Jan 17

This Article by Daniel Goleman is a great read on different leadership styles and how leaders can use them in different scenarios to get results. In this article Goleman explores which precise leadership behaviors yield positive results. He outlines six distinct leadership styles, each one springing from different components of emotional intelligence. Each style has a distinct effect on the working atmosphere of a company, division, or team, and, in turn, on its financial performance.

You have to read the article to get the full picture. You can access it at http://hbr.org/product/leadership-that-gets-results/an/R00204-PDF-ENG . Below is a preview…

  1. Coercive leaders demand immediate compliance.
  2. Authoritative leaders mobilize people toward a vision.
  3. Affiliative leaders create emotional bonds and harmony.
  4. Democratic leaders build consensus through participation.
  5. Pacesetting leaders expect excellence and self-direction.
  6. Coaching leaders develop people for the future.

Leadership Styles at a glance

 

Coercive

Authoritative

Affiliative

Democratic

Pacesetting

Coaching


The leader’s modus operandi

Demands immediate compliance

Mobilizes people toward a vision

Creates harmony and builds emotional bonds

Forges consensus through participation

Sets high standards for performance

Develops people for the future

The style in a phrase

"Do what I tell you."

"Come with me."

"People come first."

"What do you think?"

"Do as I do, now."

"Try this."


Underlying emotional intelligence competencies


Drive to achieve, initiative, self-control

Self-confidence, empathy, change catalyst

Empathy, building relationships, communication

Collaboration, team leadership, communication

Conscientiousness, drive to achieve, initiative

Developing others, empathy, self-awareness

When the style works best

In a crisis, to kick start a turnaround, or with problem employees

When changes require a new vision, or when a clear direction is needed

To heal rifts in a team or to motivate people during stressful circumstances

To build buy-in or consensus, or to get input from valuable employees

To get quick results from a highly motivated and competent team

To help an employee improve performance or develop long-term strengths

Overall impact on climate

Negative

Most strongly positive

Positive

Positive

Negative

Positive

The research indicates that leaders who get the best results don’t rely on just one leadership style; they use most of the styles in any given week.

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