Attractive Leadership Style

Attractive Leadership Style

An in-depth and extensive analysis of the game of Cricket has provided a variety of interesting Leadership styles that organizations and leaders can adopt. Busana Muslim Adjustment of the right leadership style should be based on the composition of the organization/team, the strengths and weaknesses of members, organizational and individual goals, the nature of the tasks to be handled-such as for long/medium/short term, commercial or social tasks, new or recurring/standard and others -other.

By identifying the various situations that can confront leaders in their career paths, this article emphatically emphasizes that leadership styles cannot be static for a leader and will require them to wear different leadership hats, according to different situations.

We have selected an interesting game of Cricket to identify leadership styles for organizations and leaders, which are characterized by the following features:

1) Offers multiple formats like Test Match, One day, 20-20, Knock-out, League format and so on, requiring different team members skills and different leadership styles to handle it.

2) The long history of Cricket has witnessed various phenomena of leaders (Captains), some of them are legends, some are great, some are average/medium, some are a total failure and so on

3) On the personal side Cricket is a team game and always consists of many variations with respect to team composition, such as location, culture, language or dialect or manner of speaking, economic strata, age, experience, physical appearance, nature, etc.

4) On the technical side the complexity of the skill set consisting of Match Winners, All-rounders, Batsmen (Aggressive, balanced hitter capable of long distance, slow take), Bowlers (Fast, Medium, Off-Spinners, Leg-spinners) Fielders ( Close in, out-field, out-standing, good , bad and protected etc) , Goalkeeper and so on.

5) Also a leadership style that matches the opponent’s style, stature and strength, type of throw, situation in the draw, qualification requirements, player availability/injury, etc.

6) Great entertainer (in his day) and money-spinning spectator sport.

7) No matter how great you are (like a star player in an organization), you must obey the authority of referees and captains on the pitch, with selective/limited options to appeal, calling for wise use of opportunities.

8) The need for all team members to change their style to the game format or situational requirements and therefore the expectations of the captains to prepare and mold them accordingly.

Various interesting Leadership styles unearthed as part of an in-depth analysis of the game of Cricket reads as follows Leadership styles are listed in alphabetical order for easy remembering and do not indicate order of importance etc.












Here we analyze 11 leadership styles:


Here the captain/leader adopts an almost ubiquitous style, signifying an intention to know all and things happen. Team members tend to feel the leader almost breathing on the back of their neck. Hence to avoid being overactive, as it can communicate a lack of confidence with team members This “OMNIPRESENT” leadership style (somewhat modified), may be relevant in organizations/teams that are mostly made up of newer, less skilled, etc. need and seek constant guidance. Exceptions within the team need to be handled differently and hence modifications are indicated.


This is generally the leadership style adopted by the Australian Captains, who are always with a strong and aggressive team backing them, mostly trying to play a psychological game (almost bordering on mini-wars) conveying to the opponent that Australia is very confident to win and beat bad opponents. While this mostly works for strong teams, when it borders on overconfidence or underestimating the opponent, it can backfire very badly.

In an organizational/team environment, such a style can work if team members know and have adopted their leader’s style. In mixed team situations of old and new members, new needs are introduced through the orientation of the “TIGER ON THE PROWL” leadership style and style of functioning of the old team members, for this to work. Otherwise, it could backfire very badly, as new members might be exiled. It can also work well even with newcomers such as ambitious management graduates, who believe in aggressive leadership for fast-track growth


This leadership style occurs whenever the captain has a prominent personality in the game or with a royal lineage, etc. We have examples of legendary captains and their pathetic successes and failures under this category. In an organization/team, this arrangement can work (without much modification), if team members consider it an honor to work under such an outstanding personality. Otherwise, there is a definite need for such a leader to communicate clearly, he is very approachable and his stature need not be a hindrance to team members.

4) DEVELOPMENT OF CONFIDENCE (IDENTIFYING GEMS!) LEADERSHIP – One example that is always cited in cricket for this leadership style is Imran khan from Pakistan, who is considered to be the inventor of gems like Wasim Akram, Abdul quadir and others. Sensing their potential, he must always be by their side, when they fall and go, to build trust in them.

Together they played an important role in bringing Pakistan to the peak of their glory by winning the world championship. In an organizational/team setting, such a leader can be an asset in identifying and scoring gems. After all they would be a disaster, if they were seen to be playing a game of favoritism, abusing their position.


