Leadership Theories/Approach/Style

Leadership Theories
Leadership Theories

Leadership Theories/Approach/Style


            In an increasingly competitive world, effective leadership ensures that a firm can maintain a reasonable niche. This calls for the adoption of leadership styles and approaches that best enhance the organization’s performance. This paper is an assessment of Global Delivery Direct one of the prevalent leadership theories, leadership approach and leadership style; in a bid to determine the candidate that best suits the position of a manager for the new custom delivery service.

Leadership Theories: GDD’s Results

The table below illustrates the common leadership theory, leadership approach and leadership style at GDD.

Leadership TheoryLeadership ApproachLeadership Style
Relational leadership theory can be observed at GDD. Leaders applying this model are inclusive, purposeful, empowering and ethical.The proactive leadership approach best applies at GDD. Leaders are future oriented and always focused on finding solutions to benefit the company.A combination of situational and transformational leadership style applies to GDD, which believes in a different ideal for each situation.

The relational leadership theories are most prevalent in GDD, which aims at enhancing success in the 21st century. This is a modern theory in which shared vision is encouraged and maintaining effective relationships is considered important in promoting performance.

GDD considers proactivity in leadership a major prerequisite for effective leadership because it ensures better performance through futuristic thinking that ensures that leaders can come up with solutions to drive the organization’s vision as opposed to being reactive to problems. Leaders at GDD are required to identify new opportunities for the company and also be on the lookout for potential leaders within the organization.

A modification of situational and transformational leadership styles is evident in GDD, where leaders are encouraged to treat each situation uniquely while encouraging and mentoring followers to effectively achieve the organization’s performance. At GDD, leaders are not only interested in situations but also people involved in accomplishing organizational goals.

This style of leadership is effective in the modern world where the relevance of workers is becoming increasingly important in enhancing innovation and championing change (Grant, 2016). Accordingly, respect, trust, ethical values, and expertise are considered worthy traits for leaders who aim at promoting employee commitment and organizational effectiveness.

Candidate’s Results

Based on an assessment of the candidates, the table below is a summary of their prevalent leadership theory, leadership approach and leadership style.

CandidateLeadership TheoriesLeadership ApproachLeadership Style
Henrietta RaynardGreat Man TheoryStructural approach  Authoritative leadership
Orson HernandezContingency theoryInclusive approachLaisse-Faire
Jonathan LivingstonRelational theoryProactive approachTransformational leadership
Adrianna CoyoteRelational/servantPeople-focused approachServant/authoritarian

Raynard believes in great man leadership theory, and this can be demonstrated by her how she is more concerned about being the leader while giving no concern to employee participation. She prefers to make the rules as opposed to including the opinions of others and believes the best way to enhance performance is to ensure rules, policies, and structures are followed. She seems rigid in her approach and is not proactive.

She does not seem aware of her leadership approach, but hers can be described as the structural approach. Her leadership is authoritarian because she prefers to be in control.

Hernandez exercises the contingency theory and this means that he tends to lead depending on the situation. He understands the importance of motivating and empowering employees, and this explains his leadership style, which is laisse-faire.

This is a leadership style where employees are empowered to make decisions in performing their work thus enhancing productivity. Hernandez says he does not have an approach to leadership, but his approach appears to be an inclusive approach, influenced by his leadership style.

Livingstone exercises relational theory and considers this imperative due to its ability to influence relationships within the organization. He has a proactive approach, demonstrated by his previous visit to both companies before the interview and his approach of looking for leadership opportunities and encouraging others to act on them. He is also a transformational leader and believes in people relations.

Coyote’s leadership style is more about enhancing motivation and satisfaction of her followers. She achieves this through flexibility, looking into her team’s needs and allowing them an opportunity to be happy with their jobs. While she does not seem to know her leadership approach, hers is a people-oriented approach where her team’s happiness is considered of great importance.

This can be associated with her recognition that happy employees perform better. This also explains her leadership style which is servant leadership. This means that she is more concerned with the needs of her team and how she can help them achieve the best. By combining this with a bit of authoritarianism, she has managed to achieve success in her leadership role.

GDD/Candidates’ Comparison

Candidate1 No Fit2 Bad Fit3 Not Sure4 Good Fit5 Best Fit

Raynard is considered a bad fit because she is an authoritarian as opposed to a transformational leader as required by GDD. She does not seem social with employees, and this means that she is not in a position to influence them or motivate them to perform better as required at GDD.  Based on her emphasis on the use of rules, structures, and procedures, her approach does not encourage innovation and proactivity. She also seems unsure of her leadership approach style. 

Hernandez is a good fit because he seems interested in employee involvement, motivation, and empowerment, which are considered highly important at GDD. He also exercises situational leadership which is encouraged at GDD alongside transformational leadership. However, his leadership style does not match that of GDD, and he does not seem to be aware of his leadership approach.

 Livingstone’s leadership theories, leadership approach and leadership style is a perfect match with that of GDD. Livingstone exercises relational theory takes on a proactive approach and is a transformational leader. 

 Coyote is considered a good fit because besides having experience with the company, she is people-oriented, which means that she keeps her employees motivated. She is more concerned about employee welfare and provides a flexible working environment. Her authoritarian style may, however, impede performance to a certain extent. It is not certain whether she is proactive and innovative and she is also unaware of her leadership approach. 


Livingstone’s leadership theories, leadership approach and leadership style best matches that of GDD. Accordingly, he is considered the most suitable candidate for the job. GDD promotes relational leadership, and it can be established that Livingstone recognizes the importance of relationships with followers, given the role played by individuals in making change work.

A similar theory is taken by GDD which encourages the creation of fruitful relationships to enhance performance. The proactive approach taken by Livingstone matches GDD’s as evidenced by his quest to seek leadership opportunities and encourage employees to work on them. This matches the example of Juan Carlos, the college intern at GDD who was recognized as an opportunity for leadership.

Livingstone also took the time to visit both companies before the interview and this shows his proactivity. Regarding leadership style, Livingstone is a transformational leader, and this remains a desirable trait at GDD. 

Reference List

Grant, R. M. (2016). Contemporary Strategy Analysis: text and cases, 9th Ed. Chichester: Wiley & Sons.

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