Session Summary
Session Hosts: Dr. Lisa Stevenson and Dr. Dr. Elaine Bland
Presenters & Panelists: Cheryl San Juan, Dr. Elizabeth Monaghan and Dr. Wen Nie
Session Objectives: At the end of this webinar, you will be able to:
- Describe six leadership styles, including the benefits and challenges of each.
- Explain the importance of developing and strengthening different styles to use depending on the leadership situation.
Recommended Resources:
- Session Recording
- Suggested Reading:
- Primal Leadership: Unleashing the Power of Emotional Intelligence (Goleman, Boyatzis, McKee (2013))
- Goleman's Questionnaire
Session Highlights & Themes:
This session underscores the fact that leadership skills can be honed and developed over time, with continuous learning and practice being essential to becoming an effective leader.
Goleman's Leadership Styles
- Coercive (Directive)
- This style is about stepping in with authority to demand immediate action and results (i.e., Do what I tell you.)
- When to use: in high-pressure situations when there’s no time for debate
- Avoid long term use
- Authoritative (Visionary)
- Inspires team by painting a clear vision, then letting the team figure out the way to get there
- When to use: in times of change, or when teams need a shared purpose
- Avoid when the leader lacks credibility or a more collaborative approach is needed
- Affiliative
- Focuses on building emotional bonds and harmony, making people feel valued and connected
- When to use: ideal for mending relationships, boosting morale, or creating a positive, trusting team culture
- Avoid when hard decisions need to be made or performance issues need addressing
- Democratic (Participative)
- This approach invites everyone to contribute ideas and participate in decisions, fostering collaboration and buy-in
- When to use: when creativity, input, or team ownership is needed, especially with skilled or experienced teams
- Avoid using in fast-paced or high-stakes situations as it can slow progress and lead to decision paralysis
- Pace setting
- Sets high standards, models excellence, and expects the same from the team
- When to use: With self-motivated, high-performing teams who thrive on challenge and autonomy
- Avoid overuse, it can overwhelm less experienced team members and lead to burnout or resentment
- Coaching
- This style focuses on developing individuals by helping them build skills and confidence for the future
- When to use: for long-term growth, especially with team members who are eager to learn and evolve
- Avoid it in crisis situations or with team members who are resistant to feedback
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