Path-Goal Theory Leadership: How to Use the Path-Goal Theory

The path-goal theory, also known as the path-goal of leadership effectiveness, defines the success of a leader by their ability to promote the goals, abilities, and overall satisfaction of their employees. This theory prizes flexibility, and path-goal leaders change their approach to meet the diverse follower characteristics of subordinates. A new hire, for example, might benefit from a different management style than a seasoned employee.

The theory was developed by professor Robert J. House and published in Administrative Science Quarterly in 1971 and later updated in Leadership Quarterly in 1996. The model arose out of the expectancy theory of motivation, which posits that employees will be motivated if they believe they are capable of completing a task and that the job is worthwhile.

Leaders can implement the path-goal leadership theory in different ways, depending on the workplace structure and the needs of the team members. There are four leadership styles for the path-goal theory:

1. 1. Directive: In this approach, leaders inform subordinates about expectations and guide them through completion. This gives the team members a sense of direction and belonging and helps clarify goals.
2. 2. Achievement-oriented: Achievement-oriented leadership is a hands-off approach. Leaders inform their subordinates of the desired objectives but allow them to find creative ways of achieving them. By setting challenging goals—and expressing confidence in the team members’ abilities to meet them—an achievement-oriented leader can help create excellence.
3. 3. Participative: Participative leadership works best when there is a high degree of collaboration between leaders and subordinates on a given task. A participative leader relies heavily on input and feedback from subordinates, seeking opinions and facilitating open dialogue to solve problems and complete tasks.
4. 4. Supportive: Supportive leadership requires the leader to provide a steady foundation of support to their subordinates. A supportive leader is especially effective when the tasks are unusually demanding and place a high degree of stress on the team members. Supportive leadership emphasizes the wellbeing of all involved with the enterprise.

There are many different types of good leaders, so it makes sense that there are also many various theories of leadership behavior. Consider the following types of leadership theories:

1. 1. The behavioral theory of leadership: The central premise of this leadership model is that anyone and everyone can hone effective leadership skills by mimicking leader behavior. Rather than assuming people are innately born for leadership roles, behavioral leadership theory insists anyone can be a leader so long as they behave the way other leaders do.
2. 2. The contingency theory of leadership: Sometimes called situational leadership theory, this model suggests different leadership styles are necessary for different situations. If you adhere to situational theory, you assume the best leaders can adapt their style based on what any given contingency calls for. For instance, situational leaders should be able to transition seamlessly between laissez-faire and hands-on approaches depending on what their team members or employees most need in any specific circumstance.
3. 3. The great man theory of leadership: Also known as the trait theory of leadership, the great man theory asserts that great leaders are born with all the right personality attributes to attain position, power, and authority. It states that leadership abilities are yours from birth or not—and that’s just the way it is. Detractors of this theory believe it’s too autocratic in execution and unrealistic in its basic assumptions.
4. 4. The relationship theory of leadership: This participative leadership style revolves around treating so-called subordinates as equal team members essential to the decision-making process. As such, it’s sometimes known as servant leadership. Relationship theory emphasizes a collaborative work environment, diplomatic communication skills, and democratic leadership overall. Under these assumptions, delegating to more competent group members is a surer sign of leadership than insisting on completing tasks yourself.
5. 5. The path-goal theory of leadership: In the path-goal theory of leadership, leaders depend on the performance and motivation of their subordinates. Effective path-goal leaders will adapt their leadership approach to best fit the needs of their employees. The end-goal is for the subordinates to reach their respective goals with satisfaction.
6. 6. The transactional theory of leadership: This style of leadership—also known as management theory—is task-oriented and operates off the premise that effective leaders should treat their employees and team members transactionally. A transactional leadership approach means taking an authoritatively managerial stance by rewarding when someone meets a goal and penalizing when someone doesn’t. Some view this aspect of transactional exchange theory as counterproductive, while proponents say it’s tough but still a form of effective leadership.
7. 7. The transformational theory of leadership: Group performance is paramount in transformational leadership theory. Transformational leaders view themselves as the vehicle by which stakeholders and team members can pursue and enact a necessary change. Generally, transformational leadership focuses on achieving this goal through influence and inspiration rather than outright coercion.

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