Leadership Development - 2

Name of Members:
1. Rebecca Michael
2. Kanak Patil
3. Ankush Ganjare
4. Aditya Bodke

Objective:
To understand various Leadership Styles and determine which leadership style is followed by
people working as a leader, interviewed by our group.
 Introduction
Leadership is the process of influencing the activities of an individual or group of individuals to
achieve a certain goal.
As a leader, your primal goal is to get results, but have you ever wondered what leadership style you
have? A lot of leaders never ask this question because they find it needless. They lead purely from
the gut feeling. Their leadership style is based on their instinct. However, some degree of self-
awareness can be helpful and make you even more effective.
To help you figure out which leadership style you relate to, we will cover the six leadership styles
and provide common characteristics of each. However, according to the research mentioned in
Daniel Goleman’s article “Leadership that Gets Results”:-
“leaders with the best results do not rely on only one leadership style; they use many or most of
them in a given week - seamlessly and in different measures - depending on the business situation.”
Daniel Goleman compares leadership styles to the array of golf clubs in the golf player’s bag. Just
like the golf pro picks and chooses clubs based on the demands of the shot, the high-profile leader
should pick and choose leadership styles based on the demands of the business situation. 
 Factors influencing a company’s working
environment
Leadership styles are based on factors influencing a company’s working environment. These factors
are as follows:-
• Flexibility
• Responsibility
• Performance
• Rewards
• Clarity 
• Commitment  
Particular leadership styles reflect the degree of how much flexibility and freedom leaders are
willing to give to their employees, how responsible they feel for the company. Moreover, different
leaders expect different levels of performance, mission awareness, or commitment.
The Authoritative Leadership Style [Visionary]
• Authoritative leaders are visionaries who set goals and know where the company is going, but
they enable people to experiment, innovate and take calculated risks.
• By putting trust in employees and giving them a free hand, authoritative leaders get extraordinary
results never possible to get from people who always act as instructed.
• By creating a clear vision, showing the big picture, and providing “why”, they inspire employees
and make them understand the end goal and why their work matters.
• Consequently, it leads to increased employees’ motivation and eventually higher employee
retention. 
• They don’t just command and give orders but explain their standpoint and why some decisions
have been made.
• As a result, people start to understand the background and become more engaged.
 How to be an Authoritative Leader
Following are the points that you must remember in order to become an authoritative leader:-
• Create a clear vision
• Give people a dream they want to reach for
• Set a common goal
• Let people experiment
• Let people take calculated risks
• Let people speak their mind
• Create a transparent organization
• Set clear performance standards
• Create a clear reward and recognition system
• Review all practices, rules and procedures
• Make all practices, rules and procedures be in sync with the vision 
• Share knowledge openly
• Constantly remind people of the big purpose of their work
 The Democratic Leadership Style
• A democratic approach works best when the leader is uncertain about what direction to take and
needs ideas from able employees.
• Leaders exemplifying the democratic style tend to be great communicators and listeners who
truly want to get to know their employees’ standpoint.
• Even if what they hear is tough, they don’t punish their employees. It creates a safe environment
and open communication which leads to honest two-way feedback and better solutions.
• The democratic leadership style makes sense when the leader either doesn’t have a vision and
needs support and ideas from competent employees or has a vision, but understands that
without the employees’ acceptance and their heartfelt support, the vision can’t be accomplished.
• The democratic approach is especially useful in very diverse groups whose members have
opposing views, but a leader needs to find a common ground.
• The democratic leadership style works well when employees are competent, skilled, and willing to
collaborate and participate actively in the whole decision-making process.
• However, in the case of reluctant, inept, and incompetent people, this leadership style doesn’t
make sense because of a lack of teamwork.
 How to be a Democratic Leader
Following are the points you must remember if you wish to be an Democratic Leader:-
• Listen to people’s opinions, thoughts and concerns
• Don’t criticize employees’ ideas
• Don’t punish for telling the truth
• Take time to understand different points of view
• Make people involved in the process
• Let people set their goals
• Build commitment, trust, and respect
• Keep morale high
• Learn how to manage conflict
• Be a team member
• Use this style to gain the approval of unpopular decisions
 The Coercive Leadership Style
• With a motto of “Do it because I say so,” such leaders demand immediate compliance with orders,
but don’t bother explaining the reasons behind them.
• The essence of the Coercive leadership style is absolute compliance with the leader’s commands.
• The coercive leaders tend to issue orders without explaining any reasons which are lying behind
them.
• They don’t tolerate any questioning of their decisions and demand from their employees to totally
come into line with them.
• When their employees don’t submit to their commands fully, they fall back on threats, anger, or
even bullying.
• They demand from their subordinates full obedience and can’t stand when anybody challenges their
orders and authority as they think they are always right.
• Given employees’ satisfaction, by constant criticism, leaders exemplifying the commanding style
undermine their subordinates’ self-confidence and influence their mood negatively. Coldness,
