Education

What are the Six Emotional Leadership Styles?

Emotional Leaders

While there are many different types of leadership, emotional leadership styles are thought to be some of the most effective.

Emotional leaders are able to connect with their team members and create a positive work environment. They are able to motivate their team members and inspire them to achieve great things.

In the world of leadership, the word “emotional” is usually associated with emotions that lead us to feel a certain way. While we all deal with emotions, and they can be very intense, that does not mean that all leaders will deal with emotions the same way. Some leaders may do a better job handling their emotions than others.

In their book “Primal Leadership,” published in 2002, Daniel Goleman, Richard Boyatzis, and Annie McKee defined six emotional leadership types. Each style affects people’s emotions differently, and each has advantages and disadvantages in particular situations.

Visionary, Coaching, Affiliative, and Democratic are four types that encourage harmony and excellent outcomes. The other two (Commanding and Pacesetting), on the other hand, may cause stress and should only be used in certain situations.

According to Goleman and his co-authors, you shouldn’t stick to one style all the time. Instead, mix and match the six approaches to find the one that best fits the scenario, the individuals involved, and the emotions they’re feeling.

What are Goleman’s Six Leadership Styles?

According to Goleman and his co-authors, you shouldn’t stick to one style all the time. Instead, mix and match the six approaches to find the one that best fits the scenario, the individuals involved, and the emotions they’re feeling.

1) The Authoritative (Visionary) Leader

This style is “based on a hierarchical approach to leadership, often characterised by a strict hierarchy and high levels of control.” The leaders of such organisations “rely on the use of punishment and threats to discipline their subordinates.”

Authoritative leadership involves giving and accepting power. It is a type of leadership that does not allow a person to dominate others. This style is usually used when a person does not feel they are a suitable leader for a particular situation.

An example of an authoritative style maybe you showing your anger by ordering your employees around. An example of a father or head teacher may be to show his authority by ordering his children about.

2) The Coaching Leader

Coaching leadership style is a leadership style used when you want to get a commitment from other people for what you want to do. It’s all about helping people to understand what is needed and to support them to get this done.

Coaching is a leadership approach that links a team member’s personal aspirations and ideals to the organisation’s objectives. You may utilise this approach when you wish to focus on developing individuals for future success since it is compassionate and encouraging.

This approach focuses on in-depth discussions that may have nothing to do with people’s current jobs instead of concentrating on long-term goals and their relation to the organisation’s mission.

3) The Affiliative Leader

The affiliative leadership style stresses emotional relationships and encourages team cohesion. It brings people together by promoting inclusiveness and resolving disagreements. You must regard others’ feelings and be acutely aware of their emotional needs to apply this technique.

The Affiliative leader style is built on a foundation of trust, honesty, and respect for people. This personality type believes in treating others with kindness and compassion, rather than criticism or judgment. Affiliative leaders are typically good communicators and build relationships based on mutual respect and trust. Affiliative leaders have a reputation for being fair and good listeners, so they build consensus with their team rather than imposing their own will on others.

Affiliative leaders can help lead by listening and understanding how to be a good listener. An Affiliative leader can listen to their team members without judgment and help them understand how to communicate with the Affiliative leader. The Affiliative leader can then lead by modelling effective listening and asking questions in order to learn more about what they can do to move the group forward.

4) The Democratic Leader

Democratic leadership is based on equality, fairness, and inclusiveness, with respect to the whole community, and it’s more about the development of the individual. The democratic leadership style is characterized by the concept of collective leadership.

A leader is expected to know their followers’ feelings, ideas, hopes, desires and demands, while at the same time be sensitive to their problems, and help them to realize what they want. It’s also necessary that the leader knows what his followers think of him.

Democratic leadership is based on individual and collective autonomy, and democracy is based on freedom, equity and fairness. When a leader behaves in a dictatorial way, the people obey him with fear, while when a leader behaves in a democratic way, the people obey him with respect and love.

5) The Pace-setting Leader

The pacesetting leadership style places an emphasis on performance as well as the successful completion of goals. Leaders that use this style of leadership have high expectations for the performance of their employees, and they frequently take action themselves to ensure that goals are accomplished.

Everyone is held to a high level in the Pacesetting approach, so there is no room for bad performers to get special treatment. This approach, while it may be beneficial, can have a detrimental impact on the group as a whole, leading to feelings of burnout and tiredness as well as increased worker turnover.

6) The Coercive (Commanding) Leader

Commanding leaders use autocratic leadership. Orders, the (often implicit) fear of disciplinary punishment, and tight control are all important factors. It’s crucial to keep in mind that individuals in democratic nations are accustomed to having a high amount of control over their lives and work and that this method may strip them of that power.

An autocratic leader possesses absolute rule over the organization and its subordinates; the subordinates are entirely under the control of the autocratic leader. In a democratic form of leadership, the decision-making process is controlled by consensus. The autocratic leadership style is the extreme opposite of autocracy. The autocratic leader may be considered a person who thinks himself capable to achieve absolute rule and absolute power. He also considers himself a god and is capable to interfere in almost every area of the organization.

Why use Goleman’s Leadership Style?

Consider the finest boss you’ve ever had for a second. What was it about working with him or her that made it so enjoyable?

Maybe your boss was happy and enthusiastic about his work, which made you happy and enthusiastic as well. When issues arose, he never became enraged, instead of focusing on finding effective solutions. He was self-assured, yet he was always open to hearing what others had to say. Consequently, you thoroughly liked your work and constantly delivered excellent results.

what are the six emotional leadership styles?

Consider the worst supervisor you’ve ever had: the irritable one made unreasonable demands without explanation and was constantly “pulling rank.” Sure, you worked hard because you were terrified of not doing so.

In the near term, he generated successes, but his team members quickly burnt out, and employee turnover was rampant.

The difference between the two managers is striking, which might be necessary. According to scientific evidence, a leader’s emotional condition influences everyone in the company. The leader’s mood can set off a chain reaction that has an impact on not just morale but also productivity and profits.

As a result, as a leader, improving your emotional intelligence (EI) – your capacity to control your own emotions as well as interpret others’ – is a crucial business skill.

What are Situational Theories of Leadership?

Situational leadership theories give leaders a set of rules they should use for making decisions at any given time. It gives leaders a list of things they should do instead of choosing their strategy.

Situational theories of leadership are a type of leadership theory that focuses on the specific context or environment in which a leader is operating. These theories focus on how the leader’s personal characteristics, organisational characteristics, and situational factors interact to create an effective leadership style.

Some staff, for example, work better under a more dictatorial and directive supervisor. Others will have a better chance of succeeding if the leader can take a step back and allow his team to make decisions and carry out plans without direct participation. Similarly, not all sectors and corporate contexts need the same set of abilities and leadership characteristics equally.

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