U1a Goleman Leadership Gets Results

7/28/2019 U1a Goleman Leadership Gets Results

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Leadership That Gets Results

Daniel Goelman


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Set strategy

Motivate

Create mission

Build a culture

GET RESULTS


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EI is the ability to manage ourselves and our relationships

effectively

IE consists of four fundamental capabilities

Self awareness

Self management

Social awareness

Social skills


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Factors influencing work environment:

Flexibility: How free employees feel to innovate unencumbered

by red tape

Responsibility: sense of responsibility to the organization

Standards: level of standards that people set

Rewards: sense of accuracy about performance feedback and

aptness to rewards

Clarity: people have about the mission and values

Commitment: to a common purpose

Climate accounts for nearly a third of the organization financial results


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Coercive

Authoritative

Affiliative

Democratic

Pacesetting

Coaching


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Coercive: It can break failed business habits and shock people

into new ways of working. It works:

During a turnaround

When a hostile takeover is looming

During a genuine emergency

Authoritative: Works well in almost any business situation

Particularly effective when business is adrift

Fails if the leader is less experienced than his team members Collapses if the leader becomes overbearing

An authoritative leader states the end but gives people plenty of

leeway to devise their own means.


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Affiliative: a good all weather approach & should be employed

When trying to build team harmony and loyalty

Increase team moral

Improve team communication

Repair broken trust

Affiliative style should not be used alone. It may allow poor

performance to go uncorrected. Affiliative leaders rarely offerconstructive advice on how to improve so employees must figure

out how to do so on their own.


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Democratic: ideal when

The leader is uncertain about the best direction to take

The leader needs ideas and guidance from the team

Generate fresh ideas for executing the vision

Pacesetting: Setting extremely high performance standards and

being obsessive on doing things better and faster. Works when:

All employees are self-motivated, highly competent, and need

little direction or coordination.

Democratic style may end up in endless meetings and people may

end up feeling confused and leaderless. Does not work if the

employees are not competent and in times of crisis.


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Coaching: most effective when people are up for it. Or in

short, it works best with employees who want to be coached. It

does not wok when the employees are resistant to learning or

changing their ways.


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A leader must first understand which emotional intelligence

competencies underlie the leadership styles they are lacking.

Then work to increase his quotient of them.

Enhancing emotional intelligence is entirely possible with

practice.


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U1a Goleman Leadership Gets Results