for Inspirational

Inspirational leaders are needed most when:

  • Morale is low.
  • Performance is sluggish.
  • Complacency has set in.

But in other situations, other styles may work better. For example:

  • An organization that is stagnating, while change passes it by, may need a visionary leader.
  • An organization that is missing deadlines or suffering from infighting may need a collaborative leader.
  • An organization in crisis may need a take-charge leader.
for Visionary

Visionary leaders are needed most when:

  • The organization is stagnating, while change passes it by.
  • The organization’s only goal is to do more of what it is doing already.
  • The organization has survived a crisis and needs to focus on moving forward.

But in other situations, other styles may work better. For example:

  • When morale is low, the organization may need an inspirational leader.
  • When talented people are leaving because their input is going unheard, the organization may need a collaborative leader.
  • When an opportunity will be lost if it is not grasped immediately, the organization may need a take-charge leader.
for Collaborative

Collaborative leaders are needed most when:

  • Talented people are leaving the organization because their input is going unheard.
  • Few innovative ideas are being generated from the front line ranks.
  • The organization is missing deadlines because people are not working together.

But in other situations, other styles may work better. For example:

  • When performance is sluggish, the organization may need an inspirational leader.
  • When an organization’s only goal is to do more of what it is doing already, it may need a visionary leader.
  • When little is happening because people are afraid of being held accountable, the organization may need a take-charge leader.
for Take-charge

Take-charge leaders are needed most when:

  • The organization is in crisis.
  • An opportunity will be lost if it is not grasped immediately.
  • Little is happening because people are afraid of being held accountable.

But in other situations, other styles may work better. For example:

  • When complacency has set in, the organization may need an inspirational leader.
  • When an organization has survived a crisis and needs to focus on moving forward, it may need a visionary leader.
  • When few innovative ideas are being generated from the front line ranks, the organization may need a collaborative leader.