LEADERSHIP SPECIAL ....KNOW YOUR LEADERSHIP STYLE

KNOW YOUR LEADERSHIP STYLE

Bring your business a step closer to success by finding the most effective leadership style that works for you and your team

In a study from the Harvard Business Review, Daniel Goleman’s Leadership That Gets Results outlines the most successful leadership styles in business. Through an analysis of more than 3,000 mid-level managers, the three-year study determined that a manager’s leadership style accounts for 30 per cent of the company’s bottom-line profitability.

Successful managers blend their leadership styles for best results. Here are the basic functioning styles:

1 Coercive

This style demands immediate compliance. If this style were summed up in one phrase, it would be “Do what I tell you.” The coercive style is most effective in times of crisis, such as in a company turnaround or a takeover attempt. However, it can cause people to feel devalued and can also negatively impact the work culture.

2 Authoritative

This leadership style is firm but fair. The goal is to mobilise the team towards a common goal.

It is effective and can have a positive impact but won’t be practical if the leader is working with a team that is more experienced than him.

3 Affiliative

An affiliative leader creates a sense of belonging towards the organisation. The approach is ‘people come first’. This style strengthens connections to form an emotional bond creating a positive work culture. However, using this style alone can let mediocrity seep in as there is no scope for constructive criticism.

4 Democratic

A democratic leader believes in nurturing consensus through participation. It’s a feedback-based approach and can be summed up with the question, “What do you think?” The leader is open to fresh ideas and inputs — this helps in decision making but won’t be effective if the team is a novice and not well informed.

5 Coaching

The leader uses “try this” model to maximise worker’s effectiveness. In this style, the leader does not behave like a traditional boss but a coach or a mentor. It won’t work if the team is unwilling to learn or if the leader lacks proficiency.

6 Pacesetting

Just like the coercive style, this too should be used sparingly. It squelches creativity and has a dictatorial approach. However, according to Goleman, that’s unfortunately not the case. In this style, the leader expects excellence and self-direction. It can be highly effective if the team is skilled but there are chances that it may hamper the company work culture.

—Agencies