Leadership Styles - the six leadership styles you need! Daniel Goleman Leadership Styles based on EI

whether you're a student a leader or part of a team you will benefit enormously from learning and implementing the six leadership styles by goldman this video explains these six leadership styles their pros and cons when to use them and how they impact team climate i've taken my leadership to a whole new level with this framework you can do that too after one minute on the basics we will get to the styles themselves after that i'll show you why these leadership styles are the best by comparing with the kurt lewin styles and the full range leadership model if you are interested in leadership please like this video and subscribe to our channel the aim of this framework is to use emotional intelligence and the six leadership styles to reach resident leadership daniel goleman describes the concept of resident leadership by explaining what a resonant leader is i've shortened it to the following which is a partial quote he was attuned to people's feelings and moved them in a positive emotional direction and resonating with the emotions of those around him leaving people feeling uplifted and inspired successful implementation results in emotional comfort cooperation idea sharing and strong emotional bonds the six leadership styles come from daniel goldman's 2000 article in the harvard business review bowman underlined that using each style is a strategic choice instead of finding one style that fits you or matches your behavior or personality you should try to use the optimum leadership style for each situation strategic choice would mean to purposely select which style to use and not simply reacting to situations spontaneously and emotionally use the four competencies of emotional intelligence to determine which style should be used it's worth repeating that all these styles should be used on different occasions and to different degrees check out our channel for a video on emotional intelligence each style will now be introduced briefly in under two minutes to learn more and get the full picture watch our deep dive videos for each style remember that all styles should be used so keep watching till the end if you haven't already please click like and subscribe to our channel the first style out is the commanding leadership style a commanding leader is the traditional boss who makes all decisions this leader monitor things closely and provides total clarity at the same time the team members will pretty much be told what to do and when to do it the commanding leadership style can work to an acceptable level when leading teams of low skill or when quick decisions are needed and required commanding leadership can build resonance by reducing fear and uncertainty provide high clarity and enable high speed and moving forward the commanding leadership style sometimes also referred to as directive or coercive leadership normally has a negative impact on team climate and performance this means that you should use commanding leadership on very rare occasions when it is truly needed you must avoid having this style as a prominent part of your repertoire at all costs since it has truly detrimental effects on engagement team climate and general performance personally i use this style when decisions must be taken so fast that there is no time to consult others or in extreme conflict situations this rarely happens in the business world but it might happen more often if you work as an emergency responder to name an example if you use this style in a majority of situations you're not using the leadership styles based on emotional intelligence instead you're simply using authoritarian or autocratic leadership which is a behavior rather than a planned leadership method i've encountered managers like this in my career and they have often been on power trips or simply acted like dictators all of them have showed a significant lack of skills in basic leadership you should watch the deep dive video on commanding leadership so that you learn what to avoid and how to recognize when others are deploying these behaviors that way you will be in a better position to mitigate the effect of their commanding behaviors 5 more styles to go if you like the video so far please like and subscribe visit our resource page at leadershipahoy.com goldman resources for some helpful tools related to this framework the second of the six leadership styles is coaching leadership the coaching leadership style is much better than commanding leadership although tricky to become really good at a good coaching leader coaches people to develop on a long-term basis create strong personal commitment engagement and loyalty among the team members this is not easy but the effects are truly great coaching leadership can work well when people are willing to be coached and the leader is skilled as well as able to put in the substantial amount of time required for success coaching leadership builds resonance by creating strong connections between personal goals of each team member and the common organizational goals the coaching leadership style has a truly positive impact on teen climate and hence it drives performance it's difficult to become a really good coaching leader and coaching people require lots of time from you as a leader furthermore the coaching process is long-term and the growth of the team member can take a year or even longer once true development has been achieved the coach team member might in turn start using the style and coach others this way it can create powerful ripple effects in your organization personally i coach a few selected individuals in depth over about six months and then switch to others for a while before i return to the previous coaches i prefer this rather than trying to coach everyone at the same time which often gets so diluted that the effects don't really materialize don't spread your efforts on too many people after you finish this video learn more about coaching leadership by watching our in-depth video on that style you will learn how to get good at it the pros and cons and to generally be aware of the effects and potential risks of this leadership style there are four additional styles left to cover the next one is the democratic leadership style the democratic leadership style is a part of several different leadership frameworks not just this one it's also referred to as participative leadership a democratic leader works hard to empower the team one way of doing this is by building and enabling participation in decision-making the democratic leader also opens for the creativity of others and the high degree of participation is just one way of achieving this democratic leadership is more likely to work well in skilled teams that can contribute to making decisions etc it's also a good fit for teams that value empowerment and innovation democratic leadership builds resonance through putting lots of value on team participation this in turn builds commitment to the team the leader and the organization it also brings great employee engagement which is good for performance there is a positive impact on teen climate when democratic leadership is used just remember to use this style as one out of six and not use democratic leadership all the time if one of the six styles would be exclusively used the democratic style might be the best choice but the