inobuhle nebubi bayo. Kodwa-ke, okunye okungeke kushaywe indiva ukuthi ubuholi obuhle bubalulekile empumelelweni yebhizinisi. Ngaphandle kobuholi obuhle, amabhizinisi azothola ukuthi ukukhiqiza kwawo komsebenzi nokugcinwa kwabasebenzi kuyehla.
Siyazi ukuthi:
- Ubuholi bubalulekile: A 2021 study on escape rooms found that groups that elected leaders completed the task much faster (63% yalabo abanabaholi baphothule umsebenzi lingakapheli ihora, kuqhathaniswa kuphela 44% of those without a leader).
- Ikhwalithi yobuholi ibalulekile: Iphepha lezemfundo lango-2021 elishiwo ngu umagazini we-Economist uthole ukuthi igebe phakathi kokuba nomphathi omuhle kanye nomubi lilingana nokwengeza elinye ilungu eqenjini labantu abangu-9.
Ngakho-ke, sinalokhu engqondweni, ake sixoxe ngezinye zezitayela zobuholi ezivame kakhulu futhi sithole indlela engcono kakhulu yokuthola eyakho.
Okuqukethwe
Ubuholi obugunyaziwe (noma obuzenzakalelayo).
Ubuholi bentando yeningi (noma obubambe iqhaza).
Ubuholi obuguquguqukayo (noma obunombono).
Ubuholi be-Laissez-faire (noma izithunywa).
Choosing the best leadership style for you and your business
Final notes on important personality traits for leadership
Isiphetho
Ubuholi obugunyaziwe (noma obuzenzakalelayo).
Ubuholi obugunyaziwe buqukethe indawo lapho abasebenzi kulindeleke ukuthi balandele izinkomba ngaphandle kokungabaza. Umholi uzoba nombono ocacile, izinjongo ezicacile, futhi ngokuvamile ahlose ukuhlangabezana nazo. Bazosungula indlela ecacile futhi banikeze izinkomba kubasebenzi ukuze bafeze lowo msebenzi.
Lesi sitayela sobuholi sivame ukusetshenziswa ezindaweni ezisheshayo lapho ukukhula kulindeleke khona. Nokho, ukuze ube umholi omuhle kule ndawo kubaluleke kakhulu ukuthi umholi acace, abe nolwazi, futhi angaguquki. Kungenjalo, njenganoma yimuphi umthetho wobushiqela, ekugcineni kuzoba nokuphikisana - okuzokhinyabeza ukukhiqiza kwebhizinisi.
Ubuhle
Lolu hlobo lobuholi, uma lulethwe ngendlela efanele, lungaletha imiphumela engaguquki nenempumelelo. Ukwengeza, njengoba singekho isikhathi esidingekayo sokuxoxisana, lolu hlobo lobuholi longa isikhathi nezinsiza.
Ububi
Although authoritative leadership saves time, it can lead to discontentment as employees feel unheard and that they have no part to play in decision-making. This lack of participation can also be of detriment to the company, as you may miss out on valuable insight and creativity from lower-level employees. Additionally, it can be very easy for a leader to abuse this position, leading to the loss of workforce as employees quit.
Type of leader needed
Lolu hlobo lobuholi ludinga umuntu ozethembayo, onesifiso sokuvelela, futhi oqhutshwa imiphumela. Ukuba umbusi onegunya kungaba nzima, futhi kungase kudingeke wenze (futhi unamathele) izinqumo ezinzima nezingathandwa.
Ubuholi bentando yeningi (noma obubambe iqhaza).
Njengoba okuphambene (ngangokunokwenzeka) nobuholi obunegunya, ubuholi bentando yeningi bukhuthaza intando yeningi emsebenzini. Lokhu kwenziwa ngokucela uvo lwabasebenzi ngaphambi kokuba izinqumo ziphothulwe. Nokho izwi lokugcina lisele kumholi.
This style of leadership is often used in growing companies, such as start-ups, where there is more flexibility and employees are encouraged to give their ideas for the business’ development.
Ubuhle
Ubuholi bentando yeningi buvumela ubuciko obuningi obuvela eqoqweni elibanzi labantu (abanezizinda ezihlukene kanye nemiqondo ehlukene) bese busiza izinkampani ukuthi zihlale zinolwazi lwakamuva nezikhathi. Imisebenzi yangaphambilini ingase futhi isho ukuthi abasebenzi bakho banesipiliyoni ongenaso, njengokwenza ukuwina amasu marketing noma izindlela zokuthi kanjani xoxisana nabaphakeli, Ngokwesibonelo.
