Communication Employment Growth centric Leadership Organizational Culture Organizational Success Workplace Engagement

Leadership Styles to Incorporate into Your Business

Throughout history, great leaders have emerged with particular leadership styles in providing direction, implementing plans and motivating people. These can be broadly grouped into 5 different categories:

1. Authoritarian Leadership

Authoritarian leadership styles allow a leader to impose expectations and define outcomes. A one-person show can turn out to be successful in situations when a leader is the most knowledgeable in the team. One advantage of this leadership style is that Time spent on making crucial decisions can be reduced and the Chain of command can be clearly emphasized. This leadership style has a lot of disadvantages one of which is that it kills employee creativity and innovation.

2. Participative Leadership

The essence is to involve team members in the decision-making process. Team members thus feel included, engaged and motivated to contribute. The leader will normally have the last word in the decision-making processes. However, if there are disagreements within a group, it can be a time-consuming process to reach a consensus. One advantage of this leadership style is that it increases employee motivation and job satisfaction. One disadvantage of this leadership style is that decision-making processes become time-consuming.

3. Delegative leadership

Also known as “laissez-faire leadership”, a delegative leadership style focuses on delegating initiative to team members. This can be a successful strategy if team members are competent and are employees that take responsibility and prefer engaging in individual work. Delegative leadership creates a positive work environment as employees feel like their opinions and inputs matters. One disadvantage of delegative leadership style is that it creates difficulty in adapting to change.

4. Transactional leadership

Transactional leadership styles use “transactions” between a leader and his or her followers. They use tools like rewards, punishment and other exchanges – to get the job done. The leader sets clear goals, and team members know how they’ll be rewarded for their compliance. This “give and take” leadership style is more concerned with following established routines and procedures in an efficient manner, than with making any transformational changes to the organization.

5. Transformational Leadership

In transformational leadership styles, the leader inspires his or her followers with a vision and then encourages and empowers them to achieve it. The leader also serves as a role model for the vision, high morale of employees is often experienced, it uses motivation and inspiration to gain the support of employees. A disadvantage of this leadership style is that consistent motivation and constant feedback may be required, tasks can not be pushed through without the agreement of employees.


At the end of the day, in developing your own leadership style It is important to recognize and understand different leadership styles including the situations in which they work best. However, you are unlikely to be a successful business leader simply by mimicking these. Leadership is not about providing a certain response in a certain situation. It’s about using your natural leadership strengths in an authentic manner to inspire and motivate others.

Leadership training from a good business school or good leadership courses can teach you the dynamics of human behaviour as well as raise self-awareness and provide the chance to practise leadership in different situations

Knowing which of the leadership styles works best for you is part of being a good leader. Developing a signature style with the ability to stretch into others as the situation warrants may help enhance your leadership effectiveness.

Know yourself. Start by learning what your current dominant leadership style is. Ask trusted colleagues to describe the strengths of your leadership style. You can also take a leadership style assessment.

Understand the different styles. Familiarize yourself with the repertoire of leadership styles that can work best for a given situation. What new skills do you need to develop?

Practice. Be genuine with any approach you use. Moving from your current leadership style to a different one may be challenging at first. Practice the new behaviours until they become natural. In other words, don’t abandon who you are.

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Have you ever heard someone say I don’t want to tell them how much I appreciate the work they do because it will get to their head and they would become lazy? My response to statements like that is always, put yourself in that person’s shoes and tell me how you feel when your sacrifice and effort go unnoticed or even unappreciated by your bosses or supervisors? You can tell your teammates, coworkers, and staff how much valuable they are to you and how important their contributions are to the organization, no occasion is necessary to show appreciation. In fact, little surprises and signs of your appreciation spread throughout the year help the individuals in your work life feel valued all year long.  Do not reserve your appreciation for special occasions, but make it a customary habit to thank regularly, let your employees and employers understand how much care you care for them and their contributions to the work place.


PRESENT A BESPOKE GIFT: Recognize your employee/employer interests well enough to present a small gift occasionally. A cherished gift and the act of providing it will light up a day. A greeting card serves the same purpose. You can give a card for no reason at all, to celebrate a special day such as a birthday, or to offer sympathy when a coworker is ill or experiences a family death. 

