- Leader expects and model excellence.
- Best for team which are already skilled and when quick results are needed.
- Over usage may lead to hindrance of innovation and overwhelming the team.
2. Authoritative Leader "Come with me"
- Leader mobilizes team towards common vision with focus on end goals and giving autonomy to the team to decide.
- Works best in circumstances where situational factors had made an impact(i.e. new vision needed).Best in inspiring entrepreneurial spirit and enthusiasm.
- May not be best when team is made of experts who knows more than the leader.
3. Affiliative Leader "People come first"
- Leader creates emotional bond and feeling of belonging to organisation.
- Works best in times of stress or bouncing back from trauma or rebuilding trust.
- Sole reliance on this style(i.e. praising and nurturing) can foster mediocre performance and lack of direction.
4. Coaching Leader "Try this"
- Leader develops people for the future.
- Works best when leader intends to assist teammates in building individual strengths for overall success.
- Least effective when teammates are defiant/unwilling to change or when leader lacks proficiency.
5. Coercive Leader "Do what I tell you"
- Leader demands immediate compliance.
- Most effective in crisis(i.e. company takeover) or when actual danger is present. Can also be useful in controlling problematic teammate should all other means fail.
- Should be avoided where not necessary as it alienates people, stifles flexibility and inventiveness.
6. Democratic Leader "What do you think"
- Leader builds consensus through participation.
- Most effective when buy-in, engagement is needed or when fresh ideas are needed from qualified teammates.
- Not the best choice when pressed for time or if teammates are not well-versed enough to provide guidance or perspective.
Adapted from Daniel Goleman's "Leadership that gets results"
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