bitterness, and strictness lead to dissonance and kill motivation. 
• If used reasonably, this style works very well in specific situations such as a business crisis, or a
genuine emergency.
 How to be a Coercive Leader
Following are the points you must remember if you wish to be an Coercive Leader:-
• Require total obedience of employees
• Exercise full control over everything
• Focus on people’s missteps
• Don’t praise employees
• Don’t delegate authority
• Be cold, intimidating and highly demanding
• Criticize severely
• Don’t tell people how their work fits into the company mission
• Act forcefully
• Stifle employees’ initiative
• Make decisions fast
• Be oblivious to employees’ feelings and reactions
• Fire employees erratically.
 The Affiliative Leadership Style
• Affiliative leaders are masters at building a sense of belonging.
• The hallmark of the affiliative leadership style is focusing more on employees’ emotional needs
and less on achieving objectives.
• By building harmony in the workplace and supporting employees during hard times, affiliative
leaders are able to establish remarkable loyalty, liaison, and community among people.
• The affiliative leadership style is a perfect tool for building team resonance, but leaders usually
resolve to apply it when a company needs to deal with trust issues, poor communication, or low
morale.
• However, the affiliative leadership style shouldn’t be used exclusively. Just praising employees
without giving constructive feedback may result in poor results and mediocrity.
• That is why this leadership style is the most effective when it is combined with the authoritative
leadership style. 
 How to be an Affiliative Leader
Following are the points you must remember if you wish to be an Affiliative Leader:-
• Create strong personal bonds
• See people in employees
• Pay attention to people’s needs and feelings
• Set aside time for deep conversations
• Praise your employees
• Support risk-taking
• Create resonance and harmony
• Don’t worry when downtime happens
• Don’t impose strict rules
• Give people the freedom
• Give generous positive feedback
• Build a sense of belonging
• Don’t take credit for employees’ work.
 The Pacesetting Leadership Style
• The pacesetting leader holds and exemplifies high standards for performance.
• The unique feature of the pacesetting leadership style is a constant drive for excellence.
Pacesetting leaders are obsessed with perfection.
• By continually setting higher and higher standards for themselves and others, they strive to do
everything more and more effectively, and eventually, boost performance results.
• Poor performers who don’t rise to the occasion and stand on the way to greatness are identified
and replaced with those who perform better.
• As pacesetting leaders are always trying to be the best, they can’t tolerate anybody who is lagging
and doesn’t meet their standards.
• The pacesetting leadership style works best in the first stage of the company’s life cycle, in
particular in technical fields.
• Used sparingly and combined with the visionary and affiliative style, the pacesetting leadership
style can be an extremely powerful tool for achieving remarkable and extraordinary results.
 How to be a Pacesetting Leader
Following are the points you must remember if you wish to be an Pacesetting Leader:-
• Always strive for excellence and be an expert who always knows everything
• Be solely focused on your goals
• Don’t communicate openly
• Demand perfection from employees
• Quickly identify and fire poor performers
• Expect people to know what to do without clear guidelines
• Don’t let employees take initiative
• Give no feedback
• Never praise employees
• Put constant pressure on people
• Don’t delegate work
 The Coaching Leadership Style
• Coaching focuses on personal development rather than on accomplishing tasks.
• Generally, leaders tend to forget that they work with humans who have feelings, not with
emotionless robots.
• Through deep personal conversations focused on employees’ development and their career goals,
coaching leaders build rapport and trust with their direct reports, which eventually leads to better
company results. 
• When employees feel that their leader shows true care and attention about their professional
development and doesn’t treat them like tools just to get things done, they become more open to
performance feedback and more willing to make improvements to their work system
• Leaders using the coaching leadership style tend to make their employees leave their comfort
zone by assigning them more challenging tasks. 
• If more leaders realized the importance of coaching in the workplace, employees would feel
appreciated, respected, and happier which in the end would result in lower employee turnover. 
 How to be a Coaching Leader
Following are the points to remember if you wish to become a Coaching Leader:-
• Make deep emotional contact with employees
• Ask questions
• Be genuinely interested
• Have personal conversations with employees
• Listen to employees; Help employees find their strong and weak points
• Help employees set up career goals
• Link long-term aspirations with daily tasks
• Delegate challenging tasks
• Make people stretch and their comfort zone
• Tolerate short-term failures
• Believe in people’s potential
 Format of Questionnaire
• A questionnaire is formed that can help you assess the most predominant leadership style that
you are using by taking in consideration your reactions to common situations that occur in the
leading life of a manager/ owner.
• 14 different situations are given in the questionnaire and the responses for the same were
collected. On the basis of the responses, the leadership styles were determined.
Proforma of the questionnaire:-
Question/ situation
• Option 1 (Authoritative/ Visionary Leadership Style)
• Option 2 (Democratic Leadership Style)
• Option 3 (Coercive Leadership Style)
• Option 4 (Affiliate Leadership Style)
• Option 5 (Pacesetting Leadership Style)
• Option 6 (Coaching Leadership Style)
 How the Leadership Style is determined?
A question/ situation given to the interviewee

