Appropriate leadership may significantly influence the productivity of a team regardless of its size, field of expertise, objectives, or missions. Therefore, it may be vitally important to establish rational leadership that introduces an individual approach to subordinates in accordance with their personal goals, motivation, skills, and resources. Path-Goal Leadership Model allows the leader to comprehensively assess the needs of a concrete subordinate in order to maintain motivation and achieve objectives. It may be highly beneficial to increase the motivation of a team member by increasing valued rewards or introducing possible ways of achieving these rewards. The Path-Goal Leadership Model also identifies four types of leadership, including supportive, directive, achievement-oriented, and participative leadership styles. It may be essential to rely on one of these styles or on a combination of them, depending on the employee’s competencies and skills.
Styles of Leadership
As already mentioned, there are four fundamental leadership types in the Path-Goal Leadership Model. To some extent, its frameworks are similar to the situational leadership model, which also introduces four leadership styles, including directing, coaching, supporting, and delegating. These types are effective in similar conditions depending on the employee’s level of motivation, professional skills, needs, and experience. It might also be beneficial to adjust the leadership style to address the specificities of the task and the work environment.
Directive
Directive leadership involves the precise definition of not only the desired goal but also the methods and concrete steps required for its achievement. Such a style also implies that the leader sets strict deadlines and maintains constant control over the progress. The approach reduces the responsibility of the employee and mitigates the probability of human error. Therefore, directive leadership may be effective with new employees who lack experience and motivation. It is also suitable for tasks that require strict compliance with particular frameworks or methodologies.
Supportive
Supportive leadership is closely linked with the concept of building and maintaining a healthy working environment. Such leaders aim to achieve social justice and equality within their communities. A supportive approach can be applied to any workers regardless of their experience, as it may improve job satisfaction and productivity. However, it may be most effective with workers who have insufficient commitment and require additional motivation. Moreover, it may be beneficial to utilize the principles of supportive leadership under any circumstances, as they may improve the working climate.
Participative
Participative leadership involves high levels of cooperation with employees, and, in some cases, the leader acts as an equal member of the team. Such leaders encourage their subordinates to participate in the process of decision-making actively, and hence, it may require high levels of competence and extensive experience. Participative leadership may not only improve communication and provide the leader with valuable ideas but also increase motivation. However, it may be complicated to supervise and control teams that involve large numbers of people.
Achievement-Oriented
Achievement-oriented leadership involves setting goals that may challenge the subordinates in order to improve their performance. The method may be effective with followers who are highly motivated, experienced, and skilled. Nonetheless, the effectiveness of achievement-oriented leadership is closely linked with provided targets and goals. For instance, unclear or vague achievements may considerably reduce worker productivity, reduce motivation, and even harm the self-confidence of the employee. Therefore, it may be essential to comprehensively analyze the task and introduce adequate achievements and goals.