The following are the six leadership styles Goleman identified (2000, pp. 82– 83):
- Coercive— the leader demands compliance. (“Do what I tell you.”)
- Authoritative— the leader mobilizes people toward a vision. (“Come with me.”)
- Affiliative— the leader creates harmony and builds emotional bonds. (“People come first.”)
- Democratic— the leader forges consensus through participation. (“What do you think?”)
- Pacesetting— the leader sets high standards for performance. (“Do as I do, now.”)
- Coaching— the leader develops people for the future. (“Try this.”) (Fullen, 2014, p 35)
You need to understand each style in order to use them as they are needed. Sometimes you need to use a coaching style, while other times you may need to use authoritative. But being able to use a little of each at times is also important. I did find a list out there that was a tiny bit different. Murray has all of the above except Coercive, instead he has Visionary as a leadership style. The visionary leader is the one who allows everyone to innovate and start heading in a new direction. (2015) But then I noticed that her authoritative was defined like Coercive, while visionary is like Goleman’s authoritative.
- If you take two cups of authoritative leadership, one cup of democratic, coaching, and affiliative leadership, and a dash of pacesetting and coercive leadership “to taste,” and you lead based on need in a way that elevates and inspires your team, you’ve got an excellent recipe for long-term leadership success with every team in your life. (Benincasa, 2015)
I loved this quote. It is such a good example of how we need to use all of the different learning styles in managing change. Then there is the process of change.
Understanding the Change Process
- The goal is not to innovate the most.
- It is not enough to have the best ideas.
- Appreciate the implementation dip.
- Redefine resistance.
- Reculturing is the name of the game.
- Never a checklist, always complexity. (Fullen, 2014, p 34)
In this chapter Fullen went through the above list in depth. I have summarized it below.
- Don’t be a pacesetter with competition in mind.
- You need good leadership to be able to use those ideas well
- Change is a process that takes a while to implement.
- Keep an open mind, listen to conflicting opinions; they have other insight and it builds trust.
- Being able to look for, evaluate, and selectively implement new ideas.
- There’s no list, just good leadership who make the right choices according to their environment. (Fullen, 2014)
He believes that you need to be able to understand the change process and incorporate all of the leadership styles in order to manage change. I agree that we need to be able to incorporate all of the styles, and I liked how he went through this list of understanding the change. “The best managers consistently allow different leaders to emerge and inspire their teammates (and themselves!) to the next level” (Benincasa, 2015). When we inspire others to lead we build upon our existing team. This allows us to expand and grow, learn from others, and gain new insights.
I also included a short clip from the movie Lean On Me. It’s a great example of authoritative leadership.
Benincasa, R. (2015). 6 Leadership Styles, and When You Should Use Them. Retrieved from http://www.fastcompany.com/1838481/6-leadership-styles-and-when-you-should-use-them#1
Fullan, M. (2014, February). Leading in a Culture of Change. San Francisco, CA: Jossey Bass (pp. 31-50).
Murray, A. (2015). Leadership Styles. Retrieved from http://guides.wsj.com/management/developing-a-leadership-style/how-to-develop-a-leadership-style/
Riley, J. (2011, September). Leadership Styles for Effective Change Management – Morgan Freeman Style.