Managerial Grid

An assessment model, in the form of a grid, to determine a leadership style, developed by Robert Blake and Jane Mouton in 1964. The grid has two dimensions of concerns: Concern for people (y-axis) and Concern for production (i.e. results) (x-axis), with each axis having a scale of 1 (low) to 9 (high). Five different behaviours for leadership styles can be plotted within the grid:
1. Country club management (1,9). Leaders focus on ‘people skills’ creating a motivated, socially integrated, happy workforce. However, business outcomes will suffer, leading to reductions in staff numbers, especially if profits / surpluses are inadequate, thereby acting as an ultimate negative feedback loop if appropriate consideration is not given to business effectiveness and efficiency. In the short term, this approach might be appropriate to initiate team building but medium to long term this will often produce an unsuccessful outcome.
2. Authority-compliance management (9,1). Authoritative and controlling leaders who will micro-manage as required to achieve production outcomes, often with minimal interest in the welfare or concerns of employees. This approach, if persisted with, will create an unhappy and discontented workforce, potentially impacting on profitability and reputation.
3. Impoverished management (1,1). Leaders have little interest in the workforce or productivity, providing minimal inputs to achieve required outcomes. They will typically be focused either on themselves or basically just having a job with a salary to pay bills at the end of the day. This will lead to a demotivated and unproductive workforce at serious risk of job loss and business failure if allowed to continue for any length of time.
4. Middle-of-the-road management (5,5). A leader who will aim to balance the needs of employees with that of productivity to optimise, rather than maximise, resources for a cost-effective outcome. Positive motivation, with clear achievable aims will be provided by such a leader.
5. Team management (9,9). A leader who will encourage team collaboration and provide opportunities to maximise productivity. This approach, where possible and appropriate (as in certain – especially short term - situations this will not be the best approach), will help foster good staff retention and an enduring successful business.