Measures of Dispersion and Variability: Range, QD, AD and SD
Summary of the 6 Goleman leadership styles
1. 6 leadership styles –
from ‘The New Leaders’
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2. Sources
• The New Leaders
– Little, Brown 2002
– Goleman, Boyatsis &
Mckee
• Emotional Intelligence
– Daniel Goleman
• See also ‘Focus’
– Daniel Goleman
3. The Goleman Emotional
Intelligence Model
Awareness
Management
Self
Self Aware
SelfManagement
Others
Social
Awareness
Relationship
Management
5. Six leadership styles
• Four are naturally
‘assonant’
• Two are by nature
‘dissonant’ – but have
their place
•
•
•
•
Visionary
Coaching
Affiliative
Democratic
• Pacesetting
• Commanding
6. What makes the visionary style
assonant?
• Resonance: shared
dreams
• Impact on the culture:
strongly positive
• When appropriate:
times of change or
when clear direction is
needed
7. What makes the Coaching style
assonant?
• Resonance: connects
people’s goals to the
organisation’s
• Impact on the culture:
highly positive
• When appropriate:
when building people’s
capabilities – e.g. to
achieve top
performance
8. What makes the affiliative style
resonant?
• Resonance: creates
harmony by connecting
people to each other
• Impact on the culture:
positive
• When appropriate:
– Heal rifts in teams
– Connect people together
– Motivate at times of
pressure
9. What makes the democratic style
resonant?
• Resonance: values
peoples’ input;
commitment through
participation
• Impact on the culture:
positive
• When appropriate:
– to achieve buy-in/
consensus
– to get input from
employees
10. How does the pace-setting
style build resonance?
• Resonance: sets
challenging and exciting
goals – and achieves
them
• Impact on the culture:
positive when wellexecuted and not overused
• When appropriate:
– when starting up
– when stretching a wellmotivated team to get
even better results
11. How does the commanding
style build resonance?
• Resonance: soothes
fears
• Impact on the culture:
can calm people in an
emergency
• When appropriate:
– in a crisis
– to kick-start a
turnaround
12. When to use each style?
• Scan people and
situations
• Adjust your style
according to the
situation
• Recruit people with a
range of leadership
styles
• Learn to use more than
one style
There are many leadership styles and frameworks: many of them assume a single ‘Leadership Style’. This book holds the following basic premises:There’s no ONE leadership style or way of beingWe all need to flex our styles and understand the impact of each styleIn order to be more flexible, we need to understand and utilise a range of stylesTo achieve this, we need to understand the best times to use particular stylesEmotional Intelligence is an underpinning skill of good leadership behaviour
Daniel Goleman argues that leaders are made, not born. His model is a developmental one, that is, we start in the top lefthand corner (self awareness) and, once we are aware of how we are feeliing, we can then self-manage. Self-management is essential before we can be successful in our relationships with others.By self-management, we can control our behaviours with others.Once we know ourselves and self-manage our feelings and behaviours we can become better aware of how others are feeling.Once we can empathise with others better, we can build better relationships.
Describe what we mean by ‘assonant’ and ‘dissonant’ – The styles here are described in the order set out on page 70 of the bookVisionary – this means creating a picture of the future towards which the team can proceedCoaching – this means asking open questions of our people and letting them explore answers for themselves (requires focused listening and the use of open questions)Affiliative – this means building relationshipsDemocratic – this means building buy-in through consensus building, opinion-seeking (stakeholder engagement)Pacesetting – this means motivating by setting challenging goals and timetablesCommanding – giving direction in genuine emergencies
NB – the clouds are intended to convey ‘dreams’ – the clock hand is pointing in a particular direction
Notes: this team created their ‘team charter’ based on democracy and consensus – with everyone providing input
Ask the audience – what can you tell about this situation?body language of the people on the left how engaged are they (defensive body language, tired?)Distance from boss (centre right)What kind of leadership might you employ to motivate these people?