Isikhathi esengeziwe esithathwayo ukwenza izinqumo ngalesi sitayela sobuholi singasiza futhi abaholi nezinkampani ukuthi ziqhubeke nokuhlola okuhle, okubi, kanye nezingozi zesu noma umsebenzi. Le ndlela iphinde inikeze abasebenzi benkampani izwi, idale ubudlelwano obungcono bokusebenza phakathi kwabaqashi nabasebenzi, futhi ikhulise nokugcinwa.
Ububi
Ububi balesi sitayela sobuholi wukuthi kuthatha isikhathi eside ukuthatha izinqumo. Ukwengeza, kuye ngokuguquguqukayo kanye namalungu eqembu, izinhlobo zobuntu ezishayisanayo zingaba nomthelela omubi ekuthathweni kwezinqumo.
Type of leader needed
Lolu hlobo lobuholi ludinga umholi onolwazi, ozethembayo, noqinile ongeke esabe ukuphatha uma kunesidingo — kungaba wumugqa onzima ukuwunyathela.
Ubuholi obuguquguqukayo (noma obunombono).
Transformational leadership is used when a company is in need of long-term direction. It is the style of leadership that champions the idea of setting long-term goals and structuring a path to achieve them over a period of time. Transformational leaders aim to transform both the company and the workers by encouraging employees to try new things and develop themselves. They also encourage employees to give their thoughts on the company’s direction so as to work together on that.
Ubuhle
Lolu hlobo lobuholi luyamangalisa ngokudala abasebenzi abathembekile abazizwa sengathi bathola okuthile emsebenzini wabo futhi bathuthukisa imisebenzi yabo ngokusebenzisana nawe. Ukwengeza, ukuba nombono wesikhathi eside kanye nesisekelo sabasebenzi esabelana ngenkolelo kuleyo migomo efanayo (njengoba bebambe iqhaza ekudaleni) kungaqhuba ukukhula ngokushesha nangempumelelo kakhudlwana. Ubuholi bezinguquko buyindlela enhle yokwakha ibhizinisi elizicabangela lona (kungakhathaliseki ukuthi lincane noma likhulu kangakanani) njengomndeni.
Ububi
This kind of leadership style looks to the future, meaning that some smaller task details can be missed, resulting in hold-ups. In addition, some issues that come up and are considered present-day issues may be sacrificed in the name of the “bigger picture.” This can be problematic as it can lead to employees seeing the company as valuing the end result (the goal) over the current employees (the journey).
Type of leader needed
Lolu hlobo lobuholi ludinga umuntu ozwelayo naye ohleleke kakhulu, ongaguquki, futhi oqhutshwa yimiphumela. Kubalulekile ukugcina intuthuko yebhizinisi iphambili engqondweni yakho, kodwa ukusunduza abasebenzi ukuba badlule imingcele yabo kungaba nzima — kulula ukusunduza kakhulu.
Ubuholi be-Laissez-faire (noma izithunywa).
Lolu hlobo lobuholi lusetshenziswa yilabo abasebenza namaqembu anolwazi namakhono. Kudinga ukuthi umholi abethembe ngokuphelele abasebenzi babo, njengoba ngokuvamile bebavumela ukuba benze izinqumo ezibalulekile futhi basebenze emisebenzini ngaphandle kokuphazanyiswa okuningi (kwesinye isikhathi cha) kubo.
Ubuhle
This leadership style can be ideal for those who work well alone, as they have the chance to make executive decisions without feeling the pressure of their leader breathing down their neck. Thanks to this, projects can often develop differently, allowing for more creativity and sometimes better results. In addition, this type of leadership frees up the leader to focus their attention where most needed. Workers can also feel valued and trusted, which can help them feel more comfortable in a company and can promote long-term employment.
Ububi
Yize abanye abasebenzi bekwazisa ukushiywa bodwa kodwa uma lesi sitayela sobuholi sifika ezingeni lokuthi bakhohlwe ukuthi umholi ungubani, kungaba yingozi. Abasebenzi bangazizwa bentula isiqondiso nokusekelwa, okungaholela ekwehleni kokusebenza nokudideka. Ukwengeza, uma kungekho ukusebenzisana phakathi komholi nabasebenzi, izinkinga zinganakwa kuze kube umzuzu wokugcina - okusho ukuthi izinkinga ezinkulu zingaqhuma endaweni yesigameko zingabonakali ndawo.
Type of leader needed
Lolu hlobo lwesitayela sobuholi ludinga umuntu ongathembela ngokuphelele abasebenzi bakhe. Kufanele behlise umoya kodwa futhi babe nekhono futhi babe nekhono. Ngokukhethekile, kufanele bakwazi ukubhekana nezinkinga endaweni enengcindezi ephezulu, njengalapho inkinga enkulu igqanyiswa kuphela ngomzuzu wokugcina. Lolu hlobo lobuholi lungasebenza kuphela neqembu elinamakhono aphezulu, elichwepheshile, kanye neqembu eliziqalayo.
