Mohan Srinivas Chakravarthy Doredla
Daniel Goleman is known for his work on social and emotional intelligence. The best leaders don’t follow just one style of leadership, they are skilled at many, and they are often flexibility to switch between styles as the circumstances dictate.
Manager and leader are two completely different roles, but we often use the terms interchangeably. Managers are considered as facilitators of their team members’ success. They ensure that their team people have everything they need to be productive and efficient whereas a leader can be anyone from the team who has a unique talent, who is creatively thinking out of the box and has a great idea, with experience in a certain aspect of the business or project that can prove useful to the manager and the team. A leader leads based on strengths but not titles.
Each of the six leadership styles are designed by the concept of Emotional Intelligence. One should be aware of the environment of work, his/her emotional needs and feelings and adjust to the style to suit the most appropriate.
According to Peter Drucker-“Management is doing things right; Leadership is doing the right things.”
This style of leadership is considered to be most aggressive of all six leadership styles. Leaders expect and demand immediate compliance to their orders. This style of leadership completes tasks by ordering or dictating.
This style is best used in situations where the company or followers require a complete turnaround attempt which is emergency or crisis and there is no real time for active group discussions. A perfect example of such kind of situation is disaster management or sometimes dealing with employees who underperform in company. Another example would be to enforce Health and safety compliance improvements under law.
This style should only be used for short time durations, just to get the job done, as the long term impact can be negative.
Authoritative Leader Authoritative Leader establishes him/herself as being the expert in the company. One who is a visionary and sees the way forward, leading the company to success path. Although the Authoritative leader leads the team to the vision, he/she will utilise the team to establish how they get there by themselves. This style is particularly effective in times when a new implementation is needed, for someone to come up with the vision and the way forward.
The Affiliate Leader is renowned for building teams, here employees are given first preference. Employees can expect a great appraisal and feedback. There is normally a good sense of interconnection with the team.
This style is most effective when there are situations of low morale and poor team work. By implementing this methodology in the long run, create good team bonding and heightened team performance.
The negative side of it being poor performance will go by without feedback as the Leader may feel that conflict will upset the balance. In this situation, one must be mindful to adjust their style to suit positive feedback when necessary.
The Democratic Leader will use the team as decision makers – taking the team vote to make decisions and improvements. Communication is key in this model, whereby all opinions are listened to as a group. The Democratic Leader is merely the chair for effective team decision making.
When and only when the workplace is ready for Democratic Leaders, this style produces a work environment that employees can feel good about with heightened morale levels. Workers feel that their opinion counts, and because of that feeling they are more committed to achieving the goals and objectives of the organisation.
Remember, decisions still have to be made, time of implement of this style of leadership is more key factor.
Only when employees are self-motivated and highly skilled, the Pacesetting Leadership method comes into its own