What should leaders do? 
               Get results!
   • New research by consulting firm Hay/McBer draws 
     on a random sample of 3,871 executives from a 
     worldwide data base of 20,000 global executives.
   • The research found 6 distinct leadership styles 
     coming from emotional intelligence. These styles 
     appear to have a unique impact on the working 
     atmosphere of a company.
                               
                      What should leaders do? 
                           Get results! (Cont.)
      • The research indicates that leaders with the best results 
        do not rely on only one leadership style. They use most 
        of them based on the business situation.
      • Emotional intelligence is the ability to manage ourselves 
        and out relationships effectively. 
      • The 4 capabilities are:  self-awareness
            self-management
            social awareness 
            social skills.
                                   
    What are the Six Leadership Styles?
   Brief grouping includes:
   Coercive: leaders demand immediate compliance.
   Authoritative: leaders mobilize people toward a vision. 
   Affiliative: leaders create emotional bonds and harmony.
   Democratic: leaders build consensus through participation.
   Pacesetting: leaders expect excellence and self-direction.
   Coaching: leaders develop people for the future
                                    
                     How do we Measure 
                     Leadership’s Impact?
     David McClelland (Harvard) found that          leaders 
     with strengths in a critical mass of     6 or more 
     emotional intelligence competencies were far more 
     effective than peers who lacked such strengths.
   • When he analyzed division heads of a global food 
     and beverage company, he found that among leaders 
     with a critical mass of emotional intelligence, 87% 
                         rd
     placed in the top 3  for annual salary bonuses based 
     on their business performance. These leaders and 
     their divisions outperformed others by 15 to 20%.
                                
                        What was McClelland’s 
                       Research Trying to Find?
                     The research was trying to find links 
     among leadership and emotional intelligence, and 
     climate and performance.  
   • Climate refers to 6 key factors that influence an 
     organization’s working environment including 
     flexibility (how free employees feel to innovate) 
     responsibility to the organization, standards that 
     people set, clarity that people have about the 
     mission and values, and commitment to a common 
     purpose.