More than One Way to Skin the Cat – Leadership Style Part III

In addition to the Command and Control style, there are a number of leadership styles that Daniel Goleman, Richard Boyatzis and Annie McKee unearthed in the book, Primal Leadership, Realizing the Power of Emotional Intelligence.

And therein lies the rub, as they say…first because we all have a pre-dominant leadership style which also becomes our default style when we are stressed or excited or both; and second because we don’t always know when to use what style.

This is my interpretation of Mr Goleman and company’s view of a variety of leadership styles; the characteristics of each; and when it’s appropriate as a tool to maintain what he refers to as a positive emotional climate.

Style	Characteristics	When appropriate
Visionary	Emphasis on moving toward a compelling future vision Focuses on the big picture but brings it down to the ground to allow people to see where they fit Provides motivation for people to move forward and structure for people to work within	When changes require a new vision or clarity of purpose is needed. A highly effective style
Coaching	Emphasis on maximizing individual and team potential Communicates genuine interest in people Works tirelessly with people to extract their best performance Engenders trust	At times when followers want and need to improve individual and team performance Another highly effective style.
Affiliative	Emphasis on creating and maintaining harmony Values people and their feelings	When rifts occur in teams and during stressful times to strengthen relationships An effective style when used in combination with others that ensure that tasks are accomplished
Democratic	Emphasis on democracy and consensus building Values input from others Invites discussion and debate	Works well in combination with visionary style. Has a positive impact but can delay decision-making or lead to poor use of time
Pace-Setting	Emphasis on setting high standards with little direction or support Can focus on outcomes or “bottom line” issues excluding the larger vision.	Works well when all people involved are highly motivated and skilled needing little direction. Is often used inappropriately and can leave followers feeling poorly prepared or too driven.

So, you decide.  Are there other styles as well as the good ol’ command and control and the ones just described?  Is it possible to develop skill in all of them?  Does it help just to be aware of them and of our own pre-dominant style? Is there something missing?  What do you think?