In my 25 years of corporate experience, I’ve observed that a leader may function as a supervisor, facilitator or mentor. Psychologist Daniel Goleman identified six leadership styles that team leaders can use to handle daily operations, manage change and foster innovation and creativity. Effective leaders choose the best style for the situation and promote diversity, resolve conflict, facilitate collaboration, communicate clearly and ensure staff development:
Authoritative
When I work with newly hired employees, I use an authoritative style. An authoritative leader inspires her team with an entrepreneurial spirit. She sets a direction and makes most of her decisions with gusto. Using this style, she mobilizes people toward a vision. This style works well with inexperienced teams but does not succeed with experts who know more than the leader or disagree with the vision, mission or goals.
Pace-setting
When my project team consists of seasoned workers, I like to challenge them. Using the pace-setting leadership style, a team leader sets high standards. If the team has extensive experience and motivation, this style works well. However, if the team lacks skills and knowledge to complete the job, setting the bar too high right from the start can frustrate and demoralize the team. To use the style effectively, a small-business leader needs to assess the team’s expertise level appropriately. This may include hiring the right employees from the start.
Affiliate
During periods of intense activity, I use the affiliate style to manage my team members. An affiliate leader focuses on building relationships and making connections. This style works well during stressful periods, such as a business start-up. Using this style also allows a leader to repair damaged relationships and build trust. Relying on this style exclusively, however, can decrease productivity in a small business.
Coaching
When requested, I use my coaching skills to guide inexperienced teams. Using the coaching leadership style, a leader encourages team members to develop their skills and knowledge. This works well when team members are receptive. Coaching succeeds when the team members recognize the leader’s value and expertise. If the work force lacks the desire to change, this leadership style produces poor results.
Coercive
The coercive leader behaves in an autocratic manner. He makes all the decisions without input from his subordinates. This style works best in a crisis situation but if used all the time, results in employee alienation. It prevents employees from taking charge and becoming accountable for their own actions. A small business leader who uses this style commands employees and demands compliance. Employee morale and job satisfaction suffers in the long run so I tend to avoid this style.
Democratic
When I work on a long-term project, I use the democratic style to lead the staff. Using the democratic leadership style, a leader seeks to build consensus. She conducts meetings and encourages participation by asking questions and involving everyone. This approach takes time, so it is not the right strategy for emergency situations. A team leader earns the respect of team members by fostering collaboration and this style works well for at small businesses producing innovative products and services.
