Cher Wang's creator and connector leadership styles at HTC

Leadership Styles by Cher Wang (Taiwan) -- Co-Founder, HTC Corporation

Considering the leadership styles outlined by Darling & Leffel (2010), Cher Wang exhibits the creator and connector leadership styles. These two leadership styles are discussed below as they relate to Cher Wang

Creator and Connector Leadership Style

As a leader utilizing a Creator and Connector leadership styles, Wang is open to suggestion from employees using her personality to encourage employees' suggestions and advice on matters. The leader is open and friendly as is seen in the effort she makes in going to employees as opposed to waiting for employees to come to her (Zhang, 2012). As a measure to encourage employee participation in her advice and suggestion solicitation, Wang has a reward system for good advice. From the suggestions and advice given by employees, Wang will evaluate and give either a provisional or an assertive directive on steps to take. Wang is a more flexible leader with an imaginative thought process exhibited by her first innovation of a portable communication media device for consumers (Rainey, 2006).

On matters of welfare, Wang has made contributions to charities and undertaken philanthropic act humanity. The humanity character in the leader is extended her concern for the welfare of employees. In a bid to improve the living standards of employees in Taiwan, Wang exploited her international influence. As a responsive and emotional person, Wang called upon all business companies in Taiwan consider an increase in salary benefits for employees. In addition to fighting for the welfare of people in Taiwan, Wang has participated in numerous charity events that seek to improve the people's welfare (Zhang, 2012).

As far as the value of an employee goes the leader has consistently shown appreciation to her staff as an outstanding team that she cannot do without (Holson, 2008). This is also extended to the value she places on each and every piece of advice and suggestion offered by the employees. Wang uses a humanistic approach in attending to urgent matters with fewer emotions maintaining a positive non-partisan approach to matters raised. This humanistic approach means that the leader is more approachable and an objective listener (Darling and Leffel, 2010).

With the humanistic approach, the leader also shows an appreciation for considerable efforts by the employees thereby encouraging each and every effort made (Soriano and Martinez., 2007). The embrace of each and every effort made by the individual within an organization facilitates stronger feelings of worth to the organization. The individual employees will, therefore, seek to improve their contribution to the organization by exploiting their potential and utilizing the potential of others. From this level of utilization and exploitation of potential, results cohesively strong interpersonal relation within the workforce (Soriano and Martinez., 2007).

As leader Wang is passionate about her duty as a leader and peruses through her obligation overlooking the challenges, she faces (Zhang, 2012). In all the innovation Wang considers that individual effort is insufficient since no single person knows everything. With this appreciation, Wang undertakes to build a cohesive workforce that interacts freely seeking to achieve a common goal. In order to come with innovative ideas, Wang considers the need for an understanding of the global trends in consumer needs and a team that work in unity. It is Wang's appreciation that free flow of communication and interaction within the team enhances learning and innovation desirable to conquer numerous challenges (Darling and Beebe, 2007).

The creator leadership character Wang exhibits encourages innovative ideologies scrutinized through evaluation of the consumer needs and market trends. As a leader, Wang appreciates that no knows everything and the need to accept this allows one to open up to new ideas and learn more. This leadership character presents an avenue for those under her leadership to seek more knowledge and understanding of the aspects that surround their profession. This inevitably creates a learning culture within the organization as well as an appreciation for employees that they have lots to learn. The learning culture allows employees to relate to each other as incomplete sets of the whole organization combining their ability to attain a common goal. With the learning culture, the employees seek to understand deeper the consumer culture and come up with innovative measures to satisfy the need of their consumer. The organization's learning culture also ensures proximate consumer affiliations with the organization thus building a consumer loyalty (Darling and Beebe, 2007).