Robert Cullen 
           Leadership That Gets 
                     Results 
                     Daniel Goleman 
                                 
       Do you believe that your leadership style is a function of personality or inborn talent or 
       skill? It isn't. Your leadership style is a matter of strategic choice. If hearing that feels 
       liberating, that is because it is, and extremely so.  
       It means you no longer have to be limited to one or two styles in leading. You can learn and 
       adopt any leadership style that you want to. Like the best leaders, you too can master 
       several styles so that you have the flexibility with any leadership situation. You can mix and 
       match leadership styles to suit the situation and the individual or team you are dealing 
       with at any moment. This can certainly make you a more effective leader.  
       Most successful leaders have a range of strengths and emotional intelligence competencies 
       to draw from when they need. These include self-awareness, self-regulation, motivation, 
       empathy, and social skill, according to Daniel Goleman. We can also narrow down all the 
       leadership styles to six basic ones, each of which that uses different types of emotional 
       intelligence in varying combinations.  
       A leader’s job and how to do it 
       A leaders job is to get results.  
       Part of the 'how' depends on their leadership style. Research by the consulting firm 
       Hay/McBer, which used a random sample of 3,871 executives from a global database of 
       over 20,000 executives worldwide identified six distinct leadership styles. Each style 
       springs from different competencies of emotional intelligence. According to Goleman, these 
       styles have a unique and direct impact on "the working atmosphere of a company, division, 
       or team, and in turn, on its financial performance".  
       Leaders producing the best results use a range of leadership styles. “Imagine the styles, 
       then, as the array of clubs in a golf pro’s bag,” says Goleman. “Over the course of a game, the 
       pro picks and chooses clubs based on the demands of the shot. Sometimes he has to ponder 
                 his selection, but usually it is automatic. The pro senses the challenge ahead, swiftly pulls 
                 out the right tool, and elegantly puts it to work. That’s how high-impact leaders operate, 
                 too.” 
                 Understanding the leadership styles 
                 The six styles of leaders and how they work:  
                        Coercive leaders - Demand immediate compliance 
                        Authoritative leaders - Mobilize people toward a vision 
                        Affiliative leaders – Create harmony and builds emotional bonds 
                        Democratic leaders – Forge consensus through participation 
                        Pacesetting leaders – Set high standards for performance 
                        Coaching leaders – Develop people for the future 
                 The diagram, Six Leadership Styles at a Glance, shows how each leader goes about 
                 achieving results, the underlying emotional intelligence competencies for each style, when 
                 each style works best and the overall impact on climate.  
                 DIAGRAM: SIX LEADERSHIP STYLES AT A GLANCE 
                 Source: Harvard business review - March–April 2000                                                         
                 What is your comfort level with each leadership style? 
                 Most executives reading this will realize they have one or two predominant styles and a 
                 smattering of skills necessary for the other styles. Some styles may make you feel 
                 unnatural. However, if the best leaders are known to draw on multiple leadership styles as 
                 and when they need, this means you should try it too, if you are focusing on getting results. 
       You can do two things: Develop new styles or get key team members with the styles you 
       lack. I’d recommend both options to extend your leadership effectiveness.   
       Developing new leadership styles 
       To try expand your repertoire of leadership styles, understand your go-to styles first. Then 
       pick on a couple of styles you need to improve on. Make sure they are ones with a positive 
       impact on organizational climate. 
       Next, keep extending the skills necessary to be comfortable using them.  
       Be on the watch out for opportunities to use these styles in your daily work. People might 
       do a double take at some changes, but does not matter because your goal is to become a 
       more effective leader. If you are going to get better results, who is going to complain 
       anyway? 
       The best way to hone your skills is to try develop the underlying emotional intelligence 
       competencies that support the leadership styles you have chosen. For example, if you want 
       to develop your authoritative leadership style, you will need to work on your self 
       confidence, empathy and how to become a change catalyst.  
       Get a team that complements your styles  
       In some situations, especially where you need quick results, you may feel it is helpful to 
       boost up your leadership style with help from others. Surrounding yourself with a key team 
       and delegating work to people who have the best styles of the task in hand may be a great 
       strategy.  
       Conclusion 
       When deciding which style to use in any situation, you don't run through a checklist and 
       decide, "this will do". The decision should be far more fluid. And for it to come naturally to 
       you, you need practice, and a certain level of comfort in each style. According to Goleman, 
       successful leaders "are exquisitely sensitive to the impact they are having on others and 
       seamlessly adjust their style to get the best results." 
        
                         
                             
                                  Do what                Come                    People                What do               Do as I                 Try this 
                                                                                                                                                 
             IN SHORT:            I tell you             with me                 come first            you think?            do, now. 
                                  - 
                             
                   STYLE:          Coercive           Authoritative             Affiliative            Democratic             Pacesetting            Coaching 
                                 Drive to             Self-confidence,       Empathy,                 Collaboration,         Conscientious-        Developing 
                       EQ:       achieve,             Empathy,               Building                 Team                   ness,                 others, 
                                 Initiative,          Change catalyst        relationships,           leadership,            Drive to              Empathy, 
                                 Self-control                                Communication            Communication          achieve,              Self-
                                                                                                                             Initiative            awareness 
                                                                                                                                                    
         WORKS BEST              In a crisis, to      When changes           To heal rifts in a       To build buy-in        To get quick          To help an 
                  WHEN:   kick start a                require a new          team or                  or consensus,          results from          employee 
                                 turnaround,          vision, or when        to motivate              or to get input        a highly              improve 
                                 or with              a clear direction      people during            from valuable          motivated and         performance 
                                 problem              is needed              stressful                employees              competent             or develop 
                                 employees                                   circumstances                                   team                  long-term 
                                                                                                                                                   strengths 
               CLIMATE                                                                                                                              
               IMPACT:           Negative             Most strongly          Positive                 Positive               Negative              Positive 
                                                      positive