Achievement oriented leadership

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Achievement oriented leadership
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A board that sets ambitious goals, helps in training, puts emphasis on improvement and expects the highest levels of performance is a board with achievement-oriented leadership (Ranjana Mital, 2015, s.77).

"Achievement-oriented leadership is characterized by a leader who challenges subordinates to perform work at the highest level possible. This leader establishes a high standard of excellence for subordinates and seeks continuous improvement. In addition to expecting a lot from subordinates, achievement-oriented leaders show a high degree of confidence that subordinates are capable of establishing and accomplishing challenging goals." (Peter G. Northouse, 2010, s.128).

Advantages and disadvantages

Leaders practicing this style focus on what their teams achieve and their tasks, rather than focusing on people.

There are several key pros and cons, here are some of them:


  1. They offer advice and are happy to share experience
  2. Goals are clearly communicated.
  3. The dates are in line with clearly defined objectives.
  4. They help you manage your time better.
  5. A clear bonus system.
  6. This leadership style makes results easier to achieve.


  1. Focus on the goal, reduces the chances of employees wanting to improve the process, and focuses on completing tasks.
  2. An employee is treated as a task, if he is unable to perform the task for personal reasons, he is often replaced without a moment's hesitation
  3. Reduces creativity and innovation.
  4. There is usually a high turnover.
  5. Causes burnout.

Behaviors and values striving to achieve goals

"Leaders must be willing to let followers know what they will and will not stand for. Assertive, achievement-oriented leaders model appropriate behavior, vigorously oppose education malpractice, and involve their followers in collaborative planning and decision making. They are well informed in their respective areas of responsibility and seek continuous growth both personally and professionally. They consciously and aggressively facilitate the development of values and acceptable behavior within their areas of influence. Such values and behaviors support the achievement of system goals and outcomes." (Edward T. Joyner, Michael Ben-Avie, James P. Comer,2004,s.94).

Basic behaviors include a combination of people types and tasks (Montgomery Van Wart,2008, s.38):

  1. Task orientation includes explaining roles, information, delegation, problem-solving and innovation and creativity management.
  2. Focus on people, this includes personnel development, team building, management and consulting.
  3. Average level of leadership control and internal organizational orientation on the part of the leader.


Author: Łukasz Gil