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ARTICLE REVIEW

LEADERSHIP THAT GETS RESULTS

Goleman starts the case by clarifying what leaders do and what they should do in the simplerform.He put forth six leadership styles that are used by managers- Coercive, Authoritative,

Affiliative, Democratic, Pacesetting and Coaching.Each has its own advantages and

disadvantages and each coming from different components of emotional intelligence.He

further explains that each style works best in particular situations and affect the

organizational climate in different ways, but challenge is to understand under what

circumstance what style is best applicable.

Goleman articulates six leadership styles used by managers:

COERCIVESpecifies what and how and effective in bringing change, but should be

used for limited period as it kills initiation and innovation.

AUTHORITATIVESets clarity in vision and ability to communicate it is important.

Very effective style as managers set KPIs & also believe in selecting right people.

AFFILIATIVE focus is on team building. Though leader ignores poor performance

and conflicts but is effective in case of building new teams and trust.

DEMOCRATICGives workers freedom of opinion. It is a participatory approachwherein workers gets equal say in sharing views. It is time consuming but is quite

effective as it focuses on consensus building provided one is willing to take the team

along.

PACESETTINGDepicts high or outstanding performance. It is suitable where all the

team members are already highly motivated and they require little guidance & direction.

COACHINGStresses on employee training and development. Managers give feedback

but employees should be receptive to further improvement.

These styles impact directly on the climate of an organization, defined as comprising the

following elements:

FLEXIBILITYhow free people are to innovate.

RESPONSIBILITYthe sense of responsibility people have to the organization.

STANDARDSthe standards that people set.

REWARDSthe accuracy of performance feedback.

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CLARITYhow clear people are about mission and values.

COMMITMENThow committed people are to a common purpose..

Goleman also connects the styles with the necessary emotional intelligence capabilities

required to be able to use the style. He defines four Emotional Intelligence capabilities, each

with several traits:

1. Self-Awareness

2. Self-Management

3. Social Awareness

4. Social Skill

Goleman suggests that a leader should have more than one leadership style .Leaders who

have mastered four or more- especially the authoritative, democratic, affilitative and coaching

styles have the very best climate and business performance. Thus, leaders should try to

master one or more leadership style to effectively manage the organization.

Goleman gave specific attention to coaching, suggesting that this form of leadership allowed

for short term failure but for long term learning.

The challenge is to Able to use each of the Leadership Style in the right measure, at just the

right time.