Having a task-oriented leadership style, I am keen on getting the job done and sometimes can be described as autocratic and my ultimate urge is to achieve a goal. These leaders are typically less caring about the idea of catering to employees, and more concerned with finding the step-by-step solution in order to meet specific goals. They will often actively define the work and the roles required, put structures in place, and plan, organize, and monitor progress within the team.
The advantages of this leadership style are that it ensures that deadlines are met and jobs are completed most of the time, and it's especially useful for team members who don't manage their time well. Secondly, these type of leaders will tend to illustrate strong understanding of how to get the job done by focusing on the necessary workplace procedures, thus can delegate work accordingly to ensure everything completes in a timely and productive manner.
However, because this type of leaders are too task-oriented, they do not tend to think much about their team's well-being, this approach can suffer many of the flaws of autocratic leadership, including causing motivation and retention problems.

I am also carried with the qualities of structural leadership. Structural leaders tend to be analytical thinkers whose strengths lie in improvement through procedural changes. Their approach is measured and methodical, and as a result, Statement of Principles and processing details are their very good friends. Their employees appreciate the clarity around these processes and procedures, and they know exactly what is expected of them. On the other hand, structural leaders can become easily carried away by the details, and they are sometimes seen as inflexible or stubborn. As they spend so much time on working out the finer details of the company’s processes, it’s often difficult for structural