LEADERSHIP THAT GETS

RESULTS
Two important questions to be asked
• What do effective leaders do?
We will get several answers such as: they motivate, they create mission, they build a culture, etc.…..
• What should leaders do?
We will likely hear one answer:
The leaders’ singular job is to get results
• There is one reason that until very recently there is no quantitative
research has illustrated which precise leadership behavior yield
positive results
Leadership experts deliver advice based on their instinct or experience.
New research suggestion
• A research made on random sample of 3871 executives stated that
there are six distinct leadership styles, Each of them originates from
different components of emotional intelligence
• Emotional intelligence:
1. Self Awareness
2. Self Management
3. Social Awareness
4. Social skills
Leadership styles
1. Coercive
2. Authoritative
3. Affiliative
4. Democratic
5. Pacesetting
6. Coaching
Coercive Style
• Demands immediate compliance
• Style in phrase: Do what I tell you
• Emotional int. components: Drive to achieve, Initiative, Self-control
• Works best when: in a crisis, To kick start a turn around, With problem
employees
• Overall effect on climate: Negative
Authoritative Style
• Mobilizes people toward a vision
• Style in phrase: come with me
• Emotional int. components: self-confidence, empathy, change catalyst
• Works best when: Change requires a new vision, clear direction is
needed
• Overall effect on climate: Most strongly positive
Affiliative style
• Creates Harmony and builds emotional bonds
• Style in phrase: People come first
• Emotional int. components: Empathy, building relationships,
communication
• Works best when: Heel rifts in the team, Motivate people during
stressful circumstances
• Overall effect on climate: positive
Democratic Style
• Forges consensus through participation
• Style in phrase: What do you think
• Emotional int. components: Collaboration, Team leadership,
communication
• Works best when: Building buy-in or consensus needed, Get input
from valuable employees
• Overall effect on climate: positive
Pacesetting style
• Sets high standards for performance
• Style in phrase: Do as I do, Now
• Emotional int. components: Conscientiousness, Drive to achieve,
Initiative
• Works best when: To get quick results from a highly motivated and
competent team
• Overall effect on climate: Negative
Coaching style
• Develops people for the future
• Style in phrase: Try this
• Emotional int. components: Developing others, empathy, self-
awareness
• Works best when: To help employee improve performance or develop
long term strengths
• Overall effect on climate: Positive
A final conclusion
• Leaders with the best results do not rely on only one leadership style,
They use most of them seamlessly and in different measure
depending on business situation