- LEADERSHIP & MANAGEMENT STYLES & SKILLS

Created by Mandel Creative 2016

 I. Effective Styles for
Leadership & Management

Introduction
Unit Two is highly focused on leadership. In this first module, there is a discussion and exercises
on the different styles of leadership that are acknowledged in the professional sector. This
provides managers with a foundation to understand and explore the kind of leader they would
like to be. The unit then progresses into a focus on management within the financial sector.
While there are suggestions for how to serve in this role, this is not an exclusive list of strategies.
In the third module, the unit progresses into a very popular and timely subject – emotional
intelligence. Emotional intelligence is also well-recognized as a crucial skill for today’s
workplace managers. Once this topic is explored, there will be a focus on strategies for the new
manager. At some point, everyone is new to their role. These strategies are practical in nature.
The next unit makes a return to our core theme for this course – coaching. This unit specifically
explores various coaching styles. In the sixth unit, the focus is on application of skills and
knowledge to the workplace. This may sound obvious, but in fact, taking what we learn and
using it in our jobs is a transformative process which often requires a period of adjustment. The
unit is meant to assist managers with that process. Finally, the unit closes with a focus on how to
use your coaching skills to establish trust in the workplace.

a. The Pacesetter
b. The Affiliator
c. The Coach
d. The Democrat
e. The Coercer

The Pacesetter
What does a pacesetter leader look like? As with all leadership styles, they have their own
unique attributes, skills and characteristics. Here is what a pacesetter might look like to
someone else.
In this leadership style, people can expect the individual’s guiding philosophy will likely
be “Do as I Do”. In other words, they want to lead by example, and expect people to pick
up the pace. They are highly motivated individuals and often find it difficult to adjust to
the different paces of their colleagues. Pacesetters are individuals who love to work at a
quick clip, and find it frustrating when some people are far slower than they are. An
example of this will be that if they recognize someone working too slowly for them, they
might be very quick (perhaps too quick) to replace them rather than giving the person
time to adjust.
Although the pacesetting style might seem like a negative way of leading others, it can
also be very effective. One definite advantage to a pacesetter is when a company,
organization or even a department is in need of quick results. This type of leader will
come in and move very quickly to make positive changes. However, one caveat is that this
type of fast paced change is likely for the short term rather than the long term. They
achieve the desired results and then they’re eager to move on. It is worth noting that a
company or organization that chooses to work with a pacesetter for the long term may
likely see a high rate of turnover which can be upsetting and cause some disruption in the
workplace.

Results
oriented

Quick to
takeover if Sets high
progress is standards
slow

Lack of
Leads by
positive example
feedback

Quick to
identify poor
performance

Figure 1: The Pacesetter Leadership Style

Now, let’s move on to the affiliator. This is a remarkably different style of leadership
which is easy to see from the matrix and discussion below.

The Affiliator
This style of leadership is all in the name. They are an affiliative type of individual and a
master at the development of positive relationships. Affiliative people genuinely seek to
connect with others, they are trusting individuals, extremely loyal, love to give positive
feedback and keep people on course. A manager in this position would more likely be
patient, understanding, engage in open communications, give regular feedback and try to
ensure people stay on course. It could be said that the affiliator is almost the opposite of
the pacesetter. This is not to suggest that one leadership style is right and the other is
wrong. It is more of an assessment of these styles, and it is for a company or organization
to decide the type of leader who works for them and their needs.

Loves to
connect

Keeps
Extremely
people on loyal
course

Lots of
positive Trusting
feedback

Very
positive

Figure 2: The Affiliative Leadership Style

The Coach
Now that we’ve learned two leadership styles, the question is: ‘what might a
coach/manager look like?’ Well, here are some of the attributes one can expect from an
individual who works with this coaching style.
The coach can be said to embody the traits that one thinks of when they hear the word
‘coach’. A coaching leadership style is highly focused on personal and group development.
This style of leadership enjoys finding the right people to work with and
empowering/encouraging them to develop their unique abilities. A coach leader sees
those talents in people and wants to bring them out. The individual who chooses this
style of leadership is most successful when they’re in an environment that encourages
personal growth. If not, the coach might become very frustrated as will the people with
whom they work. A coaching style works very well with a high energy work force of
people who seek personal growth and change. One caveat about the coaching style is they
may spend so much time on encouraging personal growth and development, they ignore
other aspects which need attending to.

Empowers &
Encourages

Devotes
most of their Extremely
time to
high energy
personal
growth

Focused on
Wants to personal
cultivate new growth
skills

Encourages
peoples'
talents

Figure 3: The Coaching Leadership Style