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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