Empowering operational management through leadership styles

Introduction

In today’s volatile business environment, empowerment in leadership becomes a driver of operational management success. This article focuses on exploring the relationship between empowerment, leadership and leadership styles in the context of operational management, highlighting the importance of this managerial approach and its implications for organizational performance.

Empowerment in leadership refers to the process by which leaders delegate authority and responsibility to their team members, allowing them to assume greater control over their work and contribute significantly to the achievement of organizational objectives.

Empowerment and the influence of leadership on operational management

Empowerment in leadership is a fundamental concept in business, where leaders play a key role in promoting an environment that fosters autonomy, accountability and participation of team members.

Empowerment in leadership

This term refers to the process by which leaders delegate authority and responsibility to their collaborators, allowing them to make decisions and assume greater control over their work. In this context, leadership is conceived as a tool to empower employees, providing them with the confidence and resources necessary to contribute significantly to the achievement of organizational objectives.

On the other hand, the influence of leadership in operational management is undeniable. management is undeniable. The leadership styles adopted by managers and leaders have a direct impact on operations management, as evidenced by the efficiency and effectiveness of operations. For example, authoritarian leadership can limit employee initiative and creativity, which in turn can hinder innovation and problem solving at the operational level. On the other hand, persuasive leadership can motivate employees to take responsibility and contribute new ideas, which helps to improve the quality and efficiency of operations.

Consequently, empowerment in leadership not only has the potential to improve the individual and collective performance of employees, but also influences the operational management of the organization as a whole. By promoting empowering leadership, companies can optimize their operational processes and achieve a higher level of competitiveness in the marketplace.

Let us remember that, in the context of the operational environment, in order to comply with safety requirements, it is of vital importance to follow rules and procedures. In this sense, the leader must be very clear in his instructions to his collaborators, and at the same time he must encourage critical thinking for decision making and problem solving.

Leadership styles and their management approaches

The leadership styles influence the configuration of managerial approaches within an organization. Leadership styles have their own attributes and effects on operational management and empowerment, configured as managerial styles.

Below is a video with very valuable content for those who lead and are part of a team, courtesy of: TEDxTEDx Talks.

Importancia de motivar a otros para alcanzar grandes metas.

Researchers at the University of Michigan focused their studies on the relationships between leader behavior, processes, group practices and the indicators used to measure group performance. They were able to identify three types of leadership behaviors to differentiate effective from ineffective leaders:

• Leaders focused on task-oriented functions, planning and organization of work.
• Leaders oriented in the relations with the collaborators.
• Participative leaders more oriented to supervision than control.

This classification is the basis for subsequent studies focused on defining leadership styles.

The leadership styles most commonly used in contemporary organizations vary according to the specific needs of each situation and the context in which they are found. Some of the most common leadership styles include:

• Transformational leadership: This leadership style focuses on inspiring and motivating team members toward the achievement of a shared vision. Transformational leaders tend to be charismatic and capable of generating a high degree of commitment and enthusiasm in their followers.
• Transactional leadership: In this style of leadership, leaders establish an exchange or transaction with team members, offering rewards in exchange for the fulfillment of specific objectives and goals. It is based on the principle of reward and punishment.
• Situational leadership: This approach recognizes that there is no single leadership style that is effective in all situations, and that leaders must adapt their leadership style according to the needs and characteristics of each situation and team members. To analyze this style in depth, aspects related to the technical issues of the tasks, the relationship between the leader and the collaborator, the situation, the level of maturity of the collaborators must be considered. From there, several styles are triggered, such as persuasive, directive, participative and delegative.
• Participative leadership: Participative leaders encourage the active participation of team members in decision making and problem solving. It is based on the principle of collaboration and teamwork.
• Autocratic leadership: In this leadership style, the leader makes decisions unilaterally and exercises a high degree of control over team members. It is based on the principle of authority and hierarchy.
• Democratic leadership: Democratic leaders encourage the participation of team members in decision making, but keep the ultimate responsibility for decision making in the hands of the leader. It is based on the principle of participation and democracy.

