Goleman's 6 leadership styles
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Daniel Goleman, one of the most influential thinkers on leadership and emotional intelligence, has identified six different leadership styles that he believes can help leaders navigate a variety of situations. These leadership styles have been widely discussed and used in both businesses and organizations around the world, and many leaders have successfully implemented them into their leadership practices. In this blog post, we will dive into Goleman's six different leadership styles and discuss how they can be used to create more effective, engaged and successful teams.
Who is Daniel Goleman
Daniel Goleman is an American author, psychologist and researcher best known for his work on emotional intelligence and leadership. He was born in 1946 in California and holds a PhD in psychology from Harvard University. Goleman has written numerous books on topics such as emotional intelligence, leadership, mindfulness and sustainability, and his work has had a major impact on leaders and organizations around the world. He has also taught at several universities and is a popular speaker. Goleman is one of the most cited authors in psychology and leadership and has received numerous awards and honors for his work.
Goleman's 6 leadership styles
Goleman has identified six different leadership styles that he believes are effective in different situations. The six leadership styles are:
- Forced leadershipA forced leader gives clear orders and expects employees to follow them without question. This style can be effective in crisis situations or situations where quick action is needed, but can lead to a lack of creativity and motivation among employees.
- Authoritarian leadership: An authoritarian leader has a clear vision and communicates it clearly to employees. This style can motivate employees and give them a sense of purpose, but can lead to a lack of engagement if the leader doesn't take employees' needs and ideas into account.
- Connected leadershipA connected leader prioritizes relationships and collaboration between employees. This style can lead to increased morale and engagement, but can be ineffective when tough decisions need to be made.
- Democratic leadershipA democratic leader includes employees in the decision-making process and encourages debate and collaboration. This style can lead to increased engagement and creativity, but can be ineffective when quick decisions need to be made.
- Fartsetter leadership: A fartsetter leads by example and expects employees to perform as well as they do. This style can lead to high performance and efficiency, but can be ineffective when employees don't have the same skills or motivation as the leader.
- Coaching leadership: A coaching manager leads employees by providing guidance and support. This style can lead to increased employee development and engagement, but can be ineffective when quick action is needed or when employees don't want or need guidance.
Familiar examples of the management styles in use
There are several well-known leaders who have used Goleman's leadership styles and had success with them. One example is Howard Schultz, former CEO of Starbucks, who is known to have used a connected leadership style to build a strong team and a positive work environment. Schultz prioritized building close relationships with employees and was known for being responsive to their ideas and feedback. As a result, Starbucks had a low turnover rate and high employee satisfaction, which contributed to the company's success and growth over the years.
Another example is Jack Welch, former CEO of General Electric, who became known for using a coercive and authoritarian leadership style to transform the company and increase its productivity and competitiveness. Welch was known for setting high goals and expectations for his employees and creating a culture that rewarded performance and results.
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