什麼是 標杆領導力? As Daniel Goleman referred in his book: 原始領導：實現情商的力量 提到戈爾曼的六種領導風格，每種風格對個人和組織都有不同的影響。
他還指出，隨著時間的推移，你可以學習成為一名優秀的領導者，並可能體驗到一系列你以前從未註意到的領導風格。
Are you curious about what your leadership style is? In this article, you’ll learn everything about Pacesetting leadership, its definition, its characteristics, pros and cons, and examples as well. So, let’s see whether you are a Pacesetting leader or not.
目錄
- 什麼是領先領導力？
- 標兵領導力有哪些品質？
- 領先優勢
- 帶頭領導的缺點
- 標兵式領導力什麼時候最有效？
- 引領領導力的例子（正面和負面）
- How to overcome negative Pacesetting leadership?
- 最後的思考
Overview
| 誰是領跑者的榜樣？ | Jack Welch – CEO of GE (1981 to 2001) |
| Who invented term ‘pacesetting leadership’? | 丹尼爾·戈爾曼 |
什麼是領先領導力？
A leader with a pacesetting leadership style highly result-oriented. You are motivated by being the best, and thus, you prefer to work with a high-performance work team. Sometimes you are called a pacesetter as you are the only person “setting the pace” for the other people to follow. You are likely to put forward an approach that can be summarized as “Do as I do, now.”
There is no right or wrong to be a pacesetting leader since it is the leader’s role to promote the highest level of performance, speed, and quality. As well as no leader wanting to take risks by delegating tasks to employees who cannot handle them. Though it is believed that pacesetting style might destroy the climate, it also can be a good technique to persuade people to work toward common goals.
相關新聞：
What are Qualities of Pacesetting Leadership?
So, what are the exact characteristics that Pacesetting Leaders demonstrate? There are the five key components that define pacesetting leadership as follows. Take a look as it might help you understand more clearly this particular management style.
以身作則
標杆領導者通過個人榜樣來引領。 他們模仿他們期望團隊的行為、職業道德和績效。 他們明白行動勝於雄辯，並認識到他們的行為對團隊整體績效的影響。 通過表現出強烈的職業道德和高標準，他們會激勵他人效仿。
關注個人責任
標兵領導者強調個人責任，並要求團隊成員對他們的表現負責。 他們希望每個人都能對自己的工作負責並交付成果。 他們可能會提供反饋和指導，但通常會給予團隊成員履行職責的自主權。
期待高性能
標兵對自己和團隊成員抱有極高的期望。 這也意味著標杆領導者會自我激勵以實現目標並追求卓越。 他們設定了雄心勃勃的目標，並期望每個人都能達到或超過這些目標。 重點是實現卓越並不斷努力改進。
Maintain Quick Pace and Intensity
Always working at a fast pace, there is no doubt that Pacesetting leaders also expect the same level of intensity from their team members. They often have a sense of urgency and drive for immediate results. This can create a high-pressure environment that may be demanding and stressful for some individuals.
主動
Initiative can be considered an important quality of a Pacesetting style leader. They prefer to take initiative by proactively identifying opportunities, making decisions, and taking action to drive progress and achieve goals. Pacesetting leaders don’t wait for instructions or rely solely on others to initiate tasks or projects. Additionally, they are not afraid to take calculated risks and push boundaries to achieve desired outcomes.
相關新聞：
領先優勢
Pacesetting style brings many benefits to employees and companies. The four obvious aspects that get the most of this style is explained below:
Promote High quality of work
標杆領導者設定的高標准通常會提高生產力。 當團隊成員被迫發揮最佳表現時，他們更有可能找到創新的解決方案、高效地工作並產生高質量的結果。
立即解決問題
The best words to demonstrate Pacesetting leaders are decisive and clarity. In particular, this style of leadership allows for quick decision-making and swift action, which can be advantageous in fast-paced or time-sensitive situations.
Facilitate Rapid growth
標杆領導者挑戰他們的團隊成員發展新的技能和能力。 通過設定高標準，他們鼓勵持續學習和改進，這可以提高團隊成員個人的技能並促進他們的專業發展。
追求卓越
值得注意的是，標杆領導者可能會激勵他們的團隊成員發展新的技能和能力。 通過設定高標準，他們鼓勵持續學習和改進，這可以提高團隊成員個人的技能並促進他們的專業發展。
帶頭領導的缺點
While pacesetting leadership can have advantages in certain situations, it also has some potential disadvantages. Here are a few disadvantages of pacesetting style that managers should consider:
倦怠
The high standards, sometimes unrealistic goals are likely to push their team members to be overpressure. If the pressure is more intense and constant, it might lead to increased stress levels and a higher risk of burnout among team members. This can negatively impact their well-being, job satisfaction, and overall productivity.
失去信任
Pacesetting leaders may prioritize results over the well-being of their team members. This can result in a lack of empathy and understanding for their concerns, challenges, or personal circumstances. When employees feel that their leader is unsympathetic or uncaring, trust in their leadership is likely to decline.
工作滿意度降低
Aggressive pacesetting management style can result in limited investment in the long-term development of their team members. Without adequate attention to skill-building and professional growth, employees may feel stagnant and undervalued. Some may feel overwhelmed, unappreciated, and dissatisfied, leading them to seek opportunities elsewhere.
