Effective Leadership Styles Using Seven Leadership Mind-Sets Theory (vMEME)

This article discusses the impact of different leadership styles on employee performance and explores the seven leadership mind-sets theory with vMEME. It also highlights the importance of the Six Sigma approach in leadership and provides a self-assessment for evaluating one's own leadership style. Gain valuable insights and strategies for effective leadership.

Effective Leadership Styles Using Seven Leadership Mind-Sets Theory (vMEME)

Contents
Introduction................................................................................................................................3
Leadership Styles.......................................................................................................................3
Impact of Democratic Leadership on Employee Performance:.................................................4
Seven Leadership Mind-Sets Theory with (vMEME)...............................................................5
Leadership Style Assessment.....................................................................................................8
Conclusion:..............................................................................................................................10
Reference:................................................................................................................................11
Appendix:.................................................................................................................................14

Introduction
Leadership styles hold a direct impact on the growth of organisations. Therefore it helps
leaders to motivate and train their employees through developing a strong communication
within the workplace. As employees are the backbone of any kind of organisation so leaders
helps them to guide and provide a clear vision of their work culture. However, the leadership
style could be stated as a process through which leaders deliver guidance towards their team
regarding the job role and also embraces the effective way to achieve the target easily
(Gooding, et al., 2018). There are ranges of leadership style exhibited and each style
contains their won value. Similarly, different organizations hold different kind of leadership
styles. To deliver a clear view of the leadership styles and its benefits the example of Tesco
has been taken in this report. Therefore the report also stated the seven effective leadership
approaches maintain any of them organisation could easily faces changes. To understand the
leadership style better vMEME has also added. The seven leadership styles that has included
in this report are Democratic Leadership Style, Autocratic Leadership Style, Laissez-Faire
Leadership Style, Strategic Leadership Style, Transformational Leadership Style,
Transactional Leadership Style, and Bureaucratic Leadership Style. On the other hand, to
identify the value of the leadership style the report has also added STAR functions through
which the relevant questions and answers have been highlighted.
Leadership Styles
Democratic Leadership Style: This could be defined as one of the most effective leadership
styles. Though the final decision is established by the end of the leaders but the lower level
employees are allowed to deploy their thoughts (Amanchukwu, et al., , 2015.). Through this
leadership style the team leaders could be able build an effective communication within the
workplace. Most of the successful organisations are following this leadership style.
Autocratic Leadership Style: This kind of leadership style is entirely opposite to the
Democratic leadership style. Here employees are not allowed to deliver or embraces their
thoughts (De Hoogh, et al., 2015). The leaders will be responsible for everything and
employees are bound to follow the guidance of the leaders.

Laissez-Faire Leadership Style: It totally limited the effectiveness of the leaders by
providing freedom to the employees to take their own decision. Here leaders generally do not
provide any guidance or suggestion towards their employees (Zareen, et al., 2015). Hence
sometime employees face troubles. This kind of leadership style is especially suitable for the
firm that holds maximum numbers of experienced employees.
Strategic Leadership Style: This leadership style allows leaders to focus on a portion of the
organisations. Therefore it also states that leaders will be responsible for managing the lower
level employees. Similarly the main role of the strategic leaders relied on creating specific
job target for the employees (Cunningham, et al., 2015). On the other hand, planning for the
future steps is also falls under the role of the strategic leaders.
Transformational Leadership Style: Transformational leaders always guide their
employees to complete their monthly or weekly target. Therefore it also pushes employees to
understand the current change of the organisation (Choi, et al., 2017). Therefore depending
in the present and future requirement the leads motivates their employees. This kind of
leadership is appropriate for the creative firms or growth-minded organizations as these kinds
of firms entirely relied on the capability of their workers.
Transactional Leadership Style: Transactional leadership style leads the concerned
authority to follow certain reward and promotions so that they could easily motivate their
employees to perform better (Ohunakin, et al., ., 2016.). Therefore it also includes to
punishments towards the employees for not achieving the target or violating the
organization’s rules.
Bureaucratic Leadership Style: This kind of leadership style especially follows the old
tradition of leadership theory or methods. In other words, it could be stated that Bureaucratic
leaders maintains the existed leadership trend of the company and describes the work and
duty in accordance with the company rule and regulation (van der Voet, 2016). In some parts
the Bureaucratic leadership style is different from Autocratic leadership style but here also
employees are not entirely free to take their decision.
Tesco has managed their internal workforce through democratic leadership style. As the
company holds a grate image across the global market and it has been believed by Tesco their
employees play a pivotal role in building the goodwill of Tesco. Hence the voice of their
employee should be acknowledged and through the democratic leadership style these

