Suit your unique style be a top leader
TRULY said leadership is akin to gambling. If it works, it works. If it doesn't, well, it doesn't. Not really if Daniel Goleman, well known for his two books Emotional Intelligenceand Working with Emotional Intelligence is to be believed. He says that a leadership, which suits the business organisation best, can be developed. Imagine a scenario, where you could collect some data, decide the organisational goals you want to reach and follow a particular leadership style, which yields those results.
Sounds great. Idyllic? Well, no it is possible.
He refers to research Hay-McBer, a consulting firm, conducted. The findings revealed six different leadership styles each springing from a different component of emotional intelligence. Hence, each one affects a different type of organisation. An effective leader can alter his leadership style based on his circumstances and requirements. He can also, if required, seamlessly combine these styles in the best interest of his organisation.
The coercive leader (or is he a dictator?) wants things to be done. And done, now. The atmosphere he creates is well, not the friendliest. Decisions are made solely at the top most level. Employees work as they are instructed. They have no liberty to take decisions independently or be creative and innovative. Sounds like a leadership style that must be avoided at any cost? Nevertheless, it can be useful. Yes, trust me it can. The coercive leadership style helps people break unsuccessful business habits or simply make them work.
The authoritative leadership style makes the employees see their role in a larger perspective. It places the employee's responsibilities within the purview of the organisation's goals. The employee receives feedback, either positive or negative, that helps him grow individually and also contribute to the organisation. The mode is suitable for most organisations. One aspect that needs to be tackled carefully though is when it is applied to a group of experts. An authoritative leader might come across as being pompous or know-it-all. Hence it requires careful handling.
The affiliative stylerevolves around the people. The leader strives to create harmony among his people and build on this resource. He shares ideas, builds trust and communicates frequently.
He knows that his people are his most precious resource. This leadership style is thus more employee-driven and motivating than those mentioned above. However, before we decide that this definitely is the best style to adopt, do note that only positive feedback does not help. An affiliative style in combo with authoritative is more advisable.
The democratic stylepromotes egalitarianism within the organisation. A democratic leader builds an atmosphere of trust and respect. Employee morale is high and employees know what to expect, as they are well informed and party to the decision-making.
However, this option is for managers uncertain about the best way of handling things and need ideas that they think their team can generate. Another fallout of this mode of leadership is that the regular meetings take time and not everybody can be satisfied. Crucial decisions that need to be taken urgently don't do well in these circumstances. It is advisable only if employees are not competent, informed enough, and lack team spirit as well as the skill of consensus making.
The pace setting leader does things fast and does them good. And he expects the same from his team. He identifies the poor performers and calls for better results.
If they fail to do so they no longer belong to the team. Apparently a harsh system to follow, it works well with teams lagging behind and scant motivation or commitment.
At the same time, when a pace setter leaves, his team becomes rudderless. Hence, the approach is advisable provided the core group is self sufficient and self-motivating.
Probably the best to adopt is the coaching style leadership. But like all good things, it is rare.
Coaching leaders identify the strengths and weaknesses of their team and help them grow.
These leaders delegate extensively, as they aim at converting the employees into leaders like themselves.
Feedback and instruction is common too.
This style of leadership is best used when the employees are already well aware of their strengths and have the inclination to develop their leadership skills. So it's all out there...Mix and match as per your needs. Happy leading.
HAJIRA SHAHEEN
faqs@cnkonline.com
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