6 styles of emotional leadership



Table of Contents
[]

    First of all, make sure you understand the importance of emotional intelligence competencies in leadership.
  • Daniel Goleman emotional intelligence summary
  • 6 emotional leadership styles and how to apply them in HR management

    1. The Authoritative (Visionary) Leader

    Visionary Leadership Style aim to make plan for the future and ask employees on the right path to that goal / ph: pexels

    2. Coaching Style - The Coaching Leader

    Coaching Leader helps employees maximize their potential through the right goals and challenges / ph: pexels

    3. Connection Style - The Affiliative Leader

    4. Democratic Style - The Democratic Leader

    5. Commanding Style - The Coercive (Commanding) Leader

    Leadership style / Commander give out clear orders based on a powerful stance, forcing employees to obey whether they want to or not / ph: pexels

    6. Leading Style - The Pacesetting Leader

Below is guide to apply 6 emotional leadership styles in HR management.

Knowing 6 styles of emotional leadership, knowing when to apply and how to apply will be a useful guideline for career of any leaders.

There are people who even possess a good level of expertise that many people admire but still fail to take the role of a leader.  There are leaders who, although are not outstandingly talented, but still win the hearts of the staffs and have achieved a lot of success.

 What makes that difference?  The answer is the leader’s self management emotional intelligence.

The Research by Daniel Goleman - a psychologist and a talented author has shown that emotional leadership style determines up to 30% of the company's profits.

 He has studied the intimate relationship between emotional intelligence components and leadership effectiveness, from which he shown six styles of emotional leadership that can deliver the desired results in the workplace.

First of all, make sure you understand the importance of emotional intelligence competencies in leadership.

 Emotional Intelligence (EI) often refers to the emotional intelligence quotient (EQ) of each individual.  This index describes the abilities, skills and self-awareness to identify, evaluate, and regulate feelings of ourselves and that of others.

 Competent leaders all have a high level of emotional intelligence.  They always understand what they are feeling, what that emotion is and how it can affect others.  They are also smart enough to see through other people's emotions to have the most positive impact plan.

 Emotional leadership is the use of emotional intelligence to navigate the emotions of those around them (Guide their staffs in the direction they want. Like a golfer using different clubs for each hit.  With the difficulty level, excellent leaders must also know how to use each style of emotional leadership to best suit each specific situation.

 Without emotional intelligence, no matter how sharp and intelligent a person is, it is still difficult to become a big leader.  This is also an important factor to help distinguish "Leadership" and "Management" in HR management.

Daniel Goleman emotional intelligence summary

 While researching over 3,000 leaders to find specific leadership behaviors and determine their effects on the corporate environment, Goleman found that the ability to adopt emotional leadership styles varies depending on characteristics of each leader, the circumstances of each organization and its different employees.

 A talented leader needs to master 4 or more emotional leadership styles, especially the style of Leadership, Democracy, Leading and Coaching;  that will help them achieve satisfactory success in HR management and business growth.

 Characteristics of each emotional leadership style and how to apply them are detailed as below.

6 emotional leadership styles and how to apply them in HR management

1. The Authoritative (Visionary) Leader

6 styles of emotional leadership

Visionary Leadership Style aim to make plan for the future and ask employees on the right path to that goal / ph: pexels

 "Come with me" is a saying that expresses the essence of the directional style.

 Leaders show their ability to inspire and direct people towards a common goal.  Leadership is only a guider, not forcing employees to how to achieve their goals as the commanding style.  Therefore, employees must find ways to realize the plan by themselves and leaders need to have empathy for the job to proceed smoothly.

Oriented style works best when the organization needs a new direction, the company needs to change the business strategy, ... However, when working with a team with more experience than you, it will not be more useful than democratic style - The Democratic Leader.  Furthermore, if used regularly, this style can make the image of a leader overbearing.

 The basis of this emotional leadership is confidence and empathy.  Therefore, in order to develop this emotional leadership, in addition to enhancing the expertise and the ability "foresight", the leader needs to promote confidence and empathy with those around him.  Get excited about the changes and let employees see that enthusiasm.

 You also need to convince others of your vision, so improving your presentation skills is advisable.

 Application example:

 You are the sales manager.  To achieve the goal of increasing sales, you come up with a new plan to stimulate demand for products.  This process is different from what is familiar to previous employees.  When announcing to the group, you cannot hide your excitement and absolute confidence in the plan.  The group immediately accepts your excitement and sincerity and is inspired to follow.  They know that it is up to them whether to apply the new process successfully or not, so they are willing to put in extra effort to learn new skills for the job.

2. Coaching Style - The Coaching Leader

6 styles of emotional leadership

Coaching Leader helps employees maximize their potential through the right goals and challenges / ph: pexels

 You can easily identify a coaching-style leader with the familiar saying: "Let's try this."

 This is a emotional leadership style where the leader often focuses on the personal development of employees, shows them how to develop their abilities, helps them connect their goals with the goals of the organization.

