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| − | Based on an article from [[http://en.wikipedia.org/wiki/Daniel_Goleman|Daniel Goleman]]. Read the
| + | Goleman Leadership Styles |
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| − | <html><a href="/static/files/MBI/Module%2015/Leadership%20that%20gets%20results.pdf">full</a></html>
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| − | article.
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| − | Determine your own leadership style using the questionnaires in
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| − | <html><a href="/static/files/MBI/Module%2015/Coleman%20leadership%20style%20assesment.xls">this</a></html>
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| − | spreadsheet.
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| − | Task oriented styles:
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| − | [[The Coercive Leadership Style|The Coercive Leadership Style]]
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| − | [[The Authoritative Leadership Style|The Authoritative Leadership Style]]
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| − | [[The Pacesetting Leadership Style|The Pacesetting Leadership Style]]
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| − | People oriented styles:
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| − | [[The Coaching Leadership Style|The Coaching Leadership Style]]
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| − | [[The Affiliative Leadership Style|The Affiliative Leadership Style]]
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| − | [[The Democratic Leadership Style|The Democratic Leadership Style]]
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| − | For a comparison of the different leadership styles see the table below:
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| − | {| class="wikitable"
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| − | !
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| − | !'''[[The Affiliative Leadership Style|Affiliative]]'''
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| − | !'''[[The Coaching Leadership Style|Coaching]]'''
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| − | !'''[[The Pacesetting Leadership Style|Pacesetting]]'''
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| − | !'''[[The Democratic Leadership Style|Democratic]]'''
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| − | !'''[[The Authoritative Leadership Style|Authoritative]]'''
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| − | !'''[[The Coercive Leadership Style|Coercive]]'''
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| − | |-
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| − | |People focused
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| − | |People focused
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| − | |Task focused
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| − | |People focused
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| − | |Task focused
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| − | |Task focused
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| − | |The leader's modus operandi
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| − | |Creates harmony and builds emotional bonds
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| − | |Develops people for the future
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| − | |Sets high standards for performance
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| − | |Forges consensus through participation
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| − | |Mobilizes people toward a vision
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| − | |Demands immediate compliance
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| − | |-
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| − | |The style in a phrase
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| − | |"People come first"
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| − | |"Try this.”
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| − | |"Does as I do,now."
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| − | |"What do you think?"
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| − | |"Come with me.”
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| − | |‘Do what I tell you'
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| − | |Underlying emotional Intelligence competencies
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| − | |Empathy, building relationships, communication
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| − | |Developing others, empathy, self-awareness
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| − | |Conscientiousness, drive to achieve, initiative
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| − | |Collaboration, team leadership, communication
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| − | |Self-confidence, empathy change catalyst
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| − | |Drive to achieve, initiative, self-control
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| − | |-
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| − | |When the style works best
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| − | |To heal rifts in a team or to motivate people during stressful circumstances
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| − | |To help an employee improve performance or develop long-term strengths
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| − | |To get quick results from a highly motivated and competent team
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| − | |To build buy-in or consensus, or to get input from valuable employees
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| − | |When changes require a new vision, or when a clear direction is needed
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| − | |In a crisis. to kick start a turnaround, or with problem employees
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| − | |-
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| − | |Overall impact on climate
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| − | |Positive
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| − | |Positive
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| − | |Negative
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| − | |Positive
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| − | |Most strongly positive
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| − | |Negative
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| − | |-
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| − | |}
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| | [[Category:goleman]] | | [[Category:goleman]] |
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