The Broom Model of Leadership focuses on how well, or poorly the team participates in a given situation. The Fiddler Contingency Model of Leadership Effectiveness focuses on the leadership style of person in charge, as well as the power that person has over a specific situation. The Broom Model of Leadership consists of five decision making strategies which are: decide, delegate, consult an individual, consult a group, and facilitate. To use this process, a leader must begin with a problem statement.

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Then, he or she asks a series of seven “high / IMO’ questions that will lead hem to a certain strategy to use. Although other strategies can also be applied, the style that the leader comes upon will be the fastest at providing a solution. Broom shows autocratic styles (decide / delegate), consultative styles (consult individual or group), and a collaborative style (facilitation). In general, an autocratic style is most appropriate when the leader is comfortable and confident in their decision, when there is a limited amount of time available, and when the leader is a subject matter expert.

Consultative and elaborative leadership styles are more beneficial when there is time and resources available, there is a need for team “buy-in”, and when team members have more expertise than the leader. The Broom Model can be eve effective if it is used properly. At first, this model may seem confusing making it ineffective. However, leaders who use it regularly receive favorable ratings from their employees (Caesarian, 2012). Fiddler’s Contingency Model of Leadership effectiveness is composed of leadership styles. These leadership styles are task motivated leadership, and legislations motivated leadership.

Using this process requires a leader to ask a series of three questions to analyze the situation and classifies it as favorable or unfavorable for the leader. Then underneath the category that is reached, it shows which leadership style will be most effective for that situation. Task motivated leadership focuses on completing tasks and is most effective when the leader is not a “people person”. Relationship motivated leadership is for those leaders that are good with people and are capable of maintaining relationships with their followers.

Although this model was controversial and has not been heavily supported by research, it highlights the “importance of finding a fit between the situation and the leaders style” (Bateman, 2011). Using the Broom, and / or the Fiddler models can assist in defining a person’s leadership style. However, these models and their leadership styles are not absolute. Both theories have pros and cons that must be weighed. An organization’s leader has to find which leadership style or styles will work best for them in any situation.