Help Me Maintain OUR Website!!!!!!
understanding your leadership behavior
When you are member of a group, what is your leadership behavior like? The purpose of this survey is to get a description of your behavior in groups. Each question describes aspects of leadership behavior. Circle the letter to the left that most appropriately describes your likely behavior:
A = Always F = Frequently O = Occasionally S = Seldom N = Never
When I am a member of a group…
Scoring Your Leadership Behavior1. If you circled:
A – give yourself 5 points,
F – give yourself 4 points,
O – give yourself 3 points,
S – give yourself 2 points,
N – give yourself 1 point.2. To get your total score for task function and maintenance functions, write the score for each statement in the following table.
Locate yourself on the Task-Maintenance Grid by finding your score for task function on the bottom, horizontal axis of the grid and move up the column corresponding to your Task score to the point of intersection with your score for maintenance functions.
Place an “X” at the intersection that represents your two scores. Numbers in parentheses correspond to the major styles of task-maintenance leadership behavior listed on the next page.
Task – Maintenance Styles
Only a minimum effort is given in order to get the required work done and general noninvolvement prevails with other group members. This person may well be saying “To hell with it all,” or be so inactive in the group as to have no influence whatsoever on other group members.
High value is placed on keeping good relationships within the group. Thoughtful Attention is given to the needs of other members for satisfying relationships in order to help create a comfortable, friendly atmosphere and work tempo. Such a person may be great running a social club, but the group may never get any work accomplished.
Accomplishing the task is emphasized in a way that shows minimum concern with group maintenance. Work is seen as important while relationships among group members are ignored. This member would make a splendid army drill master, but productivity of the group would soon suffer as its morale and cohesiveness deteriorated.
The task and maintenance needs of the group are balanced in order to complete work while the morale of members is maintained at a satisfactory level. This person will be continually making compromises between task needs and maintenance needs while neglecting to seek or find the creative integration of these two needs so important for optimal productivity.
All members plan and make decisions together, all being committed to getting the task done as they build relationships of trust and respect. A high value is placed on sound, creative decisions that result in understanding and agreement. Ideas are sought out and listened to, even when the ideas, opinions, and attitudes are different from one’s own. The group as a whole cooperatively defines the task and works for its completion. Such a member encourages the creative integration of task and maintenance needs and is the ideal leader for a group.
Information and Opinion Giver: Offers facts, opinions, ideas, suggestions, and relevant information to help group discussion.
Information and Opinion Seeker: Asks for facts, information, opinions, ideas, and feelings from other members to help group discussion.
Starter: Proposes goals and tasks to initiate action within the group.
Direction Giver: Develops plans on how to proceed and focuses attention on the task to be done.
Summarizer: Pulls together related ideas or suggestions and restates and summarizes major points discussed.
Coordinator: Shows relationships among various ideas by pulling them together and harmonizes activities of various subgroups and members.
Diagnoser: Figures out sources of difficulties the group has in working effectively and the blocks to progress in accomplishing the group’s goals.
Energizer: Stimulates a higher quality of work from the group.
Reality Tester: Examines the practicality and workability of ideas, evaluates alternative solutions, and applies them to real situations to see how they will work.
Evaluator: Compares group decisions and accomplishments with group standards and goals.
Encourager of Participation: Warmly encourages everyone to participate, giving recognition for contributions, demonstrating acceptance and openness to ideas of others, is friendly and responsive to group members.
Harmonizer and Compromiser: Persuades members to analyze constructively their differences in opinions, searches for common elements in conflicts and tries to reconcile disagreements.
Tension Reliever: Eases tensions and increases the enjoyment of group members by joking, suggesting breaks, and proposing fun approaches to group work.
Communication Helper: Shows good communication skills and makes sure that each group member understands what other members are saying.
Evaluator of Emotional Climate: Asks members how they feel about the way in which the group is working and about each other, and shares own feelings about both.
Process Observer: Watches the process by which the group is working and uses observations to help examine group effectiveness.
Standard Setter: Expresses group standards and goals to make members aware of the direction of the work and the progress being made toward the goal and to get open acceptance of group norms and procedures.
Active Listener: Listens and serves as an interested audience for other members, is receptive to others’ ideas, goes along with the group when not in disagreement.
Trust Builder: Accepts and supports openness of other group members, reinforcing risk taking and encouraging individuality.
Interpersonal Problem Solver: Promotes open discussion of conflicts between group members in order to resolve conflicts and increase group togetherness.
[What is Freemasonry] [Leadership
Development] [Education] [Masonic
This site is not an official site of any recognized Masonic body in the United
States or elsewhere.
Last modified: March 22, 2014