Fleet Management/Supervisor Training

Communication

Communication is more important than ever in this position. A leader should be interested in and capable of listening, analyzing the received information and communicating further action.

Adaptability

Leadership can quickly sail a person into unknown waters. Leaders should be ready to develop new skills or gain knowledge that is needed in every new situation they face.

Willingness to lead

The leader should be certain to take the first step forward and encourage others to follow. The leader also inspires others by leading by example.

Authoritarian

This leadership style is where the leader typically is the sole decision-maker. It results in a fast decision-making process and a visible chain of command and responsibilities. With this leadership style, it is easy to maintain consistent productivity and results.

However, it lacks ways for the team members to express their ideas or creativity. If misused, it can also lead to a toxic work environment, and thus, a larger turnover rate at the organization.

Transformational

This is a leadership style where the leader acts as a role model. The leader inspires others to follow their vision and to work together to achieve the goal. It is a very motivational style, and it is driven by inspiration and common goals. Therefore, it kilds a more unified and creative team. It is a great style to use when trying to improve the direction the company is going or the overall morale at the workplace.

However, it puts great pressure on the leader to balance between being a role model and communicating freely about all of the aspects of the company. It can also cause imbalance and uncertainty when transformation occurs.

Charismatic

As the name says, this leadership style focuses on creating a bond with employees by being empathetic, passionale, and enthusiastic. This is a great approach to boost the office morale and unify the team.

However, with this leadership approach, it can be hard to make difficult decisions and communicate them to the employees.

Democratic

If you want to involve most of your employees in the decision-making process, this could be the right leadership style. It focuses on involving and consulting the team before making big decisions or changes for the company. Typically, they leader still has a larger saying in the result, but overall, it helps to create a more unified and inclusive work environment where employees are assured their opinion matters.

However, this could also backfire in cases where the employees do not feel the same about the organizational decisions. Also, the leader could have a hard time communicating the unpopular decisions with the rest of the team. It is also more time consuming, and it isn't the best approach when swift decisions need to be made.

Transactional

This approach uses rewards, punishments, or different exchange systems to motivate the team and achieve results. It can be very effective for short-term goals as it increases employee motivation and productivity while they try for the reward.

However, it should focus on rewards that are motivational for the employees; otherwise, the productivity and motivation will drop. It also limits the professional and personal growth as well as the overall creativity and innovation of the company.

Collaborative

This leadership style encourages people to work with others. It can be inside the already existing team or even reaching outside the team members. The focus is on sharing knowledge and gaining different perspectives as well as embracing diversity.

However, it can create conflicts between team members and leaders while causing issues with responsibility and task delegation. Also, the decision-making process caribe time-consuming as it typically involves consulting with others outside the team.

Delegative

This leadership style is called "laissez-faire", and it focuses on a hands-off approach by the leader. The leader plays the role of resources, tools, and guidance provider to the team. However, the leader passes the ability to make decisions about the day-to-day work to the members of the team. This is a typical style in creative companies as it gives more freedom to each individual employee.

Delegative leadership can lead to increased creativity and better individual productivity. It also enhances independend between the team members as each employee find their best approach. However, it can also go downhill if the employees aren't competent or motivated enough. Then a drop in productivity, as well as interpersonal difficulties, may arise.

Servant

This leadership focuses on the development and needs of other team members. Leaders who follow this style put the company's and team's needs before their own. That results in performance peak and overall security and trust within the organization.

However, this leadership style can take a great toll on the leader, resulting in burnout and strained relationships when bad news needs to be communicated. It also could take a longer time than other leadership styles to reach the intended goals.

Identify and analyze the problem

When you see an issue, do not target and attack right away. Analyze the situation and how it could affect the company on a larger scope. It is possible you'll see a pattern or a recurring issue that should be addressed by a more complex approach than it was previously. By analyzing the situation and looking at the bigger picture, you have a chance to look past a temporary fix. Instead, you'll be implementing a permanent solution and possibly even addressing other issues along the way.

Rely on data

Data is an objective tool to prove a Soint when emotions and opinions are subjective. When you are faced with an issue, collect as much data as you possibly can. This will help to communicate the needed solutions and prove the point to other employees of the company.

Communicate

AAs the leader is the link between the company's vision and the team working towards that goal, it is crucial to communicate effectively and openly. Transparency ensures trust within the team and helps to see all of the angles of the issue you are trying to solve. By communicating with the team, you'll be able to see different perspectives as well as the possible impact that the resolution would have.

You should get comfortable with communicating honestly about all of the subjects - both positive and negative.

Focus on the result

Acknowledging one's responsibility is an important part of solving the problem. However, that shouldn't be the focus of the problem-solving actions. Instead, focus on overcoming the obstacle and how that could improve the future decisions for the company.

Find the solution

Most likely, every problem has several possible solutions. Analyze, evaluate, and focus on the solution that seems the most appropriate. Communicate it with the rest of the team. Evaluate if the implemented solution is working or if you need to look further to find a better one. If the solution needs improvements, acknowledge those improvements, and communicate the needed changes with the rest of the team.