This shows how different leadership styles have different effects on managerial styles, operational management and managerial empowerment. By understanding the characteristics and effects of each style, leaders can adopt more effective management approaches to improve the performance and efficiency of their teams and organizations.

Management empowerment as a strategy for operational management improvement

To promote empowerment in the team, leaders can implement various strategies. Therefore, it is essential to establish a culture that values employee autonomy, participation and responsibility. This can be achieved by creating flexible work structures, where open communication and constructive feedback are encouraged. In addition, providing professional development and training opportunities can help strengthen employees’ skills and confidence, preparing them to take on roles of greater responsibility.

The influence of empowerment on operational effectiveness can be seen in the day-to-day operations of organizations. For example, a company that implements a participative and persuasive leadership model may experience greater agility and adaptability in its operations. Employees feel more motivated and engaged, which translates into increased productivity and quality of work. In addition, by promoting a culture of innovation and continuous learning, empowerment can facilitate more efficient problem identification and resolution, enabling the organization to remain competitive in an ever-changing business environment.

In operational management, where priority is given to the achievement of objectives, production efficiency, optimal performance and business continuity, employees rely on the information provided by their leaders. In addition, these leaders have a broad span of control, which requires a high level of structuring in their actions. However, this structuring must not neglect fundamental aspects such as trusting employees, satisfying their needs and creating an environment of well-being that fosters productivity and commitment.

Power is defined as a person’s potential ability to shape the behavior of others, inducing them to act according to his or her wishes, while avoiding being coerced into unwanted actions by others. This concept implies both the ability to persuade and motivate and the ability to resist unwanted external influences. In the operational context, power management is closely linked to technical expertise. Therefore, authority figures and leaders may face challenges in terms of acceptance of their authority, especially when the leader is not the same person who holds formal authority.

In this situation, it is recommended that clear and transparent communication be established between the leader and the authority figure who holds formal power. It is important to define roles and responsibilities precisely to avoid conflicts and ensure effective collaboration. In addition, the leader must demonstrate technical competence and leadership skills to gain the trust and respect of the formal authority. It is essential to work as a team, respecting the competencies and contributions of each party, in order to achieve the organizational objectives in a harmonious and efficient manner.

Conclusion

Empowerment in operational management through different leadership styles emerges as a significant factor for organizational success. Effective leadership, by delegating authority and responsibility, can strengthen the participation and commitment of team members in achieving operational objectives. Emphasizing the importance of this approach, it highlights the need for leaders to implement specific leadership strategies to foster empowerment within their teams, thus contributing to optimal performance and effective operational management.

Some key recommendations include

• Set clear expectations: Leaders must assertively communicate the team’s objectives and expectations, providing guidance and clarity about each member’s responsibilities.
• Provide support and resources: The necessary support must be provided, in terms of material resources, training and professional development, so that employees can perform their duties optimally.
• Foster collaboration and teamwork: Promoting a collaborative work environment where the ideas and contributions of all team members are valued is essential to improve operational effectiveness.
• Encourage participatory decision making: Leaders should encourage the active participation of employees in making decisions related to their work, which not only strengthens their sense of belonging and commitment, but can also lead to better operational results.
• Promote a culture of learning and continuous improvement: Foster an environment where learning and continuous improvement are valued, encouraging employees to seek new ways to address operational challenges and to learn from mistakes.

These recommendations can be useful to strengthen empowerment in teams and improve the effectiveness of operational management as a whole.

If you want to learn more about leadership in organizations we invite you to review the article: Organizational Leadership: Discover the secrets to transform your team.

References

1. Sharma, Robin. (2010). The leader who had no position. Penguin Random House Grupo Editorial España
2. Carreño, Francisco (2012). Essence of a leader. CreateSpace Independent Publishing Platform