Here, it is quite evident that Leadership Style followed by most of the interviewee is Authoritative
Leadership Style
 Interviews taken by Rebecca Michael
1. Name - Mr. Prakash Gadhave
Company - Hotel Saish
Designation - General Manager
Leadership Style followed :- The most predominant leadership style is Pacesetting. The rest of
styles in order of appearance are: Authoritative > Coercive
> Affiliate > Democratic.
2. Name - Mr. Raghav Bansode
Company - Bayaja Maa Restaurant
Designation - Owner
Leadership Style followed :- The most predominant leadership style is Authoritative and
Coaching . The rest of the styles in order of appearance are:
Democratic > Coercive > Pacesetting.
 Interviews taken by Rebecca Michael

3. Name - Mr. Raghav Bansode

Company - Bayaja Maa Restaurant
Designation - Owner
Leadership Style followed :- The most predominant leadership style is Authoritative and
Democratic. The rest of the styles in order of appearance are:
Coaching > Affiliate > Coercive.
 Interviews taken by Kanak Patil
1. Name - Priyansh Bahadur
Company – CRAFT
Designation – Management team
Leadership Style followed:- The most predominant leadership style is Authoritative. The rest
of the styles in order of appearance are as follows: Affiliate >
Democratic > Coercive > Pacesetting.

2. Name - Parshav Sharma

Company – Sharma Hospitality
Designation – Owner
Leadership Style followed:- The most predominant leadership style is Authoritative. The rest
of the styles in order of appearance are as follows: Coaching >
Affiliate > Coercive.
 Interviews taken by Kanak Patil
3. Name - Sushant Patil
Company – Frutons
Designation – Owner
Leadership Style followed:- The most predominant leadership style is Coaching. The rest of the

styles in order of appearance are: Democratic > Coercive >

Pacesetting > Affiliate > Authoritative.
 Interviews taken by Ankush Ganjare
1. Name - Rohit Thakare
Company - Automobile Showroom
Designation - Owner
Leadership Style followed :- The most predominant leadership style are Affiliate and
Democratic. The rest of the styles in order of appearance are:
Pacesetting > Coercive > Democratic.
2. Name - Sahil Shahu
Company - Hospitality
Designation - Owner
Leadership Style followed :- The most predominant leadership style is Coaching. The rest of
styles in order of appearance are: Authoritative > Democratic.
 Interviews taken by Ankush Ganjare
3. Name - Anikit Baisaware
Company - Autoancilliaries
Designation - Owner
Leadership Style followed :- The most predominant leadership style is Democratic. The rest of
styles in order of appearance are: Authoritative > Coercive
> Pacesetting.
 Interviews taken by Aditya Bodke
1. . Name - Minal Bodke
Company - Saraswat Bank
Designation - Team Leader
Leadership Style followed :- The most predominant leadership style is Affiliate. The rest of
styles in order of appearance are: Democratic > Authoritative
> Pacesetting > Coercive .
2. Name - Prem Kamble
Company - Nickelodeon Entertainment
Designation - Chief Executive Officer
Leadership Style followed :- The most predominant leadership style is Authoritative and
Coaching . The rest of the styles in order of appearance are:
Coercive > Affiliate > Pacesetting > Democratic.
 Interviews taken by Aditya Bodke
3. Name – Akshay Rane
Company – Panhratna
Delegation – Accountant
Leadership Style Followed :- The most predominant leadership style is Coaching. The rest of
styles in order of appearance are: Authoritative > Democratic.
 Conclusion
Depending on the situation, seasoned leaders realize they should use different leadership styles
from the leadership tool kit since each approach is intended to meet different leadership goals.
Leaders who can juggle various leadership styles artfully are the most effective and deliver the best
results. Thus, we can say that, Familiarizing yourself with different leadership styles can help you
identify areas to improve upon and eventually, expand your leadership style.
 Bibliography
• Daniel Goleman's Leadership Styles - Exploring your mind
• 6 Leadership Styles from Daniel Goleman, the Author of the “Leadership That Gets Results” (busin
ess-powerhouse.com)
• The Six Leadership Styles by Daniel Goleman – Leadership Ahoy!
• Leadership Survey (google.com)
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