Name: 五分鐘內的十大領導力理論 (Ten Leadership Theories in Five Minutes)
Uploaded: 2021-01-14T05:41:59.000Z
Duration: 5 min 5 s
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Kurt Lewin, the renowned psychologist and researcher, said it well:

程度副詞

"There's nothing so practical as a good theory."

here are ten of the best known leadership theories

First there's what was originally called "The Great Man Theory."

It postulated that great leaders are born, not made.

And then it tried to identify the set of attributes

that all of these natural born leaders have in common.

While it's now become clear that leadership

There's indeed truth to the notion that some people

inherently have more leadership gifts than others.

"The Trait Theory of Leadership," a line of research that

examines which individual characteristics we should pursue

The upside is that it's easy to understand--

dozens of traits, and no single set has emerged

Somewhat related is "The Skills Theory of Leadership".

Just like trait theory it tries to identify a set of

key attributes, but in this case practical skills rather

The bottom line on this one is that if you want people

to follow you, you need technical skills in your field--

that is you need to be good at what you're doing

You need people skills like persuasion and diplomacy and affability.

And you need conceptual skills-- the ability to see the big picture

Next there's the theory that leadership style is the key to success--

styles like "be autocratic and demanding" or

"be laissez faire and leave people alone."

Probably the best known style-based theory is called

Adopt a leadership style that's both people-friendly

It's a solid foundation, but there's a bit more

That's where these next couple theories came from.

"Situational Leadership" theory argues that

Certain traits and skills and styles fit better

in one situation than another, so the leader must adapt.

For example, coaching a high school boys' team may imply

a somewhat different approach than coaching high school girls.

Same objectives and standards, perhaps, but to get great results

might require more of a disciplinarian for the boys,

but a highly relational coach for the girls.

Whereas the situational leadership approach assumes

that the situation is static and leader should

adapt to it, the contingency theory assumes that the leader's

default style is also pretty much fixed--

maybe he's much more task-oriented than people-oriented.

So the trick is to fit the right leader to the situation.

Bottom line: effective leadership is contingent on

matching the leader's style to the setting.

In the coaching example, it would mean to find and install

the right coach, rather than hoping the current coach

will adapt his or her style to the situation.

"Transactional Leadership" and "Transformational Leadership"

are two theories that we can consider together.

As the term implies, "Transactional Leadership"

means that there's a reciprocity of behavior

People will follow based on the incentives in place,

so the leader's job is to find the right mix

The theory of "Transformational Leadership," by contrast,

says that leaders gain buy-in and commitment not as much

from the quid pro quo approach as they do

caring for them, inspiring them toward a vision.

In short, they get results by proactively transforming

Cultivating followership rather than paying for it

"Leader-Member Exchange Theory" is a bit like

transactional theory because it suggests that leadership

is basically about a fair exchange between

But, it goes further to say that the exchange creates an

in-group and an out-group with respect to the leader.

And that, in turn, affects people's performance

In a way, it's just like being back in high school--

there was the in-crowd and then there were the rest of us.

And that can have some dysfunctional consequences.