6 Leadership Styles: When to Use and When to Avoid

6 Leadership Styles: When to Use and When to Avoid

Background:

Has anyone ever inquired about your management style? Unfortunately, this is not a simple solution for a competent leader. Many people believe that strong leaders have only one style, and while it is true that each individual leads in their unique way, the truth is that exceptional leaders employ multiple leadership styles.

According to Hay/research, McBer’s best leaders employ a variety of leadership styles that impact the organizational climate. Depending on the leadership style adopted, these factors (flexibility, responsibility, standards, rewards, clarity, and commitment) are altered to a greater or lesser amount because climate influences one-third of all outcomes, favourable effects on it are critical to the organization’s success.

Styles:

Coercive, Authoritative, Affiliative, Democratic, Pacesetting, and Coaching were the six leadership styles found. The coercive and pacesetting approaches had a negative overall climate impact, whereas the others had a favourable effect.

The table below explains the different styles and advises when to use them and when to avoid them.

So, what exactly does all of this imply? In his article from 2000, ‘Leadership that Gets Results,’ Daniel Goleman contrasts how an intelligent leader will employ many leadership styles in the same way a golfer would use various clubs depending on the situation. No one style is optimal all of the time; instead, alternating between styles as needed is the greatest technique.

In conclusion:

What about genuine leadership, though? How can someone claim to be genuine if they constantly change who they are? You’re not changing who you are, to put it simply. A skilled leader will always have a distinct personality to conduct business, but he must be aware of when one method is preferable to another.

For Goleman’s full article on the six leadership styles, click here.

 

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