Download - Effective leadership (Goleman six styles)
Effective Leadership
Ei4Change
Communication and BehaviourMotivationDirectives
Culture of common languageAttitudesBeliefsGoals
Decision makingManagement during crises
Commitment
RelationshipsBuild sense of belonging
TrustRespect
Collaboration
Standards and Accountability
Drivers of Climate
Leadership Management
Innovates Administers
An original A copy
Inspires trust Relies on control
Long-term view Short-term view
Asks “what” and “why” Asks “how” and “when”
Tells us where we’re going Gets us there safely, on time, on budget
Designs Executes
Murray, 2010
Leadership vs Management
Do what I tell you
Demands immediate compliance
UsefulIn a crisisTo start a new projectWith problem employees
Commanding
Makes key decisions
Outside input into decision is limited
Workers told what to do and how to do it
Fear is a key motivator
Commanding
Pros Cons
Fast, efficient Short-term gains outweighed by long-term dysfunction
Great, with an extremely smart, wise leader
Loses wisdom and observations of other key individuals
May be useful in a crisis
May be more applicable in organisations with low-skilled workers doing routine tasks
Employees can be come disengaged and demoralisedTalent leaves
Commanding
Do as I do
Sets high standards of performance
UsefulTo get quick results from a highly motivated team
Pacesetting
Holds high standards – for self, others and the organisation
Always demanding faster, better performance
If performance is poor, pushes staff harder or fixes problem them self
Pacesetting
Pros Cons
Works with very high-talented, self-driven teams
Difficult to sustain pace; anxiety, burnout
Focused on results Obsession with results at the expense of staff wellbeing
May be useful in start-up and entrepreneurial phase
Pressure for immediate results may restrict creativity and innovation
Leader fixing problems for staff may get short-term results
Micromanagement erodes trust and stunts development
Pacesetting
Let’s decide what to do together
Creates participation through consensus
UsefulTo gain acceptance or consensusTo get input from valued team members
Democratic
Seeks input from key people on important decisions
Listens carefully to concerns
Collective decision strengthened by buy-in and commitment
across organisation
Democratic
Pros Cons
Works well in organisations with a broad mix of highly skilled individuals
May be difficult to implement in settings or cultures where staff afraid to give input
Develops decisions with strong shared ownership
May take too long to arrive at decisions and slow progress can affect staff morale
Democratic
Let’s do what is best for
everyone
Creates harmony and builds emotional bonds
UsefulTo manage splits in a teamTo motivate during stressful circumstances
Affiliative
Takes care of employees, receives strong loyalty in return
Nurtures personal relationships and emotional needs of employees
Builds teams to ensure followers are connected to each other
Promotes harmony among followers
Employees feel like part of the family
Helps resolve any conflict
Affiliative
Affiliative
Pros Cons
Helpful in healing organisations with serious divisions, conflicts or broken trust
Focus on praise, relationships at expense of results; may send a message that mediocrity is tolerated
May be popular in certain regions of the world
Staff may not receive enough specific advice on how to improve
Produces happier workers
Do what will help us to
reach our goals
Mobilises people towards a vision
UsefulWhen changes require a new visionWhen clear direction is needed
Visionary
Articulates where group is heading
Sets forth an inspiring vision of the future
Builds excitement
Resonates with values and aspirations of staff
Helps staff see how their work contributes to a better world
Visionary
Pros Cons
Gives clear direction to organisation
Conflicts if other strong individuals in organisation with a competing vision
Motivates and excites employees If implementation is weak the failure to achieve the vision demotivates staff and leads to cynicism
VisionaryVisionary
How can I help you do it better?
Develops people for the future
UsefulTo help someone improve performanceTo develop long term strategies
Coaching
Aims to bring out best in key staff
Invests in personal development of staff
Helps staff set long-term goals
Identifies strengths and weaknesses to help staff identify their calling
Delegates challenging assignments that will let people grow
Coaching
Pros Cons
Works well if leader has staff who are self-motivated
If staff not self-motivated, they may not benefit from coaching experience
Coaching
Daniel Goleman et al. Primal Leadership: Learning to Lead with
Emotional Intelligence. Harvard Business School Press, 2002.
Daniel Goleman. Leadership That Gets Results. Harvard
Business Review, March 2000.
Alan Murray. Wall Street Journal Essential Guide to
Management. Harper & Collins, 2010.
References
Download this free chart showing Goleman’s Leadership Styles at http://ei4change.com/resources/
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