whole point is to provide flexible and multifaceted leadership using democratic leadership at all times would be a waste of time and decision making would take forever use it when it makes sense when it builds engagement and when making decisions that affect others the participation this style creates helps to provide an open climate where creativity innovation and continuous improvement can thrive and grow this type of climate is very useful in most organizations and builds performance learn more in our in-depth video on democratic leadership you get information on how to best build participation the pros and cons of this style when to avoid it and how to excel at being a democratic leader we have three more styles to go remember that it's crucial that you understand and use all of them not just one so keep watching the affiliate of leadership style is about team building and creating personal ties between the leader and the team members an affiliative leader puts a lot of focus on personal relationships he or she creates trust harmony and great team spirit resulting in a closely knit team providing a lot of recognition is one of the methods you can use to make this happen the affiliate of leadership style works well in general there might be an even stronger effect where team building is of additional importance such as new teams or in challenging or troubling times when people need to come together affiliate of leadership builds resonance by bringing people closer together in harmony with lots of trust and lots of support affiliative leadership has a positive impact on team climate which essentially means that it drives performance when applied in the right dose although affiliate of leadership is generally good it can easily go too far a leader that has become friends with the team can find it difficult to provide negative feedback challenge people to perform better and take difficult decisions affecting team members if you are a strong affiliate of leader make sure you don't become too much of a buddy with your subordinates they need a leader much more than they need a friend i use the affiliate of leadership style in my teams by valuing their families how people feel sharing ups and downs in the team and in many other ways it results in people caring more about each other and a willingness to help a colleague in need there are additional pros and cons with affiliative leadership and it's all about balancing this style with the other five learn more in our video on affiliate of leadership including how to become more affiliative and how to avoid going too far with it two of the six styles remain to be explained namely pace setting and visionary leadership pace setting is crucial in the business world but can wreak havoc with your team climate if used the wrong way visionary leadership might be the strongest of all the six styles so you should definitely stay till the end and learn about these styles as well let's go through the main points of the pace setting leadership style pace setting is about leading the way in terms of performance with the leader as an example for others to follow a pace-setting leader puts an extraordinary focus on results and expects excellence from all team members in reaching those results this leader does not tell others what to do as the commanding leader but rather leads by example pace setting leadership can work for shorter performance spurts and when results are completely crucial for the team and organization the pay-setting leadership style builds resonance through meeting goals together as a team this provides a common feeling of accomplishment and capability which can build confidence and a sense of belonging pace setting sounds pretty good so far but it actually has a negative impact on team climate which will jeopardize future performance however it still serves an important purpose it's simply a matter of using it in limited doses and not go into permanent pace setting mode i use pace setting every now and then in my role as the head of a senior management team i use it when we are stuck or temporarily lost our sense of urgency on a specific topic i also use it when we have to push to meet that important deadline or deliver on an extra crucial financial kpi luckily i rarely need to do this since the team is already high performing i prefer looking at pace setting as an after burner that you can use for an extra kick now and then but it'd deplete if used too often if you use it too much people will become exhausted disillusioned and disengaged performance will drop and people might start leaving learn more about pace setting and find out how you can use it in an advantageous way together with the other five styles check out our pace setting video to learn about the right level of pace setting and how to recognize this style when used by others the last remaining style is probably the most powerful of the six after that style i will explain why this framework is so much better than the other ones out there again please like and subscribe to support our work the sixth leadership style visionary leadership is built on inspiring and motivating people to pursue a long-term vision a visionary leader gets the big picture he or she creates a compelling long-term vision with the team and is great at communicating that this type of leader inspires and motivates others to pursue that vision visionary leadership is sometimes also referred to as authoritative leadership the visionary leadership style works best when a long-term plan is needed and motivation needs a push this could be a need for growth change or transformation for instance but it works well in other occasions as well the visionary leadership styles drives resonance by bringing people together and working cooperatively towards the same goal this way of working actually has some similarities with democratic leadership you should use the visionary leadership style often since it has a positive impact on team climate i once headed a major transformation journey at a company in need of a turnaround setting a compelling vision of what the future could look like and communicating that were key elements in getting all the employees on board with a change we all rolled up our sleeves and worked hard together to fulfill that vision the management team constantly had to communicate and support people if they were stumbling in this difficult endeavor after a few years the company as well as all the employees were in a lot better shape both in terms of well-being as well as financial results the visionary leadership style should be a key tool in your leadership toolbox and i strongly suggest you learn more about this style check out our video on visionary leadership to learn how to avoid the pitfalls that come with a style as well as its pros and cons you can also learn a lot on how to create describe and communicate a great vision this part can be difficult but it can definitely be learnt you can also find a link to our resource page in the description visit that page to learn more about how you can educate yourself further to become a better leader these three examples will explain how the different styles can be used together in different combinations depending on the situation's needs the organization and the people the illustrations aren't exact at all it's just to give food for thought on different environments and the use of the