6 Leadership Styles. Not what we expected?
What started out as a book review of Daniel Goleman’s Working with Emotional Intelligence (not to be confused with Daniel Goleman’s book Emotional Intelligence) quickly turned into a much deeper dive than we were expecting!
So where do we start?
Hay McBer’s six leadership styles and Daniel Goleman’s six emotional leadership styles offer different perspectives on effective leadership, but those two perspectives are both driven by the same research…
It’s been noted that Goleman and Hay McBer are on friendly terms, they shared many connections through Harvard University and cooperated on the research that led to Goleman’s Working with Emotional Intelligence. CG Fewston does highlight a degree of “professional nepotism” in the relationship between Goleman and McBer, which seems like a valid point.
But as the more commercially minded at Totem Towers must confess, if we’re paying some of the bill into a research study – we’re going to need something more than a few citations in recompense. See our work on Confidence! Book your workshop Here!
Now that we’ve established our position as firmly on the fence…
There’s clearly a great deal of overlap between McBer’s research, which you can find here – skip to page 4, it gets really juicy from there onwards – and Golemans’ work. Hay McBer’s six leadership styles and Daniel Goleman’s six emotional leadership styles offer slightly different perspectives on effective leadership. While both frameworks recognize the importance of adaptability and situational awareness, they differ in their focus and emphasis, but not always.
Let’s compare and contrast the two…
Directive Leadership: Goleman’s commanding style, which focuses on giving clear instructions and immediate compliance, aligns with McBer’s directive leadership. This style is characterized by clear instructions, specific expectations, and a focus on immediate results. It provides structure and guidance to teams and is effective in situations that require quick decision-making. McBer’s model recognizes the need for leaders to provide clear direction and set goals for their teams.
Supportive Leadership: This style emphasizes the well-being and personal development of team members. Supportive leaders create a positive work environment, build trust-based relationships, and provide emotional support. This approach fosters collaboration and encourages team members to reach their full potential. This is where Goleman’s affiliative style emphasizes building relationships and fostering a positive work environment.
Participative Leadership: Participative leaders involve team members in the decision-making process and value their input. This style promotes open communication, collaboration, and shared responsibility. It taps into the diverse perspectives and ideas of team members, fostering creativity and innovation. Goleman’s democratic style corresponds to McBer’s participative leadership, as it involves involving team members in decision-making and valuing their input.
Achievement-Oriented Leadership: This style sets challenging goals and has high expectations for team members. Achievement-oriented leaders provide continuous feedback and support continuous improvement. They inspire their teams to strive for excellence and reach their full potential. This is where Goleman’s pacesetting style overlaps to achievement-oriented leadership, setting high standards and pushing team members to achieve them.
Coaching Leadership: Coaching leaders focus on individual development and growth. They act as mentors, providing constructive feedback, identifying strengths and areas for improvement, and offering opportunities for skill enhancement. This style builds strong relationships and fosters trust and loyalty. Goleman’s coaching style aligns here, focusing on the development and growth of individuals through constructive feedback and guidance.
Visionary Leadership: Visionary leaders inspire and motivate their teams by articulating a compelling vision for the future. They provide a sense of purpose and direction, aligning team members towards a common goal. This style is particularly effective during times of change and uncertainty. Similar to McBer’s visionary leadership, Goleman’s visionary style involves articulating a compelling vision and inspiring others to work towards it.
The research by Hay McBer / Goleman has provided valuable insights into the six leadership styles that can be employed by leaders to effectively lead their teams, and we’re not knocking it. In fact we’re big fans of Goleman’s work.
Understanding the situational context and the needs of team members is paramount in selecting the appropriate leadership style. Leaders who can adapt their style accordingly will be better equipped to navigate diverse challenges and inspire high-performance teams. By leveraging the strengths of each leadership style, leaders can foster a culture of productivity, growth, and success within their organisations.
