News | January 18, 2017

Sands Academy Hosts UNLV for Effective Leadership Style Workshop

Sands Academy Hosts UNLV for Effective Leadership Style Workshop

In December, Sands Academy hosted UNLV for its Effective Leadership Style workshop. Conducted by UNLV Professor Anthony Gatling, the workshop focused on the various types of managers and how they view and treat their employees. Different types of management styles can impact a team vastly.

“The most effective leaders are visionary,” Gatling said. “They are able to plan and see into the future. They are good at getting people aligned with the main goals and vision of the team and company. Executive level leaders must be able to look into the future. They also know how to develop a vision if it’s lacking.”

Other leader types include Affiliative, Democratic, Pacesetting, Commanding and Coaching, the least effective as it is seen as a negative attribute to some. The workshop also outlined the differences between a company’s Culture and Climate, which can be seen as the same by many leaders. While Culture exemplifies how a company treats their employees and each other, Climate is what employers create within their space.

“Leadership should be inspirational,” Galting continued. “Sometimes it can be persuasive. But I usually tell my employees that if I have to write them up, then we’re headed down the wrong path. It’s not what a leader wants to do and sometimes it’s a reflection of the leader not leading in the right manner.”

The workshop also focused on Task vs. Relationship oriented behaviors. The relationship oriented behavior is most liked by employees since it’s a great two-way communication vehicle that helps develop subordinates, but it can also cause negative feelings when the leader gets too involved with employees’ problems. It can be difficult to separate from employees all the way up to management and executives. With task oriented behavior, the focus is on getting the job done, being organized and productive. This type of management style can backfire since communications are one-way and there isn’t any feedback back to the employee.

“Relationships can become very close and personal,” he said. “The leader can become prone to procrastination and complacency. If they are task oriented they may see significant turnover within their department. With either of these management styles, it becomes difficult to move up the corporate ladder. At one point you were a peer and then become a manager. You could lose friends and create animosity. You have to reset your relationships no matter what kind of manager you’d like to be or eventually become.”