GIVE FINANCIAL INCENTIVES: during the holidays give a bonus, if the company is making a ton of profit give a raise because without the hard work of the staff daily activities will be slow. Also, it is nice to give attendance bonuses once in a while as this will motivate staff to always be at work even at odd hours. 

TREAT THEM TO A MEAL: Take coworkers or staff to lunch for a birthday, a special occasion or for no reason at all. Let your guest pick the restaurant. Or, order pizza or lunch from a caterer or a store that delivers. Schedule a brunch for a team that has met its current goals and over-delivers on its promised timeline. Food always makes people happy.

BRING IN LITTLE SURPRISES: Gifts such as cookies or cupcakes, particularly anything edible, and unexpected are a huge hit. it gives staff members a sense of belonging and makes them feel ;like their contributions are noticed and appreciated by their boss/supervisors.

PROVIDE OPPORTUNITY FOR ADVANCEMENT:  People desire possibilities for training and cross-training. They want to partake in a special committee where their capacities are observed. They like to attend professional association meetings and represent your organization at civic and philanthropic events. Do you presently have only your executives attending these events? Spread the wealth of opportunity to all employees. They will genuinely appreciate it.

ALWAYS SAY THANK YOU: always praise a job well-done and identify specific actions that you have found admirable. Either to a teammate, employee and even your boss. Show gratitude for their hard work and contributions, this will be even sincerer since you took out time to spell out details.

 Employee/employer appreciation is never out-of-place. In fact, in many organizations, it’s an uncommon service. Make your workplace the exception. Use every opportunity to display your gratitude and appreciation.

Employment Interview

Tips For Success In An Online Job Interview

With the pandemic, it is becoming more convenient and cost-effective for employers to conduct job interviews online. Employers are realizing that virtual interviews would save the organization a lot of costs and speed up the interviewing process; allowing hiring managers to interview local and non-local prospective candidates. In this article, we will be sharing some tips for success in an online job interview.

We have broken the article into the Pre, In and Post Interview phases.

These phases will give room to prepare ahead of time and prepare your questions in advance carefully, especially if you are not conversant with online conferencing.


Mock Interview


Determine what device is best suited for the interview (such as a computer, tablet, smartphone) For most interviews, a computer is the best option. invest in purchasing or borrowing to use for the interview.

Ask in advance all the details about this format. What format will they be using? (Zoom, Skype, FaceTime, etc.). How long will the interview be? What online service are they using? How many people will be there interviewing you? Don’t expect the interviewer to volunteer much, so ask and call back a second time if you need clarification.

Protip: Phone connections might easily drop when the reception is bad. You will not look good holding your cellphone, which will shake or move around as you hold it and be annoying to the viewer. A desktop computer and laptop are better options. 


The ideal scenario for an online interview is a quiet location in which you can shut out distractions and noises, control the lighting, and display a generic background.

Protip: Find a good spot to conduct your online interview before the D-day to make certain you’re not rushing around before the interview.. Natural light is best If possible, try to settle down near a window plus a plain wall as your backdrop.


Under as close to identical circumstances as possible, plan an interview with a friend, colleague, or family member.

  • Predict interview questions and information to include in the answer
  • Practice answers to communicate effectively in English by exploring grammar patterns and structures, appropriate terminology and pronunciation
  • Polish up on interview etiquette
  • Don’t skimp on your interview prep.
  • Research the employer, and formulate a few questions you want to ask about the organization

Protip: Watch for your nonverbal clues and facial expressions. Get used to the camera. Focus totally on the interviewer and try to forget the camera. You do need to stare into the camera, so the viewer sees your eyes and not you looking down. Movements need to be slow. Best not to move around too much. Your poise and self-confidence are being assessed here. Be sure to exude these traits and smile often. Show interest and enthusiasm for the job


Have an alternative plan ready if something goes wrong the day or during the interview. Make options available in the event of a network issue

Protip: Confirm with the interviewer, in advance of the interview, that you’ll switch to a phone call should technology or connection issues crop up.


