Every workplace and organization are a result of the foundation laid by a leader. A leader who is passionate about the work, team, project, and organization. They are fueled by cause and success. A leader’s capability to lead and how they take charge are very important in any organization. A leader is in charge of providing motivation, guidance, support, and inspiration to the team members and being a guiding factor whenever they are stuck. They are also tasked with the training and upskilling of their team members, whether new or seasoned. They are to make sure that regular upskilling takes place to ensure maximum use of every available resource.

There are types of leaders who follow a certain style when it comes to leading a team. Some are more open, and some are not. Read more as it discusses one such type of leadership style. Understand how a particular leadership style can lead to huge differences in results, work, team members, and the work potential of the team involved.

What is the concept of Task-Oriented Leadership?

Task-oriented leadership, otherwise known as transactional leadership, is literally transactional in nature. The relationship between a leader and team worker is on a give-and-take basis. It is more like a managerial approach where the workers are given a certain task to complete or a target to achieve. It is about establishing a working relationship where, if you complete a certain task or achieve a certain set of goals, you’ll be rewarded in return. A transaction in absolute terms. After the completion of the work, a reward is given in a timely fashion. It is said to be more practical in nature because of the give-and-take relationship and the exact emphasis set on achieving the task within a timeline.

The pitfalls of Task-Oriented Leadership

  1. Zero-employee interaction: When higher priority is given to completing tasks and achieving goals, team engagement takes a back seat. Neglecting the importance of interacting with the team for a timely boost of motivation and a can-do attitude can make a huge difference in the work attitude and spirit of the employees.
  2. Lack of feedback system: When there is less than zero room for interaction, the feedback system also takes a dip. For any project, team, or organization to excel, feedback is a crucial part of it. Lack of feedback can cause a lot of misunderstandings and leave little room for improvement. It can also lead to employees feeling underappreciated or detached from their jobs.
  3. No room for creativity: When the work is allocated based on already distributed tasks, it leaves zero room for creativity or innovation. Task-oriented leadership becomes rigid and inflexible for this reason. It limits an employee’s creativity, and they end up feeling suffocated in the work environment.
  4. High rates of stress and burnout: The tight deadlines and overload of work due to the sole focus on achieving the goals become too much. Working in such an environment can be quite stressful, and it can eventually lead to burnout too.
  5. Communication gaps: Task-oriented leaders communicate with respect to tasks, instructions, and deadlines. Employees often feel disconnected in such a work environment and from the organization’s mission and goals. This shows a lack of open and honest communication.
  6. Low to no employee growth: When communication, feedback, and interaction go missing from action, it naturally means that there is very little scope for the employee to grow. It becomes a stunt in the professional and personal growth required for their careers.
  7. High turnover rates: Due to the situations discussed above, organizations can experience a higher turnover rate. This will cause the organization to lose valuable and highly talented employees who look for a more supportive and growth-oriented work culture.
  8. Promotes environment of discouragement: In a stressful environment, it is natural for an employee to feel discouraged and drained early on in a project. In a place where the work feels automated, they feel demotivated and lack the motivation to achieve the goals at hand.
  9. No rewards for personal initiatives: Task-oriented leaders give no rewards for personal initiative, which can be considered ‘part of their job’. When an employee does not feel appreciated for the efforts they put in, they do not feel like refining their talents more, for it may not be required.
  10. Can prove to be an obstacle in a long-term goal: Overall, this can be bad in the long run and can affect the goal of a project or organization.


When it comes to leadership, it should be flexible and open to new things. A mix of leadership styles can do better for the organization and the team members. Burnouts, communication gaps, and employee dropouts can become obstacles to the growth of any organization. This can also reflect badly on the company’s reputation. A leadership style that goes with the needs of the newer workforce and keeps their needs and feedback in mind is the way to go in this era.