“I’ve been put in charge of leading a team at work, but should I be strict or gentle…?”
Are you struggling with this dilemma?
In reality, the “right” way for a leader to behave varies depending on the situation.
In this article, we’ll explain the secrets of ideal leadership and team building that turns difficult situations to your advantage, based on the “PM Theory” proposed by social psychologist Juji Misumi.
1. The Two Core Elements of Leadership: “P” and “M”
The PM Theory defines leadership as a combination of the following two competencies:
- P Function (Performance Function)
The ability to set goals, provide guidance, develop plans, and achieve results. - M Function (Maintenance Function)
The ability to maintain group cohesion by fostering positive relationships and strengthening team unity.
Leaders are classified into four types based on the balance between “P” and “M.”
① [PM Type] The Ideal All-Round Leader
(P: High / M: High)
This type ensures goals are met while also taking good care of team members.
With high productivity and the highest team satisfaction, this is truly the “ideal leader.”
② [pM Type] The Mediator Who Prioritizes Team Harmony
(P: Low / M: High)
This type prioritizes interpersonal relationships over work progress.
They excel when the workplace atmosphere is tense or during stable periods where work procedures are already established.
③ [Pm Type] Speed-Focused, Results-Driven
(P: High / M: Low)
They pursue results through strict directives.
This style is suitable for “emergencies” where performance needs to be turned around quickly, but in the long term, it can lead to pent-up frustration among team members.
④ [pm Type] Passive Type in Need of Improvement
(P: Low / M: Low)
This type lacks both the motivation to achieve goals and consideration for others.
First and foremost, a shift in mindset as a leader is required.
2. Do “Unreasonable Deadlines” Build the Strongest Teams? The Psychology of Shared Stress
A “workplace driven by tight deadlines” may seem like a negative situation at first glance.
However, from a psychological perspective, this is also a prime opportunity to foster “strong bonds (a sense of solidarity).”
Why Sharing Hardships Creates “Lifelong Friends”
Think back to your school club activities.
You likely remain deeply connected to the friends you overcame rigorous practices and training camps with, even as adults.
This is because “sharing intense stress” dramatically increases mutual intimacy.
In the business world, the same mechanism at work:
- Facing a Common Enemy (Challenge)
Faced with the common obstacle of “unreasonable deadlines,” a spirit of cooperation naturally emerges. - Improved Self-Assessment
By acknowledging each other with phrases like “Good job today—that was tough,” team members can view their own efforts objectively. - Amplified Sense of Accomplishment
When overcoming challenges, this transforms into a strong sense of trust: “We were able to pull this off because of this team.”
Sharing “difficult experiences” is not merely a hardship; it serves as a powerful catalyst for fostering friendship and trust.
3. Why Do “Easy Jobs” Tend Not to Last? The Trap of “Mental Saturation”
People often assume that “simple tasks anyone can do are the easiest,” but in reality, monotonous, unchanging tasks cause significant distress to the human brain.
What Is “Mental Saturation”?
“Mental saturation” refers to the phenomenon where, when a state of no new stimulation persists, the brain becomes bored and loses motivation.
Falling into mental saturation carries the following risks:
- Simple mistakes caused by a lack of concentration
- A sense of aversion or emptiness toward work
- Increased turnover
Strategies for Deliberately “Complicating” Tasks
In today’s leading companies, leaders prevent this mental burnout by deliberately making work procedures slightly more complex or rotating tasks.
Adding “elements that require a little mental effort” is actually essential for maintaining team members’ motivation.
Summary: Adapt Your Leadership Style to the Situation
An ideal leader doesn’t have to be perfect all the time.
- When it’s time to boost performance, I take the lead with strong drive.
- When the atmosphere is tense, I take a step back and listen.
- In times of crisis, I deliberately show a “fighting together” attitude to strengthen team unity.
Drawing inspiration from PM theory, try applying the elements your team needs most right now.
Let’s turn even “unreasonable deadlines” into tools for building the best team possible.
