Imagine that you work with a positive, charismatic leader.
She's excited about the future of the organization, and she shares this excitement with her team. She makes sure that people understand how their efforts contribute to this future, and this inclusion sparks loyalty and intense effort in the team.
Generally, morale and job satisfaction are high, because team members feel that they're making a difference. However, some people in her team don't respond well to this style of leadership. And when there's a crisis, she struggles to get some of them to focus on short-term objectives.
She could be more effective by varying her approach to leadership, depending on the situation; and she could do this by using "six emotional leadership styles," each of which is useful in different circumstances.
In this article, we'll look at these six emotional leadership styles. We'll explore each style, and we'll look at the situations where each is most useful. We'll also explore how you can develop the skills needed to use each style effectively.
The Six Emotional Leadership Styles
Daniel Goleman, Richard Boyatzis, and Annie McKee described six distinct emotional leadership styles in their 2002 book, "Primal Leadership." Each of these styles has a different effect on people's emotions, and each has strengths and weaknesses in different situations.
Four of these styles (Visionary, Coaching, Affiliative, and Democratic) promote harmony and positive outcomes, while two styles (Commanding and Pacesetting) can create tension, and should only be used in specific situations.
Goleman and his co-authors say that no one style should be used all of the time. Instead, the six styles should be used interchangeably, depending on the specific needs of the situation and the people that you're dealing with.
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