Daniel Goleman
Sergio Caredda
Goleman, D. (2000). Leadership That Gets Results. Harvard Business Review. https://hbr.org/2000/03/leadership-that-gets-results
Description:
One of the most important classifications of leadership style, derives from the work of Goleman originally in its milestone article Leadership that Gets Results (Goleman, 2000), then in the widely acclaimed book Primal leadership (Goleman, Boyatzis and Mckee, 2013). Based on a thorough research, the model does not only identify styles that are more effective, but also the conditions for the effectiveness of each one.
Six types of leaders are identified, even if most of them exist not in their purest form, but rather as mix of the individual styles.
- Visionary — mobilize people toward a vision.Works best when a clear direction or change is needed.Most positive climate.
- Coaching — develop people for the future.Works best when helping people and building long-term strength.Positive climate.
- Affiliative — create emotional bonds and harmony.Works best to heal rifts in teams or motivate people in stressful times.Positive climate.
- Democratic — build consensus through participation.Works best to create consensus or get input.Positive climate.
- Pacesetting — expect excellence and self-direction.Works best to get quick results from a highly competent team.Negative climate.
- Commanding — demand immediate compliance.Works best in crisis or with problematic people.Negative climate.
The correlation with climate is essential, although also the more negative styles can be adopted in specific situations.
Notes:
Also:
Goleman, D., Boyatzis, R. E., & Mckee, A. (2013). Primal leadership: Learning to lead with emotional intelligence. Harvard Business School Press.
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