One of the classic cases of Keren leadership (as made by commentators, Media & others) is Mahendra Singh Dhoni from India. This type of leadership risks being cold when the team wins and passive when the team loses! In an organizational/team environment, this leadership style can be successful, if you have an established team/product/service, a stable organizational/economic environment, and the organization/team is considered successful. When these situations change, unless there is a real change in leadership style, the leader will be branded “PASSIVE” or inactive.


While many Australian captains have demonstrated such a leadership style, slightly lesser credit is given here for their endurance, as their team has actually been “WORLD CHAMPIONS” for a long period of time . It is very rare for a ship to be disturbed, when the voyage is smooth. Hence the focus is a bit more on leaders/captains like Daniel Vettori from New Zealand, Greame Smith from South Africa, Mahela Jayawardane from Srilanka as they have been long-lasting leaders, inspired by their non-winning teams.

This leadership style in the organization/team is possible for leaders, who are considered people-oriented and when no major competing leader is in sight. Stability should not lead to too much personal comfort, familiarity & equality with team members causing difficulty in extracting performance. Also this leadership style may not persist when strong alternative leaders emerge (with a general preference for change) and when organizational/team performance goes below certain benchmarks.


Perhaps the most striking example of this style of cricket leadership is England’s Mike Brearly, whose leadership qualities have been called exceptional. Legend has it that he could be part of any team in the world as a captain, but not as a player! A classic example is the Ashes series, after England lost 2-zero after 2 games and their star player Botham put on a woeful display, in keeping with Australia’s aggressive game plan containing Botham (who was a match-winner in his day).

Mike’s arrival as Captain of the 3rd test turned the series on its head, with Botham completely transformed, single-handedly winning the remaining 3 games and Ash for England. Inspiration like this is very relevant for Organizations / Teams that are engaged in creative activities, have stars


Perhaps a positive example of this leadership style is former India Captain Saurav Ganguly, based on track record and team members, remembering his leadership always with joy and pride, long after he stopped being a Teacher . There are many examples in International cricket, where captains have gone to extremes and failed.

This leadership style should ensure in a clearly communicated organizational/team environment that while quality participation from the team is welcomed and appreciated, the final decision-making authority, based on facts, figures and organizational requirements will rest with the leader. Also such leadership must avoid excessive, endless, free-for-all participation that limits LAISSEZ FAIRE’s “NON-LEADING” style. Instead of being an “excellent leader” the leader may have to “stand out” from a leadership position!.


This leadership style is akin to having a different captain for a shorter version compared to a test match. For example Bailey for Australia, Kohli for India and so on. Generally they are perceived as the more aggressive captains, naturally more willing to take risks to meet deadlines as the shorter version of the game demands.

In organizational/team situations, leadership is required to complete various types of tasks/projects with deadlines, uncertainties etc., through a very alert and dynamic attitude, dare to take risks, able to make decisions in a very short time, even with limited information. A word of caution is, although such dynamic leaders need to have a mature head on their shoulders and be able to exercise reasonable restraint, if not in the name of dynamism, there is every possibility of overdoing it with decisions with disastrous results.


We have found this type of leadership in cricket. Some have shown good results, tackling rookie teams and some failed miserably, trying this style even for experienced teams leading to resentment. This leadership style is difficult to practice in letter and spirit in modern organizations. Reed Manning, Spa & Salon Still this is followed by varying degrees of control on the shop floor, wherever routine, compliance-oriented and automated operations predominate, etc. Such leadership style should provide flexibility for potential employees to grow, let them go


These are leaders who know a lot with their hands on the pulse of the situation and the team, without imposing themselves on the team, all the time. AKDSEO merupakan agency digital marketing yang fokus melayani jasa Backlinks dan Link building website, termasuk di dalamnya Jasa Menaikkan DA ( Domain Authority), Anil Kumble of India is considered one of these captains. In organizational/team situations, such a leader can produce good results, if the team is made up of experienced/senior professionals, who usually prefer a hands-off leadership style and if the leader has the attitude to command their respect, when necessary.

The leader must ensure that the leader’s presence is clearly felt, in all important decision making by the team. This type of leadership, makes their presence felt by rewarding right behavior and vice versa. The leadership style should not be allowed to degenerate into the passive/Laissez faire category in the name of extended freedom for the team. Such a leader needs to be more active, as team composition changes with newer/less experienced team members needing guidance.
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