Psychologist Daniel Goleman feels that as leaders we must use a variety of styles that are most appropriate based on the situation as well as for the person/organization we are interacting with. Goleman, renowned for his learnings about the 4 components of Emotional intelligence (self-awareness, self-management, social awareness, and social skill), also shares his view on the 6 styles of leadership we need in our toolbox.
They are:
1. Coercive leadership style – the least effective style in most situations but essential for compliance issues and emergencies. This style is old school dictatorial, with a “do what I say” approach and does not lend itself for maintaining a positive, healthy work culture or for building relationships.
2. Authoritative leadership style – (Not to be confused with authoritarian leadership!). This style is deemed to be the most effective as it motivates and inspires team members to support shared vision and mission statements. It also sets clear guidelines, builds trusting relationships, resulting in a positive work culture and creates high employee engagement.
3. Affiliative leadership style – this style values people and their emotions over tasks and goals; the downside of this is style is that affiliative leaders rarely provide feedback for growth opportunities or for poor performance issues as it disrupts the harmony they strive to create. This actually stifles career development and creates dissatisfaction.
4. Democratic leadership style – this style seeks buy-in and drives flexibility and responsibility. Team members have a say in decision making regarding goal attainment and they obtain trust, respect, and commitment. The downside – reaching consensus make time a long time.
5. Pacesetting leadership style – this style should be used sparingly; it places a high demand on excellence, may include micro-managing, and it points out and demands more of poor performers; all resulting in a not necessarily positive work culture.
6. Coaching leadership style – this style is used least often (sadly). It helps employees identify their unique strengths (aka magic dust) as well as their weaknesses and it encourages creating development plans that link strengths with career aspirations. Additionally, work is delegated to provide growth opportunities with timely and meaningful feedback provided. This style listens, and there is authentic interest in team members and colleagues.
Goleman shares “The most effective leaders switch flexibly among the leadership styles as needed”. One style does not fit all! It’s up to us to adapt and use the style that’s the best fit for interacting with each person (or a team), and for managing situations positioning us to obtain the results we desire.
How flexible are you?
Sincerely,
Mike and Jan
Character building begins in our infancy and continues until death.
–Eleanor Roosevelt
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