What are the Six Emotional Leadership Styles?

In their book “Primal Leadership,” published in 2002, Daniel Goleman, Richard Boyatzis, and Annie McKee defined 6 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 of these 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) A leader with a Vision

Leaders with a vision are motivating. They inform their teams where they’re going but don’t tell them how to get there; instead, they encourage them to utilise their own initiative to solve an issue or fulfil a deadline. The most fundamental quality of visionary leadership is empathy.

2) The Coach’s Supervisor

Coaching is a leadership approach that links a team member’s personal aspirations and ideals to the organization’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 concentrating on long-term goals and how they relate to the organization’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 in order to apply this technique.

4) The Democratic Leader

Collaboration is at the heart of the Democratic leadership approach. Leaders that use this leadership style aggressively seek feedback from their teams and listen more than they instruct.

5) The Pace-setting Leader

The pacesetting leadership style is concerned with results and attaining objectives. Leaders who set the pace expect their people to perform at a high level, and they will frequently go above and beyond to ensure that goals are accomplished.

6) The Supreme Commander

Autocratic leadership is used by commanding leaders. 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. Furthermore, because this leadership style is so frequently misapplied, it may have a devastating impact on a team.

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 focusing on finding effective solutions. He was self-assured, yet he was always open to hearing what others had to say. As a consequence, you thoroughly liked your work and constantly delivered excellent results.

Consider the worst supervisor you’ve ever had: the one that was irritable, 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 important. According to scientific evidence, a leader’s emotional condition has an influence on everyone in the company. The mood of the leader 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 based on the premise that the most successful leadership style varies depending on the context. A leader must be able to change his style and approach to different situations in order to be most effective and successful.

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 his direct participation. Similarly, not all sectors and corporate contexts need the same set of abilities and leadership characteristics to an equal degree.

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