Respond to:

The leadership theory that resonates with me the most is servant leadership theory. I related to almost all of the characteristics used to describe this theory. I was excited to learn there is a name to my style. Before this learning, I could tell the characteristics of my leadership style, but not articulate it well. Servant leadership describes my leadership style in my business life and my personal life. When employees experience managers who listen, show empathy, admit fault, and take accountability, it makes them more apt to reach the common goal of the group. Employees need to feel that their manager will listen to not only them but other employees as well. A majority of employees that I've experienced watch closely the actions of their manager. If one employee has a bad or good experience with their shared manager, they would use the outcome of that interaction to foresee what would happen to them in that same situation. The interactions have to be genuine. Most employees want to be heard and seen. Servant leadership allows for the employees to have a stake in the outcome of the decision. If they feel heard, seen, and valued, they will work harder to achieve the manager's or group's objectives and goals. They have a buy-in. Watching a manager achieve a goal with little to no input from the group is not as rewarding to an employee who can share in the satisfaction of knowing they helped in some way to achieve that goal.

My ex-manager once told me he admired the way I could persuade people to essentially "do what I say". I wasn't sure how to receive that at first. I didn't want my ways to seem manipulative because my interest in them was genuine. Reflecting, I laid the groundwork from the moment I started working with the group. I took interest in their work goals, I listened and provided suggestions based on where they wanted to see themselves in the company, and I asked about their kids and outside interests. I did not take this action because I would somehow manipulate them later. I did this because I had a genuine interest in them. If Icould identify their strengths and weaknesses early and build on those, when it came time for the group to achieve a goal, I would know where to place them.

The leadership theory I identify the least with is the autocratic style. It's the complete opposite of servant leadership. The boss-centered approach is alienating and shows no empathy, no consideration for special circumstances, and establishes a power structure immediately. As stated earlier, my experience has been when employees feel valued, heard, and seen, the goal or objectives are met quicker often with more thought and detail offered. This is not to say there are no instances where an autocratic style is warranted. In times of crisis or a strict deadline where a decision must be made promptly, this style could be beneficial.

I would not view the situation that was described above as intentional unethical behavior. Most employees want to follow the code of ethics at their jobs. There's usually a situation in which they feel they have to put their own needs in front of the company's code of conduct. There are several steps I would take to address the concern. First, I would have a meeting to review the policies regarding time expectations the company has set. This meeting would include employees who have not exhibited this behavior and employees who have. I don't want to point out those employees breaking the rules in a group setting. This would upset the employees and they would feel "called out". Secondly, I would schedule a separate meeting with each individual who was not adhering to the rules. I would ask if they understood the rules that we discussed in the group setting and would remind them of the policies and code of ethics we must follow to be good stewards of the business. Integrity is one of the top characteristics of the business code of ethics. Displaying integrity would mean adhering to the strict 30-minute lunch break and not leaving before your time scheduled. I would remind them leaving early is considered stealing time from the business. I would open up the discussion and ask if they had any questions. Hopefully, this would let the employee know you can discuss your special circumstances. We would discuss their circumstances and find ways to work with their schedule. I would ask if adjusting their schedule would help. Does the employee need to come in earlier on specific days to be able to leave earlier to make it to a doctor's appointment? If the employee is having childcare issues, I would provide resources for daycares that may provide alternative hours.

I would listen to the employees in all scenarios to understand why they are breaking the rules. I would also explain the impact on team morale and reaching the overall goal of the company or team. If a few individuals are perceived by the group to have special treatment, there could be resentment. Resentment can alter the group dynamic and impact the way goals and objectives are met - or not.