Choosing the best leadership style for you and your business
Kungakhathaliseki ukuthi uqhuba (noma usebenzela) ibhizinisi elincane ukuya kweliphakathi (SME) noma inkampani enkulu ebiza izigidi eziningi zamadola, isitayela sakho sobuholi esingcono kakhulu sincike ebuntwini bakho, abasebenzi bakho, kanye nebhizinisi lakho nezinjongo zalo.
Yazi wena
Ngaphambi kokukhetha isitayela sakho sobuholi, zibuze ukuthi uxhumana kanjani nabanye. Ingabe ukhetha ukuhlanganisa wonke umuntu ukuze nixoxe bese nithatha isinqumo? Ingabe ukhetha ukwenza uhlelo, wazise wonke umuntu ngohlelo olushiwo, bese uludidiyela? Uyawuthanda umqondo wokunikeza amandla abanye ukuthi bathathe ukubusa - wazi ukuthi ngelinye ilanga bangaba umholi ongcono kunawe?
Zama izimo ezimbalwa nabangani bakho nomndeni wakho ukuze ubone ukuthi bakwenza uzizwe kanjani, kanye nendlela abasabela ngayo ebuholini bakho. Qiniseka ukuthi uphinde uhlole ukuthi uhlelo luhambe kanjani - ingabe lwalusebenza kahle?
Yazi imigomo yebhizinisi lakho
Isikhathi nenzuzo nakho kuyizinto ezibalulekile okufanele uzicabangele lapho ukhetha isitayela sakho sobuholi. Ingabe isikhathi se-essential? Ingabe ugxile enzuzweni esheshayo, noma uyakujabulela ukukhulisa inzuzo yakho ngokuhamba kwesikhathi, ugxile ekugcinweni kwabasebenzi noma uguquko lwenkampani yakho? Ukuzibuza le mibuzo (kanye nokubeka le mibuzo kumphathi wakho, uma unawo) kuzokusiza ukuthi uhlole isitayela sobuholi esingcono kakhulu ongasikhetha — khumbula ukuthi ubuntu bakho bungase bungasilungeli ubuholi obudingekayo, futhi lokhu kungaba yinkinga okufanele ixazululwe kuqala.
Yazi abasebenzi bakho
Abasebenzi bakho bangamandla aqhuba ibhizinisi lakho. Akukhona nje ukuthi abasebenzi bathola imisebenzi eyenza ibhizinisi lakho lenziwe, kodwa ukuyigcina kusho ukuthi abasebenzi abanolwazi nabasebenza kahle - okusho umsebenzi osheshayo nemali encane echithwa ekuqeqesheni abasebenzi abasha.
Lapho ukhetha isitayela sakho sobuholi, cabanga ukuthi yiziphi izinhlobo zobuntu abasebenzi bakho abanazo - ingabe bafuna ukuzibandakanya enqubweni yokuthatha izinqumo? Ingabe bamane bafuna isiqondiso futhi bayakujabulela ukuba wenze izinqumo?
Ungakwazi futhi ukucabangela izinjongo zebhizinisi lakho lapha - uyafuna ukufaka isisebenzi ekubumbeni inkampani yakho? Ingabe abasebenzi bakho bayadala? Ucabanga ukuthi bangakwazi ukuveza imibono emisha, ebalulekile yokuthuthukisa inkampani?
Final notes on important personality traits for leadership
A good leader inspires, and a bad leader orders. This might seem simple, but the reality is much more nuanced — there is a fine line between being respected and being walked all over.
There are multiple effective leadership styles, and each has its own function. However, to avoid being walked all over and to ensure you have the respect of your employees, there are two main character traits to maintain:
- Ubuqiniso: multiple izifundo zengqondo bathole ukuthi “... ubuholi obuyiqiniso buhlotshaniswa kahle nendawo yokusebenza ekhuthazayo, okuhlanganisa ukuzethemba okwengeziwe, umuzwa ongcono wenhlalakahle, ubungane obandisiwe, kanye nokusebenza kangcono komsebenzi.”
- Ukuvumelana: Noma ngabe ukhetha siphi isitayela sobuholi, abasebenzi bakho bazosebenza kahle kakhulu uma benganyatheli emagobolondweni amaqanda bezama ukuthola ukuthi uzoba umholi onjani namuhla - khetha ofanelana kangcono nezinjongo zakho futhi umthuthukise ngendlela engcono kakhulu yebhizinisi.
Isiphetho
Leadership styles are personal choices that often come down to individual personality traits and self-awareness. however, the business’ health should always come first — and this encompasses employee retention and contentment too. If you feel that you are not ready to be an effective leader, fear not, as leadership skills can be developed over time. Find the leadership style that suits you and then work on gaining knowledge, trust, and respect through consistent, good business results and a happy workforce.
