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This blog will study the Blake Mouton Managerial Grid that provides a framework or base for thinking about leader tasks. 

You should never ignore human resources and tasks. The compromise between these two things leads to the average performance of your team. This is because you failed to inspire the people and their excellency. 

Can you please go back to when you were recruiting new team members? What was your priority then? It was to understand them, their weakness and strength, or tell them what will be their work for the next one and two years? 

No leader is perfect on earth. Everyone has their weakness and strengths. By identifying your strength and weakness as a leader, you can bring those changes that need to boost productivity. 

It is helpful to understand that, what is your natural or original approach, so you can adapt or develop those changes that are needed to boost productivity. 

People also called this framework a leadership grid or a managerial grid. 

Jane Mouton and Robert Blake developed this theory or framework in the late 19860s. 

WHAT’S IN IT

  1. What is Blake Mouton Managerial Grid?
  2. Poor people/ Low result improvement management.
  3. Medium people/ Middle result improvement management.
  4. High people/ High results in improved management.
  5. Low  result/High people in improvement management
  6. High people/ High Production task management.
  7. Steps for The Blake Mouton Managerial Grid
  8. CONCLUSION
  9. FAQ’s 

What is Blake Mouton Managerial Grid:

The Blake Mouton Managerial Grid works in two different dimensions. 

  • The focus on people: This behaviour tells leaders that they have to focus on people’s interest, needs, and what they want. Also, the leader should focus on their performance, weakness, strength regarding their performance. 

For this task, it is essential to enable good communication between the team leader and team members. Without communication, you are unable to know what they want and what their expectations are. It would be better to establish good contact for the best productivity out of your team members.

  • The focus on results: This behaviour tells leaders that they have to focus on results instead of people. In this behaviour, leaders concentrate on organisational efficiency, objectives, and their high performance. 

This behaviour helps the leader to focus on their objective and team improvement too exclusively solely. To achieve great results, leaders should balance each action. 

 The best thing about the Blake Mouton Managerial Grid is that they offer five leadership styles that can copy to boost productivity.

Poor people/ Low result improvement management:  

The indifferent or impoverished managers are ineffective. The only problem with this style is that they only show interest in the task done. Instead of motivating and inspiring the people, they only focus on the job and the study. 

As the definition explains itself, this leadership style leaves a significant negative impact on the team. This enormous impact on the team causes dissatisfaction or no satisfaction in work. Disharmony and disorganisation are also the most extensive set back of this type of management style. 

Medium people/ Middle  result improvement management:

This type of leadership style tries to balance the people and work environment. But this won’t work as they sound.

This leadership style doesn’t work because they fail to solely focus nor on people nor the task. This leadership style is adopted when team members want to deliver the average work. If you are looking for an exceptionally great job or output from your team, we will never recommend applying this leadership style.   

High people/ High  result in improvement management:

People also called this authority compliance or as an authorisation manager. Also, people who believe in this management category always believe that the tea team comes second-place after productivity or a task. 

People from this category have stringent rules, procedures and policies. Also, they believe that punishment is the best way of motivation for their team. 

At the first time, this management boosts productivity. But after some period, this approach causes less motivation. And due to less morale and team motivation, the performance and productivity also go down. 

high result managerial grid image

Researchers have seen that leaders from this category waste their time to maintain high productivity and performance. After seeing this low productivity, they think that team members naturally dislike their work. Also, they assume that their employees or team members or employees are inherently unmotivated. 

That’s why it is recommended that leaders should always assume that their employees or team members are not inspired or motivated. It is just because leaders don’t have the proper skill set. 

High people/ Low  result in improvement management:   

This type of management is best suited for leaders looking to boost their employees or team members’ productivity. People from this category assume that the longer their employees or team members will face, the longer they will give their hard work.

Leaders from this category also believe that communication is the best tool not for relationships but also in business. They also believe that a positive work environment leaves a significant impact not only on the work environment but also on team members’ mental situations. But productivity can also suffer because of a lack of control and direction.

High people/ High Production task management:   

According to the Managerial Grid theory, it’s the best leader or production style. This task management reflects the leaders who are passionate about their work and know-how to take care of their team members. 

In this management theory, people or team members are committed to the task or work or their organization. They motivate the other team members and people who work hard for them and deliver excellent results. But, they inspired the people who work for them. 

In this task management, team members respected their employees or team Thousand cited to achieving their work. 

This is effective leadership because team managers always prioritise their team needs and their organisation needs. Leaders do this by involving their employees or team members in every important task. Also, they help their team members to understand the production needs. 

And when employees and team members are honestly committed to their work and their organisational productivity, their production and needs will always coincide. Thus small steps help maintain trust, a good work environment and respect towards team members and team leaders. 

Steps for The Blake Mouton Managerial Grid:

Now it’s high time after learning about The Blake Mouton Managerial Grid, now we have to learn the basic steps for applying The Blake Mouton Managerial Grid.

  1. Identifying your own style: 
  • Note six or seven conditions where you recruited as a team leader of the team.  
  • For each and every condition, it’s time to place yourself in a situation where you want to position yourself. 
  • There are many leadership skills tests that can help you to choose the best leadership style. 
leadership managerial image
  1.  Identify your weakness and area where you wants to grow: 
  • Observe your current situation? And assume where you want to go?
  • Improves communication with others, and tells them to correct you when you will be wrong. 
  • Regularly monitor your performance and activities. And carefully noted down when you were wrong in your decisions.  

Conclusion

The Blake Mouton Managerial Grid works in two different dimensions. 

  • The focus on people: This behaviour tells leaders that they have to focus on people’s interest, needs, and what they want. Also, the leader should focus on their performance, weakness, strength regarding their performance. 

For this task, it is essential to enable good communication between the team leader and team members. Without communication, you are unable to know what they want and what their expectations are. It would be better to establish good contact for the best productivity out of your team members.

  • The focus on results: This behaviour tells leaders that they have to focus on results instead of people. In this behaviour, leaders concentrate on organisational efficiency, objectives, and high productivity. 

Also, you can read our blog on How To Help Your Team Feel Good

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