styles example one fast food restaurant low skilled employees repetitive tasks and well-developed processes work procedures should be clear and strictly followed sticking to the process is the name of the game this requires some commanding leadership if you're skilled you might rely on coaching to get the employees to follow procedure instead getting the employees to stay in the long term will be easier if you apply some affiliative leadership handling peak hours might be easier with some pace setting i'm sure that other situations would call for the other styles to some degree example 2 advertisement agency high skilled employees creative tasks low repetition and a strong innovation need create an environment where initiative and ideas thrive by using democratic leadership build trust through affiliative leadership grow junior team members through coaching push for extra efforts close to deadlines with some pace setting add some visionary in there if you plan on growing the agency to become a leader within a segment example 3 global company i personally lead a global management team in a company with more than 1 000 employees my direct reports are senior leaders with functional or geographical responsibilities the scope involved is enormous ranging from manufacturing to development accounting to technical service commanding is rarely used perhaps only when it comes to legal compliance visionary leadership gives the entire workforce a goal to reach in a path to follow democratic leadership is a must in the management team meetings to give the specialist room to contribute coach leaders of different layers to ensure high future performance and proper succession build harmony and trust through affiliate of leadership and pays it occasionally in conjunction with critical deliveries i have been using this system for years in top leadership roles where i've been accountable for businesses as large as 300 million dollars remember that you should try to use all of the styles they all have a purpose and will help you to excel at leadership feel free to ask me questions in the comment section on which styles to use how to apply them or any other questions pertaining to leadership i'd be happy to help you before showing why this framework is better than all the others please like and subscribe i'd really appreciate it why are the goldman leadership styles the best if you're already convinced you'll be even more convinced in two minutes let's compare the kurt lewin model and the full range leadership model are two of the most widespread leadership style theories of today the lewin framework consist of democratic autocratic and laissez-faire leadership this set is from the 30s and i think we can all agree that leadership and the world around us has changed a lot since then laissez-faire is also known as hands-off leadership or simply the absence of leadership in a nutshell laissez faire builds on the leader stepping back and letting the team lead themselves there's no practical need for a leadership style that dictates you to stop leading the autocratic leadership style where the leader makes all the decisions with little or no input from the team is very dated and not fitting for the modern world it has proven several times to be a style detrimental to team engagement as well as productivity the democratic style is a keeper and it's the only one of these to qualify for the goldman framework let's take a look at frlm transformational leadership was born in the 1970s and is a very good leadership style that involves participation vision transformation and emotional intelligence just like the goldman framework transactional leadership originates from bureaucratic leadership and has been further developed in the 1980s and 90s transactional leadership which builds on repetition and target focus can be very useful together with laissez-faire which we already touched on they are grouped in the full range leadership model although the frlm has two good styles it lacks variety which by the way applies to the lewin framework as well change is very fast today and leadership becomes more and more complex switching between two styles is simply not good enough there are so many situations that don't fit either transformational or transactional styles and additional tools are needed that's where the six leadership styles by daniel goleman come in stronger and more flexible let's summarize the arguments favoring the goleman leadership styles one the goldman styles are modern and better fit today's requirements this is especially the case when comparing with the outdated lewin model 2. the goldman set gives more flexibility of styles and their proportions to begin with you can use the styles in different combinations and frequency as shown in the examples a minute ago the lewin styles are polar opposites so switching between them can be disruptive the frlm allows better switching but there is a big jump between the two relevant styles making transitions more difficult three the goldman set includes the essentials of lewin the frlm and more besides simply having a wider array of tools the goldman styles cover most of these two models the goldman set is very much built on emotional intelligence just like the transformational style if you translate the transformational leadership style to the goleman model it is pretty much a mix of democratic visionary and coaching leadership obviously the democratic style compares well to its counterpart in the lewin set transactional corresponds rather well to a mix of commanding and pace setting the lewin style of autocratic leadership is covered by the commanding style on top of this add the affiliative leadership style for 20 years i've studied observed and practiced leadership during this time the goldman framework has had a major impact on me as a leader and i am confident that this is the most useful leadership styles framework of today here's where i need your help the luan framework is still very dominant and i need you to like this video and help me reach 10 000 likes this could result in this framework outranking the lewin videos here on youtube that in itself will help to spread these six fantastic leadership styles to a broader audience so if you haven't already click like and share this video to your friends so they can like it too in return i'd be happy to respond to any leadership questions that you post in the comment section of this video please remember to subscribe as well and watch all our deep dive videos on the six leadership styles if you want more support and guidance feel free to visit our resource page at www.lead goldman resources thank you for watching this video i hope you enjoyed it and that it leaves you hungry for more leadership knowledge

Channel: Leadershipahoy!

Views: 5,987

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Keywords: leadership styles, management styles, leadership behavior, how to lead, improve as a leader, become a better leader, improve leadership, management framework, leadership framework, leadership styles by Goleman, leadership styles by daniel goleman, affiliative leadership, directive leadership, coercive leadership, participative leadership, democratic leadership, coaching leadership, visionary leadership, goleman vs lewin, goleman vs transformational, goleman vs FRLM

Id: RKJg1cGaJaE

Length: 22min 22sec (1342 seconds)

Published: Tue Jan 26 2021