Devices and Technology
Select best technology


Do a check at least an hour before your interview time. And then do another check 30 minutes before the interview time.

  •  Test:
  • Technology, connection, camera, lighting, sound and video program.

Make sure you understand how it all works. And test it all again right before the interview commences.


Remember to turn off all apps and programs on your device; silence anything that could interfere with the interview including email notifications on your computer and your phone.


Dress up like you would for a face-to-face interview A suit jacket and solid shirt or blouse work best as they will help you look professional.

Research the general dress code for the industry you’re interviewing in; remember, nothing too flashy or suggestive with outfits.

First impressions matter and your appearance are crucial to making a good one.


Eye contact is important even in the online environment. look directly into the webcam and stay engaged instead of looking at the person on the screen. Don’t forget to smile! Whether you are talking to an actual person or recording your answers. Sit upright and lean in a bit.


Take a Second when responding to questions from the interviewer in case the connection is weak — so that you don’t end up talking over the interviewer.

Speak in a conversational voice, just as you would in a face-to-face interview.
Have notes in front of you (off-camera) to remind you of critical issues you want to highlight, but do NOT overuse them.


Interview checklist
Online interview checklist


After the interview, make sure the interviewer(s) leave the meeting or conversation before you do. Do not shut down your device even if you are through with the interview.

Follow up your interview with a thank-you note to your interviewer(s).


If the interviewer makes available a hiring decision date (when your online interview wraps), do not reach out before that date. If the date comes and goes, follow-up with the interviewer.

Employee Engagement Workplace Engagement

Employee Workplace

An employee workplace can be said to be an environment where employees go to work to get paid.

However, an employee-focused workplace is an environment where employees are honoured and taken care of that they can, in turn, take care of customers and clients.

An employee workplace should not be about attracting new employees and making the office facility look great from an outwards aesthetic perspective, but about guaranteeing a harmonious workplace in the long term.

It should be customer-centric that is, doing business in a way that focuses on providing a positive customer experience to drive profit and gain competitive advantage.

In this article, we would be sharing how organizations can make the workplace employee-centric.

Workplace Culture

Workplace Culture

Creating an employee-centric workplace does not have to be complicated, however, it should be based off data-driven observations and assumptions. As it not only addresses the needs of employees, it also highlights the fact that optimal customer experiences are directly related to the organisational environment and culture.

Workplace culture not only encourages employees to interact based on embedded attitudes and traditions, but it also considers the space where work is performed.

A company’s culture is directly tied to the employee experience; a positive workplace culture is directly tied to the other components of an employee-centric workplace, including working productivity, turnover, and general wellness or absenteeism. It is no surprise that employee wellness is one of the leading concerns for employers.

The right workplace impacts wellness; studies have proven that access to natural light, environmental control technologies that adjust temperatures and lightning, and physical wellness spaces create a healthier environment that improves employee productivity and well-being.


Employee workplace Strategy
Strategy Board

To set up an action plan to create an employee-centric work environment, employee engagement needs to be measured and metrics gotten from the exercise need to be analysed.

A feedback tool or suggestion box should be provided for need to know that there are shortcomings within the workplace.

When common patterns and issues start to crop up across the departments, whether in terms of a process or workflow; strategies should be employed to ensure that issues are addressed promptly.

A company can improve by listening, taking action, and letting their employees be people.

Processes or procedures should be improved on. Take a look at best practices within other organisations and check if it is a good fit for theirs. This shows employees that the management is proactive and cares about their employees.

Provide a Sense of Purpose

Every organization mission and vision must define what it does and help in communicating the values of the organisation. The mission statement typically describes the short term goals and advantage and reason being in business, while the vision statement describes its long term goal.

The mission should be less about “what a company does,” and more about “how we all achieve it together.”


Employees should be united by the common objective of finding meaning in their work. This is the single most crucial factor in creating and maintaining a positive employee culture.

Purpose is a top priority for most employees – not money and schedule flexibility. Make employees feel their job has a positive impact on others.

Be Positive and Build Employees Up

Maintain a positive attitude and build employees up. Be mindful of the moods of your employees. Positive emotions, like gratitude, joy and pride, allow you to think more creatively and work more collaboratively.

