Imagine that in a brainstorming session, the leader uses the “directive” or “leader” leadership style. In this situation, the manager will probably not have the impact he or she wants to have.
The judicious use of different leadership styles allows managers to have a more positive impact and adapted to the situations. As a leader, learning to adapt your style is a very powerful tool that can save many problems!
When a leader wants to positively influence their environment, they can learn how to choose the right leadership style for the right context.
In this article, I use Daniel Goleman’s six leadership styles. For each one, you will have a description as well as its optimal use. At the end of the article, I have added coach questions that will allow you to become aware of your impact and put in place the relevant actions to achieve the results YOU want!
Leadership styles
1-The directive style
“Do as I tell you.”
If the directive style is not your natural style, you may have a negative bias towards this style. In fact, its impact is mostly negative, except in one situation…
Description
The use of the directive leadership style leads to a directive or even authoritarian style of communication. The leader can impose actions without explaining the overall vision. He expects a quick execution. It’s a style that can tend to handle concrete tasks rather than the big picture. In general, this style can generate resistance in the team, and does not work for creative tasks or giving autonomy.
Optimal use
The directive style in the event of a crisis will be very reassuring for teams who will have the impression that the leader feels in control in the situation. Imagine that there is a fire or an incident… Would you like to be asked for your opinion or would you like to feel that someone is taking charge of the situation and leading?
2-The leading style
“Look at me and do as I do!”
This style is natural for some experienced experts and sets high standards of performance.
Description
This style is less authoritarian than the directive style, which is nevertheless demanding! This type of leader demonstrates a high level of performance. Those with the same abilities will be motivated, others may become discouraged or feel inadequate. This type of leader can take over certain tasks to be completely satisfied.
Optimal use
If your team or employee is motivated and competent, this is a very appropriate style! People will feel free and empowered… as long as they deliver! On the other hand, if you do not have the competence of the employees in terms of requirements, this could have a demotivating effect.
3-The visionary leadership style
“Come with me!”
This mobilizing style, often perceived as positive, can also have negative impacts depending on its use!
Description
This style emphasizes the big picture by explaining why and what it means. He relies on others to determine how to implement his vision. He inspires, breathes energy into the group and brings people together. Sometimes, he can be misunderstood, because his words are not concrete enough.
Optimal use
When there is a need to unite around a common sense or to show direction. Warning: Does not work where teams need concrete elements.
4- The collaborative style
“People first.”
This leader creates emotional connections with people in order to establish harmony.
Description
This leadership style seeks group cohesion with gentleness, empathy and listening. He wants every member of the group to feel good. He tries to resolve conflicts and establish or re-establish collaboration.
Optimal use
This style is very effective for creating a new team, easing tensions, or improving group collaboration.
5-The participative style
“And you, what do you think?”
This type of leader creates consensus and/or ensures that each person participates in decisions or brainstorms.
Description
Here the leader seeks the participation of the team. He rarely makes decisions and solicits a lot of ideas. This style can improve creativity and employee empowerment.
Optimal use
Useful for everyone to feel heard, build consensus or generate ideas. Beware of successful people who may get impatient waiting for a consensus!
6- The coach style
“Try this!”
This style promotes the development of people and teams, over the long term.
Description
The leader invested in learning people, developing their strengths and solving their weaknesses. He seeks to create autonomy. This style requires a lot of listening and leaves room for mistakes.
Optimal use
Appropriate for developing a motivated resource! Just be careful to keep a benevolent supervision! Leaving room for error is not letting go completely because it can create a demotivation.
Conclusion on Leadership Styles
The best leadership style is one that combines performance and well-being. By adapting to situations and context, the leader can easily have a more positive impact by judiciously using Daniel Goleman’s six leadership styles.
Coach Questions
Do the following exercise to become aware of your impact and put in place the relevant actions to achieve the results YOU want.
- The style(s) that are closest to mine: _________
- The advantages of this style(s) are: ____________
- Situations where this style(s) is/are less appropriate: _______
- In these situations, what would be the best style to adopt?
- What would be the impact for you if you adapted your leadership styles more in your daily life?
- What would be the impact on others?
- And what would be the impact on the bottom line?
- How could you facilitate the development of styles that are useful to you but less natural?
To go further, take the Manage and Lead online training. (See details here.) and get support in management coaching.
**Use the comments to share your thoughts and ask your questions!