requirements are generally gets fulfilled. It has been noticed that during the meeting and
decision making process the managerial team of the company allows its employees to
participate. Employees could also deploy their thought during the programme and if the
leaders finds the employees’ approach is quite effective then they immediately accounts these
approaches. Through maintaining this leadership style the company is able to resolve team
conflicts easily and also retain a direct overview of their employees’ capability. Therefore
communication is also required while creating a good team and through this style leader
maintains an effective communication with their team members. Through which the leaders
realizes the current problems of their employees. Solving the problems easily they could be
able to maximise the productivity of the organisations. For an example it could be stored
while establishing the daily or weekly target the leader of the stores of Tesco invites their
team member to take participates in this program. Employees approach their work capacity
within in stipulated time and then the final decision is created by the team lead. This leads the
leaders to understand the expertise areas of their team members and assigning right task to
right candidate could easily enhance the work productivity.
Impact of Democratic Leadership on Employee Performance:
It has been found that democratic leadership is directly motivates the employees to take
participation on the organization’s work. According to the Spiral Dynamics this kind of
leadership style should be categorised under Blue colour through which the leaders and
organization management follows right path to complete their organizational target. Similarly
as per the Leadership Mind-Sets Theory it quite essential to understand the current condition
of the employees and through communication it could easily understand (Tate, 2017).
Therefore the democratic leadership also values the importance of communication within the
workplace. As it is an effective way through which the leaders could be e bale to know their
employees better. On the other hand, democratic leadership style also includes rewards ad
opportunities for their internal staffs. This helps the employees to feel comfortable and
motivated during performance. On the other hand, it could be stated that as Tesco is maintain
democratic leadership style so their employees also receives certain interesting opportunity in
accordance with their performance.

Seven Leadership Mind-Sets Theory with (vMEME)
Through the theory the capability of existing leadership style could easily be analysed. It
includes different colours to measure the mode of the leadership style. The application of
colours generally placed in accordance with the Spiral Dynamics that created by Don Beck
and Chris Cowan from the work of Clare W Graves (Higgs, and Dulewicz, 2016.). Graves
formulated these colours admiring the work of Abraham Maslow (Ershler, and Stabile, 2015).
The details are mentioned below:
Purple: This colour represents that leaders generally affected by emotions and take decision
emotionally. It includes working on emotions, prioritizing rituality, valuing the concept of
family and friend and etc.
Red: it shows aggressiveness while working. Through this colures the leaders that
aggressive, energetic, powerful and self-centred, could be highlighted (DeMatthews, et al.,
2019).
Blue: mostly the leaders that fall under this colour acknowledged as the perfect leader. The
colour represents perfection by maintaining ethical way of work and punishing the sinners.
Orange: It represents the leaders that desires to think in accordance with the future crisis,
anticipate adopting new technology for better result.
Green: this colour represents valuing or treating employees equally so that conflicts could
easily get resolved (Schmitt, 2016).
Beige: therefore Beige, the first level of Graves’s model is similar to Maslow’s survival
model. It refers limited self-awareness and facilities habits to believe on instincts and
survival.
Yellow: Embraces the eagerness to learn and identify changes as the part of life. It includes
learning from the mistakes.

Figure 1: Spiral Dynamics (Source: Appendix: 1)
Importance of Six Sigma Approach in Leadership
Therefore it has been noticed to make the leadership style more effective Six Sigma
deployment is quite necessary. As it holds certain effective criteria and adopting those
approaches into the leadership could help the organization to enhance their productivity
especially in retail sector. Six Sigma holds a direct impact on leadership trend of
organisation. Through the Six Sigma strategy the entire process of and organization easily get
improved and measured (Laureani, and Antony, 2018.). This also leads the organization to
save huge amount. Moreover organization should treat the six sigma as an effective
management strategy through which they could measure the performance of the employees.
There are certain effective ways through which Six Sigma could be adopted by the
organization. The details are mentioned below:

Figure 2: Six Sigma Strategy (Source: Appendix 2)
Investment towards Six Sigma Training: Therefore to implement Six Sigma successfully
within the organization management should focus on hiring trained Six Sigma employees
such as Six Sigma Master Black Belt and Black Belt and etc. (Cherrafi, et al., 2016).
Inclusion of Six Sigma Cost Saving Approach: as the other organization goals are received
proper attention from the management. Similarly Six Sigma cost savings should be treated as
an effective goal by the end of the managerial departments (Arumugam, et al., 2016).
Through this they will be able to plan the employee opportunities.
Communicate the effectiveness of Six Sigma: To provide a detailed view regarding the
benefits of adopting Six Sigma training, higher authority needs to plan effectively (Jacobs, et
al., 2015).The leadership always values the necessity of Six Sigma approach hence they
should make their employee aware regarding the matter.
Drive Six Sigma Project: Therefore to motivate the employees the concerned authority
should announce the Six Sigma champion and provide the very person certain responsibility.

