Leadership Styles Whats your leadership Style Whats your

Leadership Styles

What’s your leadership Style?

What’s your leadership Style?

What are we going to look at today? Leadership Styles The I in leader – Self awareness Evaluating your style Leadership Styles

Leadership Styles Knowing Oneself The I in Leader

I Attitudes Take a moment to and think about and make a list of your attitudes to various work situations: • Giving a presentation • Attending a meeting • Writing a report • Your annual performance review • The difficult colleague you have to work with • Other team members

Interferences • How many of these “attitudes” have been negative? • How many of these “attitudes” have been positive? • How would your performance improve if your attitudes, beliefs and habits were all positive?

In groups read the statement below. What do you think it means? Have you got examples when you have acted as a facilitator or collaborative leader? Think Piece FEEDBACK What does Emotional Intelligence mean to you?

Think Piece The leaders of the future will need to be facilitators, leaders who enable others to develop their own leadership and potential. They will also be collaborative leaders, highly skilled in developing and sustaining mutually beneficial partnerships and able to influence and lead teams. These both require a new set of skills and attitudes for leadership – emotionally intelligent skills and attitudes.

Facilitators Think Piece • Do you help others to develop their own leadership and potential? Collaborative leadres • When leading teams are you able to lead teams to encourage others to work to agreed end? Emotionally intelligent • Are you able ot understand your beliefs, values, attitudes, competencies (E. g to empathise)?

The Good, the Bad and the Ugly Two lists Group discussion Good leader Bad leader In light of our discussions and reflections on EI what are the key features that you think will help some be a great leader?

The Six Leadership Styles • Daniel Goleman’s research found that leaders use six styles. Each springs from different components of emotional intelligence. • “Typically, the best, most effective leaders act according to one or more of six distinct approaches to leadership and skilfully switch between the various styles depending on the situation. - The New Leaders. Daniel Goleman

Commanding Visionary Leadership Styles Daniel Goleman Affiliative Democratic Pacesetting Coaching

Commanding Visionary Affiliative Democratic Pacesetting Coaching The leader’s modus operandi Demands immediate compliance Mobilizes people toward a vision Creates harmony and builds emotional bonds Forges consensus through participation Sets high standards for performance Develops people for the future The style in a phrase “Do what I tell “Come with you. ” me. ” “People come “What do you “Do as I do, first. ” think? ” now. ” “Try this. ”

Commanding Visionary Affiliative Democratic Pacesetting Coaching The leader’s modus operandi Demands immediate compliance Mobilizes people toward a vision Creates harmony and builds emotional bonds Forges consensus through participation Sets high standards for performance Develops people for the future The style in a phrase “Do what I tell “Come with you. ” me. ” “People come “What do you “Do as I do, first. ” think? ” now. ” “Try this. ” Underlying emotional intelligence competencies Drive to achieve, initiative, selfcontrol Empathy, building relationships, communicati on Developing others, empathy, selfawareness Selfconfidence, empathy, change catalyst Collaboration, team leadership, communicati on Conscientious -ness, drive to achieve, initiative

Commanding Visionary Affiliative Democratic Pacesetting Coaching The leader’s modus operandi Demands immediate compliance Mobilizes people toward a vision Creates harmony and builds emotional bonds Forges consensus through participation Sets high standards for performance Develops people for the future The style in a phrase “Do what I tell you. ” “Come with me. ” “People come first. ” “What do you think? ” “Do as I do, now. ” “Try this. ” Underlying emotional intelligence competencies Drive to achieve, initiative, selfcontrol Self-confidence, Empathy, empathy, building change catalyst relationships, communication Collaboration, team leadership, communication Conscientiousness, drive to achieve, initiative Developing others, empathy, selfawareness When the style works best In a crisis, to kick start a turnaround, or with problem employees When changes require a new vision, or when a clear direction is needed To build buy-in or consensus, or to get input from valuable employees To get quick results form a highly motivated and competent team To help an employee improve performance or develop longterm strengths To heal rifts in a team or to motivate people during stressful circumstances

Commanding Overall impact on climate Positive or negative? The leader’s modus operandi Demands immediate compliance The style in a phrase “Do what I tell you. ” Underlying emotional intelligence competencies Drive to achieve, initiative, selfcontrol When the style works best In a crisis, to kick start a turnaround, or with problem employees

Visionary Overall impact on climate Positive or negative? The leader’s modus operandi Mobilizes people toward a vision The style in a phrase “Come with me. ” Underlying emotional intelligence competencies Self-confidence, empathy, change catalyst When the style works best When changes require a new vision, or when a clear direction is needed

Affiliative Overall impact on climate Positive or negative? The leader’s modus operandi Creates harmony and builds emotional bonds The style in a phrase “People come first. ” Underlying emotional intelligence competencies Empathy, building relationships, communication When the style works best To heal rifts in a team or to motivate people during stressful circumstances

Democratic Pacesetting Coaching The leader’s modus operandi Forges consensus through participation Sets high standards for performance Develops people for the future The style in a phrase “What do you think? ” “Do as I do, now. ” “Try this. ” Underlying emotional intelligence competencies Collaboration, team leadership, communication Conscientiousness, drive to achieve, initiative Developing others, empathy, selfawareness When the style To build buy-in works best or consensus, or to get input from valuable employees To get quick results form a highly motivated and competent team To help an employee improve performance or develop longterm strengths

Leadership Styles • Which leadership style do you use most often? • Now find and sit with those who share your leadership style • Read about the positives and negatives of your primary style • Share examples of when you have used this style positively or negatively