What are the Various Styles of Leadership?

Leadership styles is significant.

Leadership research has looked at any number of variables including leadership style. In other words, what do leaders do with others? What is their behaviour? For instance, should leaders be more autocratic or democratic or perhaps more task-oriented versus people-oriented?

Listed below is a table from Daniel Goleman’s article on “Leadership that Gets Results,” as published in the Harvard Business Review (March-April, 2000). It shows the various leadership styles, which can be applied across various situations.

STYLES

MODUS OPERANDI

MESSAGE

BUSINESS EQ COMPETENCIES

WHEN TO USE

IMPACT ON CLIMATE

Coercive

Demands immediate compliance

“Do what I tell you”

Drive to achieve, initiative, self-control

In a crisis, to kick start a turnaround, or with problem employees

Negative

Authoritative

Mobilises people toward a vision

“Come with me”

Self-confidence, empathy, change catalyst

When change requires new vision, or clear direction is needed

Most strongly positive

Affiliative

Creates harmony and builds emotional bonds

“People come first”

Empathy, building relationships, communication

To heal rifts in a team or to motivate people during stress

Positive

Democratic

Forgers consensus through participation

“What do you think?”

Collaboration, team leadership, communication

To get buying, consensus, or valuable input

Positive

Pacesetting

Sets high standards for performance

“Do as I do now”

Conscientious, drive to achieve, initiative

To get quick results from a highly motivated and competent team

Negative

Coaching

Develops people for the future

“Try this”

Developing others, empathy, self-awareness

To help an employee improve performance or develop long-term strengths

Positive

 So, when do you use one style above another? It all depends….

Irrespective, it is important to be authentic, but Professor Rob Goffee states that as a leader, you do have to “conform” enough in order to connect with others including your followers so that you can indeed, change things. But you can’t afford to conform too much or over-do it or else you’ll lose who you are.

So in a sense, in relation to styles, he asserts that we need to become “an authentic chameleon” which is a balancing act between being authentic and being authentic in the various contexts and situations. Yes, it all depends…

Why choose 3CM to manage your leadership development needs?

  1. Our blended learning approach (10 | 20 | 70 learning model) results in 88% transference of learning for immediate workplace application
  2. 3CM’s emphasis is on practical, transformative learning – not simply transmissive or transactional learning
  3. 3CM has been a qualified registered training organisation (RTO) delivering nationally recognised training since 1990
  4. We embed proven world-class diagnostic psychometrics used by Fortune 500 companies into our training programmes.

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