This responsibility should include identifying the suitable project fir the organization and
informing the leaders to make investment on it.
Analysing and Supporting Employees Participation: the responsibility of the leaders
should also include motivating their employees to participate in the Six Sigma program
through which their potentiality could be measured (Boakye, et al., 2017.). Similarly the
employees that are carrying extraordinary capabilities should be rewarded so that the other
employees could get motivated and take this initiative seriously.
Review and support: At the starting point of Six Sigma authorities should review their
employees and should plan effectively to support them. This will help the employees to
understand the importance of the training and they could be able to perform better.
Leadership Style Assessment
There are certain actions that generally consisted in leadership style. The leadership
assessment normally helped individuals to analyses there mode of leadership through these
actions. Leaders are the key player of the organization and through their applied strategies
the employees of the organization become able perform (Pundt, 2017).). So identifying the
capabilities of the leaders is also necessary. Therefore through this process the managerial
department could be able to understand about their best leaders. Similarly through the process
leaders that are ineffective in managing team could also be identified.
Leadership assessment could be defined as the core process of identifying the capabilities and
characteristics of the leaders. These leaders are responsible to manage their employees so
accurate identification of these leaders is also required. Through which the organization
receives the core idea regarding the strong areas of the leaders. On the other hand, this
process also helps the senior authority to retain an overview regarding the weak wares of the
leaders. So leaders could be able to polish those weak areas and could be able to perform
better. This assessment also includes certain steps that are mentioned below:
 Selection, Promotion and Placement related Decision: through these activity the
capabilities of candidates are easily get measured (Soodan, et al., 2017). As this step
is adhered to the responsibility of leaders so asking candidates to express these steps
will help the management to understand the capacity of the candidates.

 Development: While planning for development program leaders always plays an
effective role. So through this step the capacity of making development plan of the
leaders could be
 Planning for Success: Planning is the key task of leaders so effective leaders should
contain enough capacity to deliver achievable plan for the employees (Steinmann, et
al., 2018). Therefore this plan should benefit the organization as well.
 Identifying organization Effectiveness: through this step candidates will be
responsible to provide proper identification regarding the effectiveness of
organisation.
Therefore to exhibit the capability of my leadership a self-assessment has been provided
Selection,
Promotion and
Placement related
Decision
Development: Planning for Success: Identifying
organization
Effectiveness
 In this step I
hold strong
grip and
capable to
select the
perfect
candidate
for the
assigned
task.
 Similarly
enough
capable to
deploy
promotion
and
opportunitie
 Effective to
plan
properly the
employee
development
program
 To plan the
development
and training
program for
employees
first I Prefer
to
concentrate
on the acute
need of the
employees
 Partially
capable as this
step requires
two different
point of view
such as plan for
employees’
target so that
they could feel
motivated while
performing and
identifying the
plan is capable
enough for
company’s
success or not
 Experienced in
 Still need
improveme
nt in this
part.

s for the
team
members
 To deploy
candidate in
accordance
with the
current
vacant
position
could be
completed
easily by my
leadership
first part but
still lacking
behind in the
second part
STAR:
To analyse the capacity of the individual STAR plays an important role and it stands for
Situation, Task, Action and Result. While analysing a candidate regarding his or her
leadership capability then this could be a helpful approach.
Situation: this segment contains situation related question towards the candidate. For an
example it could be sated the by asking candidates regarding their past work experiences
were the might face challenges. Similarly evaluating the answers department will
understand the particular scenario.
Task: it refers the responsibility of the candidates or the job role that he or she has been
played in their previous organisation.
Action: it specifies the action that has been taken during the situation
Result: it shoes the final outcomes of those adopted actions.

Conclusion:
This report has successfully described the importance of Seven Mind-Sets Theory with
(vMEME). The details regarding the Spiral Dynamics has also been included in this
assignment. Similarly the seven styles of leadership has disclosed through the assignment.
Democratic leadership has been highlighted through the example of Tesco’s leadership style.
It also added the value of using STAR and leadership self-assessment for organizations.

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Appendix:
1: https://newthoughtevolutionary.wordpress.com/2016/06/30/spiritual-leadership-and-the-
green-vmeme/
2: https://www.whatissixsigma.net/six-sigma-leadership/