Which of These Six Leadership Styles Works Best? - WSJ.com

Which of These Six Leadership Styles Works Best? - WSJ.com

Wall Street Journal *

MANAGEMENT *

FEBRUARY 4, 2010, 12:32 P.M. ET *

Which of These Six Leadership Styles Works Best? ***

By ALAN MURRAY *

Leadership is a big, vague, amorphous topic. We can write about great leaders at great length. But practically speaking, how do you become one? *
A good start is to focus on leadership styles. Daniel Goleman, who popularized the notion of "emotional intelligence," has described the following six different styles that leaders use to motivate others. *

Our view is these are not mutually exclusive. You don't need to adopt one and ignore the others. Rather, the best leaders move among these styles, using the one that meets the needs of the moment. Think of them all as part of your management repertoire. *

HarperCollins Publishers
*** Adapted from the forthcoming book, THE
WALL STREET JOURNAL ESSENTIAL GUIDE TO MANAGEMENT: Lasting Lessons for the Best
Leadership Minds of Our Time, by Alan Murray. Copyright 2010 by Dow Jones &
Co. To be published in August by HarperBusiness, an imprint of HarperCollins
Publishers. ***

Visionary **. This style is most appropriate when an organization needs a new direction. Its goal is to move people towards a new set of shared dreams. "Visionary leaders articulate where a group is going, but not how it will get there – setting people free to innovate, experiment, take calculated risks," writes Goleman. *

Coaching **. This one-on-one style focuses on developing individuals, showing them how to improve their performance, and helping to connect their goals to the goals of the organization. Coaching works best with employees who show initiative and want more professional development. But it can backfire if it's perceived as "micromanaging" an employee, and undermines his or her self-confidence. *

Affiliative **. This style emphasizes the importance of team work, and creates harmony in a group by connecting people to each other. It's particular valuable when you need to improve team harmony, increase morale, and repair communication or repair broken trust in an organization." But it has its drawbacks. An excessive emphasis on group praise can allow poor performance to go uncorrected, and lead employees to believe that mediocrity will be tolerated. *

Democratic **. This style draws on people's knowledge and skills, and creates a group commitment to the resulting goals. It works best when the direction the organization should take is unclear, and the leader needs to tap the collective wisdom of the group. The consensus building approach can be disastrous in times of crisis, however, when urgent events demand quick decisions. *

Pacesetting **. In this style, the leader sets high standards for performance. He or she is obsessive about doing things better and faster, and asks the same of everyone. But Goleman warns this style should be used sparingly, because it can undercut morale and make people feel as if they are failing. "Our data shows that, more often than not, pacesetting poisons the climate," he writes. *

Commanding **. This is the classic model of "military" style leadership – probably the most often used, but the least often effective. Because it rarely involves praise and frequently employs criticism, it can undercut morale and job satisfaction. Still, in crisis situations, when an urgent turnaround is needed, it can be an effective approach. *

Note that what distinguishes each leadership style above is not the personal characteristics of the leader, but rather the nature and needs of those who are being led. As James MacGregor Burns argued in his path-breaking 1978 book, Leadership: "Leadership over human beings is exercised when persons with certain motives and purposes mobilize, in competition or conflict with others, institutional, political, psychological and other resources so as to arouse, engage and satisfy the motives of followers." *

Unlike "naked power wielding," he writes, "leadership is thus inseparable from followers' needs and goals." *

The good leader, in other words, must understand what motivates those he or she wishes to lead. *

Write to Alan Murray at Alan.Murray@wsj.com *

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http://dreamlearndobecome.blogspot.com This posting was made my Jim Jacobs, President & CEO of Jacobs Executive Advisors. Jim also serves as Leader of Jacobs Advisors' Insurance Practice.