Leadership styles according to Goleman

The phenomenon of leadership refers to Influence of a person (leader) about the rest of the group components. According to the American Heritage Dictionary, leadership is “the knowledge, attitudes and behaviors used to influence people to achieve the desired mission."

If you read the following psychology-online article you can identify the characteristics of a leader, know the Leadership styles according to Daniel Goleman, know who are the best leaders and know some features that can favor good leadership.

1. Differences between being a boss and being a leader: leadership models
2. Leadership styles according to Daniel Goleman
3. Features that favor good leadership
4. Who are the best leaders according to Goleman?

Differences between being a boss and being a leader: leadership models

A boss can take success as personnel, impose his position and opinion and usually inspire fear. Instead, a leader shares success with his team, listens, generates enthusiasm and inspires to improve. We could say that the leader has a work team that are his followers, While the director has subordinated employees.

Leadership styles according to Daniel Goleman

One of the most interesting contributions to leadership theory has been developed by the well -known American psychologist and Harvard teacher, Daniel Goleman. They are then exposed The 6 types of leadership according to Goleman:

1. Coercive leadership

"Do what I say"

Leader Order and send. It seeks immediate compliance with tasks through precise instructions. No one can question it and either asks for opinions.It is recommended to be used only when it is essential, since in the long term this style breaks the work environment and is negative for the achievement of the company's objectives, since workers demotivate, do not collaborate, stop transmitting ideas for fear of be rejected, etc.

It works well in crisis situations, when the immediate reaction is a determining factor or with problematic workers with whom everything else has already failed.

2. Orientative style

"Come with me"

The guidance leader is a visionary; He has a clear long -term vision and with his enthusiasm mobilizes people towards that vision. Orientative leadership generates a great commitment to the objectives and strategy of the organization. This style improves the work environment. The rules for success are on the table on equality for all, giving them the freedom to experience and innovate.

Usually it usually works well in most situations, although it fails, if the team forms experts who have more experience than the leader. Generates great motivation capacity.

3. Affiliative style

"People are the first"

This leadership style revolves around people. He strives to make the relationship between people harmonic. Your emotions are above the tasks and objectives.Employees have the freedom to do their job in the way they consider more effective.

It is an adequate type of leadership if you want to build harmony in the team, improve communication, when the team is new or when you have to motivate them during situations of high stress. On the other hand, you can give the impression that low performance is tolerated. It should be combined with other styles, such as orientative style.

4. Democratic style

"¿What do you think?"

Workers have a voice and vote in decisions thus increasing the flexibility and the responsibility. The participatory leader always seeks decision -making by consensus, people who are in a democratic system tend to be very realistic about what may or may not be achieved.

This type of business leadership works very well when the leader is not sure about the best direction to follow or when he needs to generate fresh ideas to achieve the objectives. This style loses its meaning when employees are not formed or do not have enough information to provide valid opinions.

5. Exemplary style

"Do what I expect without the need for it to tell you"

The leader implants Very high standards of performance marking some Very specific guidelines. Working standards are usually clear for the leader, but it does not explain them clearly, but expects people to know what they should do. Many employees feel overwhelmed by the demands of excellence of the leader who marks the guidelines. Flexibility and responsibility do not exist and work becomes focused on tasks and becomes very routine. If the leader is absent, people feel without direction since they are accustomed to the leader establishing the rules.

The exemplary style should be used rarely as it destroys the climate of a equipment. It can be useful when we have a great expert in the field and seek to learn by imitating their work modes.

6. Formative style

"Try it… "

Its main objective of this leadership style according to Goleman is the PEOPLE TALENT DEVELOPMENT. They contribute to employees to identify their strengths, weaknesses and professional aspirations, helping Establish development goals. These leaders give challenging tasks to their employees and be willing to endure failure in the short term, since they focus on personal development mainly. Motivates them to take initiatives and generate a joint growth atmosphere.This leadership works well if employees are aware of their weaknesses and wish to improve their performance. It makes little sense if for any reason, they are resistant to learn or improve.

If you want to know what your leadership style is, we recommend this leadership test with results.

Features that favor good leadership

¿You want to know how to be a good leader? Now that you know the leadership styles according to Goleman, we offer you this list with features that favor good leadership:

• Emotional Intelligence: We define emotional intelligence as the sensitivity to realize the mood and general climate of the group.
• Self-confidence: Do not depend on the approval of others.
• Accept one's limitations: know and respect their own limitations and others.
• Contain and postpone the action: prioritize reflection on impulses, postpone decisions. Cultivate a strategic vision.
• Modesty: Learn from the criticisms of others.
• Generosity: apply it especially when there are problems, avoid blaming others.

Who are the best leaders according to Goleman?

Goleman states that the best leaders do not use a single type of leadership. The efficiency of a leader is in have the ability to change flexibly from one style to another under the circumstances.

Taking it into practice, each of the six styles has its own place. Goleman emphasizes that the climate and business situation is in constant movement, therefore a leader should know when to exercise with a type of leadership or other, for greater efficiency.

However, we could say that leaders who have managed to dominate four or more styles -in special orientative, democratic, affiliate and the formative- They have the best climate and business performance. They encourage the development of professionals and commitment generation. On the other hand, we must bear in mind that we can be pleasant and be committed, but If we do not achieve the objectives, we will not be leaders.

Even if we do not have people in charge, knowing the different leadership styles can be useful for working groups, groups of friends and even for your personal relationships.

This article is merely informative, in psychology-online we have no power to make a diagnosis or recommend a treatment. We invite you to go to a psychologist to treat your particular case.

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