![]() ![]() Goleman details the types of business situations each style is best suited for, and he explains how leaders who lack one or more of these styles can expand their repertories. The research indicates that leaders who get the best results dont rely on just one leadership style they use most of the styles in any given week. ![]() And coaching leaders develop people for the future. ![]() Pacesetting leaders expect excellence and self-direction. Democratic leaders build consensus through participation. Affiliative leaders create emotional bonds and harmony. Authoritative leaders mobilize people toward a vision. Coercive leaders demand immediate compliance. Each style has a distinct effect on the working atmosphere of a company, division, or team, and, in turn, on its financial performance. He outlines six distinct leadership styles, each one springing from different components of emotional intelligence. Now, drawing on research of more than 3,000 executives, Goleman explores which precise leadership behaviors yield positive results. One reason, says Daniel Goleman, is that such experts offer advice based on inference, experience, and instinct, not on quantitative data. But even with all the leadership training programs and expert advice available, effective leadership still eludes many people and organizations. ![]() Book Synopsis A leaders singular job is to get results. ![]()
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