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  2. The 7 Habits of Highly Effective People - Wikipedia

    en.wikipedia.org/wiki/The_7_Habits_of_Highly...

    In essence, one is always attempting to integrate and master the principles outlined in The 7 Habits at progressively higher levels at each iteration. Subsequent development on any habit will render a different experience and one will learn the principles with a deeper understanding. The upward spiral model consists of three parts: learn ...

  3. Task-oriented and relationship-oriented leadership - Wikipedia

    en.wikipedia.org/wiki/Task-oriented_and...

    However, a common finding is that relationship-oriented leadership will generate greater cohesion within groups, as well as greater team learning. [5] [6] [7] It is also supported that relationship-oriented leadership has stronger individual impact, and a positive effect on self-efficacy. [8]

  4. Leadership style - Wikipedia

    en.wikipedia.org/wiki/Leadership_style

    One of the key reasons why certain leadership styles are blocked with positive outcomes for employees and organizations is the extent to which they build follower trust in leaders. [5] Trust in the leader has been linked to a range of leadership styles and evidence suggests that when followers trust their leaders they are more willing and able ...

  5. Three levels of leadership model - Wikipedia

    en.wikipedia.org/wiki/Three_levels_of_leadership...

    In reviewing the older leadership theories, Scouller highlighted certain limitations in relation to the development of a leader's skill and effectiveness: [3] Trait theory: As Stogdill (1948) [4] and Buchanan & Huczynski (1997) had previously pointed out, this approach has failed to develop a universally agreed list of leadership qualities and "successful leaders seem to defy classification ...

  6. Fiedler contingency model - Wikipedia

    en.wikipedia.org/wiki/Fiedler_contingency_model

    A high LPC score suggests that the leader has a "human relations orientation", while a low LPC score indicates a "task orientation". Fiedler assumes that everybody's least preferred coworker in fact is on average about equally unpleasant, but people who are relationship-motivated tend to describe their least preferred coworkers in a more positive manner, e.g., more pleasant and more efficient.

  7. Leader–member exchange theory - Wikipedia

    en.wikipedia.org/wiki/Leader–member_exchange...

    The leader–member exchange (LMX) theory is a relationship-based approach to leadership that focuses on the two-way relationship between leaders and followers. [1]The latest version (2016) of leader–member exchange theory of leadership development explains the growth of vertical dyadic workplace influence and team performance in terms of selection and self-selection of informal ...

  8. Functional leadership model - Wikipedia

    en.wikipedia.org/wiki/Functional_leadership_model

    Functional leadership theories are developed by studying successful leaders and identifying the actions and behaviors they show. Extensive studies with a large amount of data make it possible to correlate what leaders do, i.e., their actions or functions, with their successful results.

  9. The Leadership Challenge - Wikipedia

    en.wikipedia.org/wiki/The_Leadership_Challenge

    The Washington Post describes The Leadership Challenge as a "business-meets-self help canon." [1] Carmine Gallo and Tom Gerace have cited The Leadership Challenge as an important book in developing their leadership skills. [5] [16] Verne Harnish described the book as "one of the five most important leadership books ever written." [17]

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