Avoid negative conversations and gossip to maintain a positive atmosphere. And if an employee’s performance is not up to par, try to find a positive solution together.

employee workplace-positive-building
Building People

Employees are the backbone of every business, but keeping them around can be a challenge. The key to sustenance is to create an environment that employees look forward to working in and a culture where they feel valued.


Team Communication

There is a popular saying that communication is key“The truth in this statement cannot be overemphasized. What comes to your mind when you hear team communication? Is it just an exchange of information that happens within the team or is there more to it?

Team communication transcends mere information exchange between team members. It is the interactions that the individuals on a team share with one another like emails and conversations, body language and nonverbal sounds.

We will be sharing tips on how to better team communication in the workplace

Always Have a Specific Goal

According to the English dictionary, a goal is a result one is expecting to achieve. When you begin by knowing what you want others to do, preparing your remarks will be easier and your communication will be clearer. Your goal provides the framework for what you will say.

Think Like Your Audience

 Saying what you want people to know isn’t enough. It is important to also assume yourself in their position, by doing this, you will understand what they need and want and in return be able to reach out to them more effective

Clarify Your Messages

Clarity is important in team communication; always spell it out clearly for your listeners. This is to avoid ambiguity.

File-sharing Practices

Develop a system for naming and storing shared documents. That way, you avoid confusion over different versions of files and where to find documents.

Delivering Feedback

As a team, determine a process for providing feedback to one another. For example, you might meet weekly as a team to talk about is going well and what could change. Also, establish guidelines for when employees provide feedback to one another.


Talking about things outside the workplace can increase the bonds among team members. You can decide to be friends with each other on social platforms or share something about your life—whether it’s about your kids’ antics or your opinion on your favourite sports teams or food recipes.

Address Issues Openly

If you aren’t having authentic and effective conversations with your employees, you can’t address problems. When problems go unchecked, it weighs on individuals, teams and the culture. Start having conversations—even uncomfortable ones—to ensure you’re surfacing problems and resolving them quickly.

Don’t Make Assumptions About What Your Team Wants

Most employees want a sense of purpose and meaning, development opportunities, and work-life balance. Find out what others in the team want and need by having candid discussions or engagement surveys.

Assess Workloads

Imposing employees with massive workloads can become the norm, but how do you know they are overloaded? By asking them. Let them know they can come to you if they are feeling overwhelmed.

Don’t Be Angry Over Failures

 Errors cause stress, and then stress leads to more errors. Ensure team members know that failure is part of the risk, and grant them wiggle room to experiment or make mistakes. Otherwise, innovation will come to a standstill.

Do share and let us know what you think.

Employee Engagement

Employee Engagement

Is my employee engagement level top-notch?”

“Are my employees giving 100%?”

“Are my employees committed to their jobs?”

I am sure you are wondering why this is important. If you’re a manager, HR staff, or a CEO heading an organization, these are probably the important questions on your mind.

These questions are obvious, but the answers are more complex. What do you think it is that keeps employees motivated? We shall be sharing some tips on how to boost employee engagement

imperial phoenix consulting
  • Make them a part of your story: Every business is built to satisfy a need. What’s yours? Is the mission of your organization clear enough to your employee(s)? Do your employee(s) know what is expected of them in their roles? If your employees are not sure of what they have to achieve, then there’s no way to measure success. Clarify what you expect of them, their roles and responsibilities, from day one.
  • Practice what you preach because Culture matters – A company’s culture cannot be built overnight, but it can be consciously moulded into what you want through employee engagement.
  • Level up on your performance evaluation process – Traditional annual employee engagement performance appraisals can leave managers and employees with loads of subjective comments, but no accurate data about a full year’s performance of the employee. Monthly, quarterly employee engagement or once every few weeks fosters a continuous feedback system.
  • Work hard, play harder, and crush the numbers; Gamify your workplace – Gamification is a relatively new concept that converts those mundane, tedious tasks to a fun-driven activity. Gamification is one of those employee engagement activities that can be both fun and rewarding to an employee.
imperial phoenix consulting

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