From my last article:
https://steemit.com/steemiteducation/@allandharvey/part-one-the-environment-what-we-have
From this summary, I found on the internet, one can deduce the exact effect these two distinctly different leadership approaches can have in the work environment.
Check this out - Confidence vs Arrogance
• Arrogance breeds superiority, while confidence makes others comfortable.
• Arrogance may be a way to suppress feelings of insecurity for other areas of weakness.
• Confident person takes into his stride both strengths and weaknesses.
• Arrogance feels good by making others feel lesser.
• Confidence is an attribute liked by others
It doesn’t take a rocket scientist to fathom the consequence of the positive versus the negative nature of both these approaches to leadership.
Click here for more information: https://www.differencebetween.com/difference-between-confidence-and-vs-arrogance/
Leaders need to be empowered and equipped with the tools necessary to create a more productive and positive environment, permeating business minded thinking throughout their organisation. Whilst the 20th century command and control environment may be easier it yields short-term results and inevitably leaves in its wake, submissive demoralised people.
History is replete with evidence of the outcomes of dictatorial leadership styles, from 12th century born Genghis Khan to 21st century Idi Amin Dada.
More with Less
Unlike dictatorships, the 21st Century developmental leader creates an environment conducive to building confident staff, who perform optimally, yield sustainable long-term results and have no problem responding to the Global trend of getting more done with less people.
Having said that we are unfortunately still called upon to deal with the fallout associated with emotional mismanagement, created by the arrogant leader. This is evidenced in increased incidences of road rage, suicides, violent crimes, divorce, abuse and even corruption.
The Command and Control Brigade Think That 'Denial' is a River in Egypt.
They are so engrossed in their personal success and status, that they cannot accept that most people in the work-place are struggling within themselves. Denying there is a problem serves the self-righteous attitudes and arrogance of leaders who ultimately themselves suffer from a poor self-image and low self-esteem and ultimately lack self-confidence.
So what do we need?
That is the topic of my next article..