潛在的微觀管理
Micromanagement probably happens when pacesetting leaders closely monitor and control every aspect of their team’s work to ensure it meets their high standards. This act might lead to demotivation and disempowerment for team members. In addition, micromanagement restricts autonomy and can hinder creativity and problem-solving abilities.
相關新聞：
引領領導力的例子
With the right tools and the right person, a pacesetting style can bring positive outcomes and efficiency. However, when this style is overused, usually accompanied by unethical behavior and a lack of integrity, it can bring negative consequences. There are four examples of Pacesetting Leadership, two of them are bad examples.
領先領導力的傑出例子
伊隆·馬斯克（特斯拉、SpaceX、Neuralink）
特斯拉、SpaceX 和 Neuralink 的首席執行官埃隆·馬斯克 (Elon Musk) 是領先領導力的傑出典範。 馬斯克以其雄心勃勃的目標和徹底改變電動汽車、太空探索和神經技術等行業的決心而聞名。 他設定了苛刻的標準，並希望他的團隊能夠取得突破性進展，突破人們認為可能的界限。
史蒂夫喬布斯（蘋果公司）
Steve Jobs, the co-founder and former CEO of Apple Inc., is widely recognized as an iconic pacesetting leader. His unwavering pursuit of excellence, innovative thinking, and uncompromising standards set new benchmarks in the technology industry. Jobs’ visionary leadership transformed Apple into one of the most valuable and influential companies globally.
相關新聞： 5個成功的變革型領導範例
Negative examples of Pacesetting Leadership
伊麗莎白·福爾摩斯 (Theranos)
Theranos 的創始人兼前首席執行官伊麗莎白·霍姆斯 (Elizabeth Holmes) 是標杆式領導力的反面例子。 Holmes 著手通過開發血液檢測技術來徹底改變醫療保健行業。 她創造了一種高度保密和高期望的文化，為公司設定了雄心勃勃的目標。 然而，後來發現該技術並沒有像聲稱的那樣工作，導致對福爾摩斯的欺詐指控。 她對成功的不懈追求和未能兌現承諾最終導致了 Theranos 的垮台。
特拉維斯卡蘭尼克（優步）
Travis Kalanick, the former CEO of Uber, displayed a negative form of pacesetting leadership. Kalanick fostered a culture of intense competition and aggressive growth, setting ambitious goals for Uber’s expansion. However, this pacesetting style led to a series of controversies, including allegations of harassment and discrimination within the company, as well as regulatory and legal issues. The relentless pursuit of growth without adequate attention to ethical considerations ultimately tarnished Uber’s reputation.
相關新聞： Signs of Toxic Work Environment and Best Tips to Avoid in 2023
標竿領導力何時發揮最佳作用？
Pacesetting management style of leadership doesn’t work in all cases. To make the most of your team performance and best outcomes, as a leader, you should consider these following situations:
短期項目或目標
在處理需要快速集中精力以實現特定結果的短期項目或目標時，標兵式領導力可能會很有效。 領導者設定明確的期望，密切監控進度，並確保團隊在緊迫的時間內交付成果。
時間敏感或危機情況
When leaders encounter time-sensitive or crisis situations where quick decisions and actions are necessary, they can take advantage of Pacesetting leadership. The leader sets high expectations and drives their team to achieve immediate results, mobilizing everyone to work efficiently and effectively under pressure.
高技能和自我激勵的團隊
Pacesetting leadership won’t work unless teams consist of highly skilled and self-motivated individuals. The reason is high performing team members are competent, professional, and competitive for their inner motivation. What the pacesetting leader has to do is setting challenging goals and push them to excel further, leveraging their existing competencies.
How to Overcome Negative Pacesetting Leadership?
Overcoming negative pacesetting leadership requires a concerted effort from both leaders and the organization as a whole. It is also important to listen to subordinates’ opinions as they are the ones who are under their management.
- 鼓勵組織內部公開透明的溝通。 為員工創造渠道來表達他們的擔憂、分享反饋並提供改進建議。
- 專注於促進對不同領導風格的更廣泛理解，並願意進行調整
- Encourage employees to involve in goal-setting discussions to ensure that targets are challenging yet achievable, and align with the capabilities and resources available.
- Conduct assessment of the leadership style and its impact on individuals and the overall work environment by regularly collecting surveys or feedback from every possible stakeholders.
- 人力資源部可以提供持續的領導力培訓，以確保領導者和管理者能夠管理和激勵他們的員工。
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相關新聞：
- How Important Of Employee Engagement is? All You Need To Know in 2023
- 為什麼員工績效評估很重要：2023 年的福利、類型和示例
- 員工滿意度調查——2023 年最佳創造方式
最後的思考
Pacesetting leadership is not a bad choice in team management but not the perfect one in any cases. But, it is also hard to say which leadership style is the most effective one, as each style of management has both pros and cons, and works under certain circumstances. It is the leader’s choice to adapt a certain leadership style and switch to the other one when they are in different situations. Making more observations, taking feedback and conducting performance reviews is a somewhat useful method to becoming a great leader and great team.
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