The Meshing and Merging of Leadership Styles and Cultures

In the study of organizational culture, one of the most important aspects that must be studied is the larger societal culture and context in which the organization exists. 

Bringing empowerment into a larger culture that values autocracy will be a tall order. The inverse is also true. Bringing an autocratic, top-down form of leadership into a arger culture that values empowerment will be just as difficult. 

Yet, we are seeing this today. 

The meshing of top-down leadership with a culture subset that values collaboration, empowerment and flat teams/organizations. 

The merging of two or more generations. 

What is the solution? Which style of organizational leadership is most effective? 

The solution: The willingness of all viewpoints to listen and evolve. 

The most effective style: Both and neither. 

There really is no “better” form of leadership; it depends on the culture you wish to build.

Just as there is no such thing as “bad” or “good” choices – only choices and consequences – there is no such thing as “bad” or “good” leadership styles. However, there are leadership styles and the consequences of those styles, for better or worse. 

Before determining the culture, determine the culture. 

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