Daniel Goleman, renowned for his work on emotional intelligence, highlights the importance of versatile leadership in his article, "Leadership That Gets Results(1)." He emphasizes that effective leadership requires more than experience and instinct; it demands quantitative data-driven insights. Analyzing research from over 3,000 executives, Goleman identifies six distinct leadership styles, each stemming from different emotional intelligence components. Each style has a distinct effect on the company's working atmosphere, financial performance, and team dynamics.

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The research indicates that leaders who get the best results don't rely on just one leadership style; they adapt their approach to various business situations. Goleman details the types of business situations each style is best suited for, and he explains how leaders who lack one or more of these styles can expand their repertoires. He maintains that leaders can switch among leadership styles to produce powerful results with practice, thus turning the art of leadership into a science.
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This point of “switching” is not as intuitive as it may appear. It is one of the biggest coaching challenges when working with modern leaders with one leadership style fixed in their neurological pathways.
Before delving into how coaching helps leaders become more versatile, let’s explore Goleman’s sixth leadership style.
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Coercive Leaders - "Do what I tell you, or else…"

“It is amazing what you can accomplish if you do not care who gets the credit.” – Harry Truman
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Coercive leaders demand immediate compliance from their team members and can be controlling and demeaning. This leadership style is effective in crisis management, for example, pandemics, industrial accidents,  or turnarounds, as it drives quick action and ensures everyone is on the same page. However, coercive leadership can also harm the working environment. It provides little opportunity for reward and, by demanding compliance with orders, it removes from workers all responsibilities for their actions. Team members may feel belittled, disrespected, or disempowered, leading to low morale and reduced job satisfaction.
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Coercive leadership can sometimes result in high employee turnover, as talented individuals may seek a more supportive and empowering work environment. Therefore, it is crucial for leaders to use this style only when necessary and to balance it with other, more nurturing leadership approaches.

Authoritative Leaders - "Follow me."

"Example is leadership." — Albert Schweitzer

Authoritative leaders have a clear vision and can articulate it in a way that motivates and inspires their team. They maintain control over the team's direction while allowing for a certain degree of autonomy within the group. Authoritative leaders provide guidance, set expectations, and monitor progress, offering rewards or penalties based on performance.

This leadership style is most effective during emergencies or when quick, decisive action is required. It works best when the leader is present. It can create a sense of urgency and direction, helping the team focus on the task. However, overusing this style may cause resentment among team members, who may feel micromanaged or stifled. Furthermore, confusion may arise without proper communication and understanding, leading to inefficiencies and errors.

Pacesetting Leaders - "Do as I do."

"A leader is one who knows the way, goes the way and shows the way." — John Maxwell.

Pacesetting leaders lead by example, setting high standards and expecting excellence and self-direction from their team. They establish clear deadlines and demand accountability, focusing on results over rationale. Pacesetting leaders are driven and energetic and prioritize getting the job done, even if it means sacrificing personal commitments or leisure time.

This leadership style can effectively meet tight deadlines and navigate high-pressure situations. It can extract significant short-term value. However, it may also lead to team members feeling overwhelmed or burned out. Long-term reliance on pacesetting leadership can reduce job satisfaction, increase stress, and decrease overall team morale. Leaders must be aware of the potential consequences of this approach and employ it judiciously, balancing it with more supportive and nurturing leadership styles.

Affiliative Leaders - "You can do it."

“We rise by lifting others.” – Robert Ingersoll

Affiliative leaders prioritize creating emotional bonds, fostering harmony, and cultivating connections within the team. They motivate and encourage team members through praise, recognition, and empathy. This leadership style puts people first, focusing on building solid relationships and a positive, supportive work environment.

Affiliative leaders are skilled at helping the group form a sense of collective identity, reducing animosity and resentment while providing a platform for open communication. This approach is efficient when an organization is experiencing stress due to factors such as loss of customers or managerial change. Affiliative leadership can help the team recover from challenging situations and return to profitability.

However, relying solely on affiliative leadership can be counterproductive. Overemphasis on positive feedback, recognition, and praise may lead to complacency and a lack of honest feedback. Team members may begin to view mediocre performance as above average, resulting in stagnation and reduced motivation for improvement.

Democratic Leaders - "Let's think about this together."

“Great leaders are almost always great simplifiers, who can cut through argument, debate, and doubt to offer a solution everybody can understand.” – General Colin Powell

Democratic leaders encourage participation from all organization members in the decision-making process. They draw ideas from a wider pool of experiences and opinions, bringing more perspectives and fostering a collaborative environment. This leadership style promotes higher productivity, better contributions from team members, and increased team spirit. By involving everyone in the decision-making process, democratic leaders empower team members and create a sense of ownership and responsibility.

There are potential drawbacks to this approach. The democratic process can be time-consuming, leading to delays and procrastination. Additionally, a lack of clear definition, direction, and authority may create uncertainty and confusion, hindering the team's overall effectiveness.

Coaching Leaders - "What holds you back?"

"As we look ahead into the next century, leaders will be those who empower others." — Bill Gates

Coaching leaders focus on fostering personal and professional growth and connecting individual goals with organizational objectives. They collaborate with team members and create a sense of partnership, offering guidance, mentorship, and support to help them reach their full potential. Empathetic and encouraging coaching leaders invest in the long-term success of their team members, cultivating an environment of trust and rapport.

This leadership style is especially beneficial in organizations that value long-term staff development and growth. However, this approach may not address immediate concerns or deliver quick fixes. It requires a robust and collaborative relationship between the leader and team members, and without the necessary chemistry, it may prove ineffective.

Additionally, implementing a coaching leadership style at a professional level can be challenging. Influential coaching leaders need life experience, coaching training, and strong interpersonal skills to excel in this management style.

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How can coaching be of service to leaders?

Great leaders use most of the styles in any given week. – from LCOP

Coaching can help leaders identify their dominant leadership style, develop a more profound self-awareness, and refine interpersonal skills. Through coaching, leaders can improve their listening abilities, boost emotional intelligence, and better comprehend body language cues, enabling them to communicate more effectively with their team members. Expanding their repertoire of leadership styles makes them more versatile and adaptable to different situations, thus optimizing their impact on their team.

As leaders embrace various leadership styles, they can better align their approach with the specific needs of their team and the organization. This adaptability allows them to navigate challenges more effectively, foster a healthy working environment, and improve team dynamics. Moreover, refining their leadership skills can drive success, productivity, and innovation within their organizations.

In Summary

Daniel Goleman's studies emphasize the value of adaptable leaders who can modify their leadership approach based on situational demands. Coaching serves as an invaluable resource for leaders by identifying an individual’s primary leadership style and assists in transforming them into more flexible and successful leaders. This transformation can be accomplished by enhancing the leader's self-awareness, honing their active listening abilities, fostering emotional intelligence, and refining their comprehension of non-verbal communication. Through a coaching-centric perspective, leaders can learn to be more versatile and effectively respond to various challenges they may encounter. Ultimately, investing in leadership coaching equips leaders with the tools they need to inspire, motivate, and drive their teams toward success, fostering a positive impact on organizational performance and growth.

Source

Daniel Goleman, Leadership that Gets Results, Harvard Business Review (March-April 2000)

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