Understanding Leadership Styles
Leadership is about adapting to situations and not getting stuck in one style. Leaders guide others, and it’s not limited to managerial or executive positions. Different types of leadership exist, varying according to circumstances.
Daniel Goleman’s Six Leadership Types
American psychologist Daniel Goleman, writing for Harvard Business Review, explains that there are six types of leadership, and the most effective leaders master at least four styles. Goleman’s research, based on a random sample of 3,871 executives from a global database of over 20,000 executives worldwide and in collaboration with consulting firm Hay/McBer, identified these styles based on emotional intelligence and its impact on organizational climate.
1. Coercive Leadership
This style is considered the least effective, as it demands immediate obedience and allows only high-ranking individuals to make decisions, while operational staff cannot voice opinions or new ideas.
Although efficient in specific situations, such as crises (e.g., natural disasters or radical changes), Goleman warns against using this style long-term. It neglects employee well-being and creates a toxic work environment, leading to demotivation and distrust in leaders.
2. Authoritative or Visionary Leadership
This style is regarded as one of the most effective, as it aims to make people see their work’s greater significance beyond their current understanding, granting them more decision-making freedom.
Characteristics of this leadership style include clear task assignments and explaining the rewards for achieving objectives. It’s suitable when an organization is stable and seeks expansion or innovation, presenting a future vision.
However, limitations arise when team members have more experience than the leader, perceiving them as disconnected.
3. Affiliative Leadership
This style prioritizes people’s well-being over results, focusing on harmony and positive feedback. It emphasizes good communication and empathy.
While it fosters individual and group cohesion, it can inadvertently increase errors if team members perceive no consequences or learning opportunities.
4. Democratic Leadership
This style prioritizes everyone’s participation in decision-making, focusing on active listening, empathy, and collaboration to understand the team’s impact and gather ideas.
It aims to maintain morale but can lead to lengthy, unnecessary meetings if not used judiciously. It’s ideal when leaders need additional input.
5. Laissez-Faire Leadership
These leaders set goals, often using themselves as examples. This style should be used sparingly due to its high demands, which can lead to employee burnout.
Despite setting goals, this style yields the fewest effective results because it expects employees to imitate leaders, damaging morale, flexibility, and work climate.
It’s suitable for systematic operations with highly skilled personnel, but even then, it should be combined with another leadership style.
6. Coaching Leadership
This style focuses on developing individuals’ skills and strengths, whether professional or personal.
Coaching leaders encourage their teams to set medium- and long-term goals, provide clear instructions, and offer constant feedback. They view mistakes as learning opportunities when there’s commitment.
Limitations include a lack of coaching preparation in the leader and employees’ disengagement from change, which can prolong skill development.
Key Questions and Answers
- What are Daniel Goleman’s six leadership styles? Coercive, Authoritative/Visionary, Affiliative, Democratic, Laissez-Faire, and Coaching.
- Which leadership style is the least effective? Coercive Leadership.
- What makes Authoritative or Visionary Leadership effective? It helps people see their work’s greater significance and grants decision-making freedom.
- What are the limitations of Affiliative Leadership? It can inadvertently increase errors if team members perceive no consequences.
- When is Democratic Leadership ideal? When leaders need additional input or want to maintain morale.
- Why should Laissez-Faire Leadership be used sparingly? Due to its high demands, which can lead to employee burnout.
- What are the limitations of Coaching Leadership? It requires coaching preparation in the leader and employee commitment to change, which can prolong skill development.
