Leadership Styles According to Daniel Goleman
The leadership phenomenon refers to the
influence of a person (leader) on the rest of the group members.
According to the American Heritage Dictionary, leadership is "the
knowledge, attitudes, and behaviors used to influence people to achieve
their desired mission."
If you read the following Psychology
article you will be able to identify the characteristics of a leader,
know the leadership styles according to Daniel Goleman, know who the
best leaders are and know some traits that can favor good leadership.
Differences between being a boss and being a leader: leadership models
A
boss can take success personally, imposes his position and opinion and
often inspires fear. Instead, a leader shares success with his team,
listens, generates enthusiasm and inspires to improve. We could say that
the leader has a work team that are his followers , while the director
has subordinate employees.
Leadership styles according to Daniel Goleman
One
of the most interesting contributions to leadership theory has been
developed by the well-known American psychologist and Harvard professor,
Daniel Goleman. Below are the 6 types of leadership according to
Goleman :
1. Coercive leadership
"Do what I say"
The
leader orders and commands . Seeks the immediate fulfillment of tasks
through precise instructions. No one can question it and does not ask
for opinions, it is recommended to be used only when it is essential,
since in the long term this style breaks the work environment and is
negative for the achievement of the company's objectives, since workers
are demotivated, not they collaborate, they stop transmitting ideas for
fear of being rejected, etc.
It works well in crisis situations,
when immediate reaction is a determining factor, or with problem workers
with whom everything else has already failed.
2. Orientative style
"Come with me"
The
guiding leader is a visionary ; He has a clear long-term vision and
with his enthusiasm he mobilizes people towards that vision. Guiding
leadership generates a great commitment to the objectives and strategy
of the organization. This style enhances the work environment. The rules
for success are put on the table equally for all, giving them the
freedom to experiment and innovate.
It generally works well in
most situations, although it fails, if the team is made up of experts
who have more experience than the leader. Generates a great capacity for
motivation.
3. Affiliative style
"People come first"
This
leadership style revolves around people . He strives for the
relationship between people to be harmonious. Their emotions take
precedence over tasks and goals. Employees are free to do their jobs in
the way they see fit.
It is a suitable type of leadership if you
want to build harmony in the team, improve communication, when the team
is new or when you have to motivate them during high stress situations.
In contrast, it can give the impression that poor performance is
tolerated. It should be combined with other styles, such as the
orientation style.
4. Democratic style
" What do you think?"
Workers
have a voice and vote in decisions, thus increasing flexibility and
responsibility . The participatory leader always seeks decision-making
by consensus, people who are in a democratic system tend to be very
realistic about what can or cannot be achieved.
This type of
business leadership works very well when the leader is unsure about the
best direction to take or when he needs to generate fresh ideas to
achieve the objectives. This style loses its meaning when employees are
not trained or do not have enough information to provide valid opinions.
5. Exemplary style
"Do what I expect without having to tell you "
The
leader sets very high performance standards , setting very specific
guidelines . The work rules are usually clear to the leader, but he does
not explain them clearly, instead he expects people to know what to do.
Many employees are burdened by demands for excellence from the leader
who sets the tone. Flexibility and responsibility do not exist and work
becomes task focused and very routine. If the leader is absent, people
feel without direction as they are used to the leader setting the rules.
The
exemplary style should be used rarely as it destroys the atmosphere of a
team. It can be useful when we have a great expert in the field and we
seek to learn by imitating their ways of working.
6. Formative Style
"Try it …"
His
main objective of this leadership style according to Goleman is the
development of people's talent . They help employees identify their
professional strengths, weaknesses, and aspirations, helping to set
development goals . These leaders give their employees challenging tasks
and are willing to endure short-term failure, as they focus on personal
development primarily. It motivates them to take initiative and creates
an environment for co-growth. This leadership works well if employees
are aware of their weaknesses and want to improve their performance. It
makes little sense if, for whatever reason, they are resistant to
learning or improving.
Traits that favor good leadership
Do
you want to know how to be a good leader? Now that you know the
leadership styles according to Goleman, we offer you this list of traits
that favor good leadership:
- Emotional intelligence : we define emotional intelligence as the sensitivity to become aware of the general mood and climate of the group.
- Self-confidence: not depending on the approval of others.
- Accept your own limitations : know and respect your own limitations and those of others.
- Contain and postpone action : prioritize reflection over impulses, postpone decisions. Cultivate a strategic vision.
- Modesty : learn from the criticism of others.
- Generosity : apply it especially when there are problems, avoid blaming others.
Who are the best leaders according to Goleman?
Goleman
claims that the best leaders don't use just one type of leadership. The
efficiency of a leader is in having the ability to flexibly change from
one style to another according to circumstances.
In practice,
each of the six styles has its own place. Goleman emphasizes that the
business climate and situation is in constant motion, therefore a leader
must know when to exercise one type of leadership or another, for
greater efficiency.
However, we could say that leaders who have
mastered four or more styles - especially the orientation, the
democratic, the affiliative and the formative - have the best business
climate and performance. They promote the development of the skills of
professionals and the generation of commitment. On the other hand, we
must bear in mind that we can be pleasant and committed, but if we do
not achieve the objectives, we will not be leaders.
Even if we
don't have people under our care, knowing the different leadership
styles can be useful for work groups, groups of friends and even for
your personal relationships.