How to Coach Yourself and Others Essential Knowledge For Coaching | Page 494

There are many varieties on this spectrum, including stages where the
leader sells the idea to the team. Another variant is for the leader to
describe the 'what' of objectives or goals and let the team or individuals
decide the 'how' of the process by which the 'how' will be achieved (this
is often called 'Management by Objectives').
The level of participation may also depend on the type of decision being
made. Decisions on how to implement goals may be highly participative,
whilst decisions during subordinate performance evaluations are more
likely to be taken by the manager.
Discussion
There are many potential benefits of participative leadership, as
indicated in the assumptions, above.
This approach is also known as consultation, empowerment, joint
decision-making, democratic leadership, Management By Objective
(MBO) and power-sharing.
Participative Leadership can be a sham when managers ask for opinions
and then ignore them. This is likely to lead to cynicism and feelings of
betrayal.
Transactional Leadership
Assumptions
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People are motivated by reward and punishment.
Social systems work best with a clear chain of command.
When people have agreed to do a job, a part of the deal is that they
cede all authority to their manager.
The prime purpose of a subordinate is to do what their manager
tells them to do.

Style
The transactional leader works through creating clear structures
whereby it is clear what is required of their subordinates, and the
rewards that they get for following orders. Punishments are not always
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