Leadership Style Analysis

1093 Words 5 Pages
The intent of this paper is to provide the reader with an understanding of the current primal leadership styles and emotional intelligence within my workplace. Thus, I researched and analyzed the six leadership styles; visionary, coaching, affiliative, democratic, pacesetting, and commanding to determine which style(s) my supervisor practices. Hence, I will report the methods he uses and expose his toxicity. Furthermore, I studied his emotional intelligence, therefore, I will discuss and reveal his current skill set in the four following domains; social-awareness, relationship-management, self-management, and self-awareness. Moreover, I will discuss the leadership competencies within each domain and divulge his weaknesses providing a clear …show more content…
Thus, telling people the direction they are heading towards, however, not how to get there, therefore, people are allowed to experiment, invent, and take risk. Moreover, people understand what is expected of them due to the clarity generated from understanding how a particular position fits into the big picture. Verschoor (2006), states “leaders in great workplaces help to build employees ' pride in their work and the work of the company” because “employees know that their jobs make a difference and people feel good about the company 's image” (pg.19). Consequently, team commitment and pride is built, as a result of, working towards shared goals. Furthermore, visionary leaders positively engage people so deeply that the culture of the company becomes their values and mission. Such leader’s help employees understand how their work fits into the collective task and more importantly why it matters. Thus, maximizing “buy-in” from the employees to accomplish the company’s overall long-term goals and strategies. Hence, this leadership style should be used when changes entail a different vision or a new direction and the effect will have a strong positive impact on the organizational climate. On the other hand, it should not be used when working with experts or people with more experience. Although, our team is in dire need of a new vision, my supervisor does not have the emotional intelligence leadership competencies such …show more content…
Thus, coaching concentrates on developing individuals instead of achieving task, the tactic usually establishes relationships and builds trust which generates positive emotional responses. Coaching creates conversation, thus, leaders get to know their employees, and take a genuine interest in their development instead of thinking of them as tools. Additionally, employees are more open to feedback, as a result of their best interest being served. Such leaders help a person recognize their strengths and weaknesses furthermore correlate them to their personal and professional goals. Moreover, leaders who use the coaching style inspire people to create long-term goals and assist them with conceptualizing a strategy to achieve their goals. These leaders outline their roles and responsibilities as well as the employees. Also, employees stay motivated when the leader is able to link their work to their long-term goals, hence, the significance of leaders knowing their employees on a personal level. Furthermore, assigning challenging tasks positively influences a person’s mood since it interrupts the redundancy and drives people beyond their abilities. The approach of this leadership style has a highly positive impact on the climate when used to help employees improve performance with the establishment of long-term competencies. However, when used inappropriately, the leader becomes a

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