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THAT GETS
RESULTS
by Daniel Goleman
Leadership Styles
Coercive leaders
Democratic leaders
Pacesetting leaders
Coaching leaders
Effect of Leadership on
Organizations Climate
Flexibility
Sense of Responsibility
Standards
Rewards
Clarity
Commitment
Emotional Intelligence
Self- Awareness
Self- Management
Social- Awareness
Social Skill
Empathy
Organizational Awareness
Service Orientation
Self- control
Trustworthiness
Conscientiousness
Adaptability
Visionary leadership
Developing others
Communication
Teamwork and collaboration
Responsibility
Reward
Sense of
responsibility
evaporates
Erodes the
satisfaction of
work well
done
People feel
disrespected
Unable to act
on their own
initiatives
Undermines
motivation of
the employees
Clarity
Diminished
clarity related
to Job
Commitment
Alienation
from the job
In a genuine emergency
Authoritative Style
Come With Me.
Underlying Emotional
Intelligence Competencies are
Self-confidence
Empathy
Change catalyst
Freedom to
innovate,
experiment
and take
calculated
risks
Standard
By framing
individual
tasks within a
grand vision
the
authoritative
leader defines
standards
performance
feedback
Reward
Clarity
Based on the
feedback, the
rewards gets
clear to all
Authoritative
leader is a
visionary
Motivates
people how
their work
fits to the
organizations
vision
Commitment
Maximizes
commitment
to the
organization's
goal and
strategy
Most
effective
When a
business is
adrift
Affiliative Style
People Come First.
Underlying Emotional
Intelligence Competencies are
Communication
Empathy
Building Relationships
Allow
Innovation
and risk
taking
Freedom to do
the job in the
most effective
way
Reward
Offers ample
positive
feedback
Commitment
Build a sense of
belonging
Increase morale
Improve communication
Rarely offers
constructive
advice on how to
improve
Cannot be used
alone
Exclusive focus
on praise can
make poor
performance go
uncorrected
Democratic Style
What do You Think.
Underlying Emotional
Intelligence Competencies are
Communication
Collaboration
Team Leadership
To build buyin or
consensus , or
to get input
from valuable
employees
When a
leader is
uncertain
about the
best direction
to take
To generate
fresh ideas to
execute a
strong vision
Pacesetting Style
Do as I do, Now.
Underlying Emotional
Intelligence Competencies are
Conscientiousness
Initiative
Drive to achieve
Reward
Clarity
Gives no feedback
jumps in when they are
lagging
Commitment
Decreased
commitment
Employees loose track
of how their
individual efforts fit in
the big picture
When
employees
need little
direction or
coordination
Coaching Style
Try this.
Underlying Emotional
Intelligence Competencies are
Developing others
Empathy
Self-awarness
Coaching style
Leaders help their employees identify their strengths
and weaknesses
Encourage employees for long-term Developmental
goals.
Make agreements with their employees about their
responsibilities and give them instructions and
feedback
Excel at delegating and accepts short term failure for
long-term achievement of goals
Impact on Climate and performance are marked
positively
When
Employees
want to be
coached
learning new
abilities help
them
advance
Conclusion
Four or more
styles:
Authoritative
Democratic
Affiliative
Coaching
Organizational
Climate
Business
Performance
Conclusion
Most effective
leaders switch
flexibly among the
leadership styles as
needed.
Enhancing
emotional
intelligence is
highly possible
with practice.
Leadership will
never be an exact
science, but
neither should it be
a mystery to those
who practice it.
Recommendations
Few Leaders have the knowledge of the six styles and
even fewer know how to use them. The antidote for this
is pretty simple:
Leader can build a team with people who have styles the leader
lacks
An alternative is to expand their own styles