The Six Leadership Styles at a Glance

Daniel Golemans research found that leaders use six styles. Each springs from different components of emotional intelligence. Below is a summary of the styles, their origin, when they work best and their impact on the organizations climate and its performance. Commanding The leaders modus operandi The style in a phrase Underlying emotional intelligence competencies Demands immediate compliance Do what I tell you. Visionary Affiliative Emotional intelligence refers to the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions in ourselves and in our relationships.
-- Daniel Goleman, Working with Emotional Intelligence

Creates harmony Mobilizes people and builds toward a vision emotional bonds Come with me. People come first. Empathy, building relationships, communication To heal rifts in a team or to motivate people during stressful circumstances

Democratic Forges consensus through participation What do you think?

Pacesetting Sets high standards for performance Do as I do, now Conscientiousness, drive to achieve, initiative To get quick results form a highly motivated and competent team

Coaching Develops people for the future

Try this.

Drive to achieve, Self-confidence, initiative, selfempathy, change control catalyst

Collaboration, team leadership, communication

Developing others, empathy, self-awareness To help an employee improve performance or develop longterm strengths Positive

When the style works best

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

When changes require a new vision, or when a clear direction is needed Most strongly positive

To build buy-in or consensus, or to get input from valuable employees

Overall impact on climate

Negative

Positive

Positive

Negative

Goleman, Daniel, Leadership that Gets Results Harvard Business Review. March-April 2000 p. 82-83.