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Leadership Styles Primary Source: http://www.money-zine.com/Career-Development/LeadershipSkill/Leadership-Style/ Coaching Leadership Style If you lack knowledges or skills in a field or if you're simply looking for a partner to share their knowledges and skills, then you need to find someone that is good at the coaching leadership style. Coaching leaders are excellent at helping others to advance their skills, building bench strength and providing career guidance. Attributes of Coaching Leaders As described by Daniel Goleman, (http://changingminds.org/disciplines/leadership/styles/six_emotional_styles.htm), the coaching leadership style is best summed up by the phrase "try this." If you're already working for a coaching leader (http://www.money-zine.com/Definitions/Career-Dictionary/CoachingLeadership-Style/), you're in luck. One of the things these leaders do best is to help employees identify both their strengths and weaknesses - and it's always helpful to have another share their opinion. Coaching leaders are also able to tie together your career and personal goals. They help you see how everything fits together. Because of this ability and their interest in you, then can help you develop a long-term plan to reach your long-term goals. Don't think that coaching leaders will hold your hand. They will give you plenty of feedback on your performance. They provide knowledge, they set high standards, they delegate, and they give employees assignments that are challenging. Coaching leaders are individuals that are genuinely interested in building their success by helping others succeed. Using their own self awareness and lessons learned, they focus on the development of others. The coaching leadership style is most effective when the employees working under the coach are receptive to this help. If you're managing employees that are extremely resistant to change or are not interested in learning new things, then you'll struggle if you choose this style. It's also inappropriate to use the coaching leadership style (http://www.money-zine.com/CareerDevelopment/Leadership-Skill/Leadership-Style/) if you lack the technical expertise to help those you're managing. That being said it's very rare in the workplace to find employees that are not interested in improving their performance and bettering themselves. As a coach, you understand it's important to supply ongoing feedback on performance. It's equally important to do this in a

manner that motivates (http://www.money-zine.com/Career-Development/LeadershipSkill/Motivation-Theory-and-Leadership/) the employee and does not create fear. The intriguing aspect of the coaching leadership style is that it is used so infrequently, yet it is extremely effective in almost any situation (http://www.money-zine.com/CareerDevelopment/Leadership-Skill/Situational-Leadership/). In conclusion, if you're practicing the coaching style, you'll know you're successful if these are the messages you're sending:

· · ·

I believe in your abilities. I'm willing to invest my time in you. In exchange for this trust and investment, I expect you to make you to try your hardest.

Examples of Coaching Leaders It is extremely difficult to find clear examples of modern coaching leaders. The best examples of this particular style would be leaders that were labeled as "famous" mentors or those involved in well known mentoring pairings. Additional Leadership Styles Affiliative Leadership. The affiliative leader was first described by Daniel Goleman in connection with the six leadership styles he defined in his theory of Emotional Intelligence. As described by Goleman, affiliative leaders can be summarized individuals that are often more sensitive to the value of people than reaching goals. The affiliative leader prides themselves on their ability to keep employees happy and create a harmonious work environment (http://www.money-zine.com/Definitions/Career-Dictionary/Work-Environment/). These leaders attempt to build strong relationships with those being led in the hopes that these relationship will bring about a strong sense of loyalty in their followers. Autocratic Leadership. One form of an autocratic leader is a dictatorship. In this situation, the leader's word is "law." The typical autocratic leader does not involve others in the decision making process. These leaders might resort to force, manipulation, or even threats to accomplish their goals. In the workplace, some conditions may simply call for urgent action, and in these cases an autocratic style of leadership may be best style to adopt. Surprisingly, most workers have already worked for an autocratic leader and therefore have little trouble adapting to that style. Charismatic Leadership. Charismatic leaders are often thought of as heroes that are able to use their personal magic to lead others. This can be an extremely powerful way to lead others. In fact, such strong charismatic influence can be achieved over others that these leaders can make their followers do some pretty extraordinary things. Charismatic charm can be both a blessing and a curse. That's because charisma can be used for the good of a company or nation - but also

for less-than-honorable reasons. Charismatic leaders have the ability to sense the gap that exists between what an organization is delivering to its followers and what the followers need from an organization. Authoritative Leadership. Authoritative leaders were first described by Daniel Goleman in connection with the six leadership styles he defined. As described by Goleman, authoritative leaders can be summarized as being experts in their field of work that are able to clearly articulate a vision and the path to success. Coercive Leaders. The Coercive Leadership Style should be used with caution because it's based on the concept of "command and control" which usually causes a decrease in motivation among those interacting with this type of manager. The coercive leader is most effective in situations where the company or group requires a complete turnaround. It is also effective during disasters or dealing with under performing employees - usually as a last resort. Pacesetting Leaders. When employees are self-motivated and highly skilled, the Pacesetting Leadership Style is extremely affective. The pacesetting leader sets very high performance standards for themselves and the group and exemplifies the behaviors they are seeking from other members of the group. This leadership style needs to be used sparingly since workers can often "burn out" due to the demanding pace of this style. Democratic Leaders. The Democratic Leadership Style gives members of the work group a vote or a say in nearly every decision the team makes. When used effectively, the democratic leader builds flexibility and responsibility and can help identify new ways to do things with fresh ideas. Be careful with this style, however, because the level of involvement required by this style and the decision-making process can be very time consuming. Mastering Multiple Leadership Styles The formula for a leader's success is really quite simple: The more leadership styles that you are able to master, the better the leader you will become. Certainly the ability to switch between styles as situations warrant will result in superior results and workplace climate. In fact, Goleman's research revealed that leaders that were able to master four or more leadership styles - especially the democratic, authoritative, affiliative and coaching styles - often provide superior performance from their followers as well as a healthy climate in which to work. They can become transformational rather than primarily transactional leaders. Sources ­ below is a list of the internet sites referenced above. Coaching and Career Development Style - http://www.money-zine.com/CareerDevelopment/Leadership-Skill/Leadership-Style/

Daniel Goleman http://changingminds.org/disciplines/leadership/styles/six_emotional_styles.htm Coaching Leader - http://www.money-zine.com/Definitions/Career-Dictionary/CoachingLeadership-Style/ Motivation - http://www.money-zine.com/Career-Development/Leadership-Skill/MotivationTheory-and-Leadership/ Situational Leadership - http://www.money-zine.com/Career-Development/LeadershipSkill/Situational-Leadership/ Work Environment - http://www.money-zine.com/Definitions/Career-Dictionary/WorkEnvironment/ If you are interested in reviewing different approaches to leadership, you might want to start at ­ Rensis Likert - http://changingminds.org/disciplines/leadership/styles/likert_style.htm James McGregor Burns ­ Transformational leadership http://en.wikipedia.org/wiki/Transformational_leadership Blake Mouton Managerial Grid - http://en.wikipedia.org/wiki/Managerial_grid_model Victor Vroom - Expectancy Theory - http://en.wikipedia.org/wiki/Victor_Vroom Warren Bennis - http://www.hr-newcorp.com/articles/bennis_Leaders.pdf Frederick Herzberg ­ The Two Factor Theory - http://en.wikipedia.org/wiki/Frederick_Herzberg John Pickering ­ The High Performance Organization ­ www.highperformanceorg.com Chester Barnard ­ The functions of the executive - http://en.wikipedia.org/wiki/Chester_Barnard

As a general reference, you may wish to look at http://govleaders.org/ .

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