"The coaching works best for employees who want to prove their talents and develop a more professional direction," Goleman said.  You should use this style when there are members who need help with long-term skills training or you feel they are lagging behind the organization and could be better off with coaching or mentoring.

 However, coaching style is counterproductive if it is seen as one-on-one supervision with employees, as it reduces their confidence.

 Coaching requires each leader to understand his or her employees.  Because only when they understand, they know when an employee needs advice or guidance.  You can be effectively supported by employee judgment and character determination tools such as the DISC chart or the MBTI test that HR administrators use.

Application example:

 X - The new employee of the department is having difficulty adjusting to the job.  During the first month, he expressed dissatisfaction and was meant to compare with his former job.  You meet X and encourage use of the organization's library, where he can visit during his lunch break to learn new skills.  You also give X projects that broaden your knowledge base to inspire and motivate him.  Instead of being overwhelmed, X expressed excitement about the opportunity.  Soon after, he worked on his projects with dedication.

3. Connection Style - The Affiliative Leader

 With the motto "Human is the most important factor", the connection style focuses on building harmony and emotional relationships among members.  The leader needs to encourage people to integrate and work together to resolve conflicts.  To do that, you need to respect the other person's feelings and appreciate their emotional needs.

Since cooperation is the top factor, this emotional leadership style of connection is especially suitable for healing employees after conflicts and disagreements cause their trust to be lost.  In addition, the leader should use this style to motivate his team in difficult circumstances and after pressure projects.

 A leader who wants to make good use of this emotional leadership style of connection needs special attention to human emotions.  If applied correctly, this method will greatly increase team harmony, boost employee morale, improve information exchange and resolve some problems in the business well.

 Learning how to resolve conflict or how to be optimistic is essential for anyone wanting to start this style of emotional leadership.

 Application example:

 You are the one chosen to assume the position of head of the department, replacing the old boss with the dictatorial emotional leadership style.  Although you are excited about the opportunity, you face a department that has lost faith in its leadership due to previous friction.  You decide to focus on healing your staff before starting work.  After two meetings were shared about the feeling under the former boss, the staff in the room became more open.  When their emotional needs are met, the team is ready for new projects and goals.

4. Democratic Style - The Democratic Leader

 "What do you think?"  is the saying of leaders in the democracy style.

 For them, the most important thing is cooperation.  They focus on their employees' opinions and so they often listen more than direct.  Democracy style creates unanimity, absolute consensus through the process of participating and contributing ideas of many people.

This emotional leadership style is most suitable in cases where we need to work together to build ideas together.  It will be suitable for members who are enthusiastic, knowledgeable and able to work.  When your team has inexperienced, incompetent or uninformed employees of a situation, this emotional leadership style won't help much.

 In order to improve democratic leadership, employees should be engaged in problem-solving and decision-making, and at the same time teach them the skills necessary to do so.  The key to this emotional leadership style is collaboration, team leadership and communication, so leaders also need to improve their active listening skills and the ability to motivate and motivate employees.

Application example:

 The company's sales dropped significantly in the last two months of the year, and you're extremely nervous.  You decide to hold a company meeting and explain the situation.  You ask staff for a contribution if they have any ideas to help solve the problem.  For the rest of the meeting, all you do is listen.  Members are free to give their opinions and you and everyone agree on what to do next based on what has been discussed.

5. Commanding Style - The Coercive (Commanding) Leader

 6 styles of emotional leadership

Leadership style / Commander give out clear orders based on a powerful stance, forcing employees to obey whether they want to or not / ph: pexels

The statement that characterizes the commanding style is: "Do as I say".

 The leader of the commanding style is known for his coercive and authoritarian work methods.  They often use orders, threats, or sanctions to take control of the situation.

 Because this is a strong emotional leadership style that easily touches employee self-esteem, if applied incorrectly, it will easily have negative effects.

Leaders should consider using a commanding style in crisis situations that arise, when facing major changes or adopting noncooperative employees.

 The basis of this emotional leadership style is initiative, autonomy, and motivation.  Use caution when using command style, do not overdo it and only use it when absolutely necessary.  To work effectively in high-pressure situations, leaders should learn to manage crises, think and make quick decisions.

 Application example:

 The company's CEO resigns, so as a Vice President, you are a candidate for this position.  But right now, the board of directors is in chaos, not knowing what to do about the company's shares plummeting.

 You realize that someone needs to take responsibility.  Under your authority, you silence the room and outline what to do.  The fear subsided, and everything was done quickly.  The crisis passes, you change into a democratic leadership style, respecting the experience and expertise of the executive team.

6. Leading Style - The Pacesetting Leader

 Leadership style leaders often say, "Be as productive as me!"

 They always try to do better and faster and ask everyone to do the same.  Hence, it is easy to see that this style focuses on performance and goal fulfillment.

Leading leadership style should be used when you need good results in a short period of time, especially if your employees are passionate, competent and do not require close guidance.  Standing in front of a leader with great motivational skills, every employee wants to dedicate himself most enthusiastically.

 However, this emotional leadership style should not be abused because the requirement is too high at work can cause employees to be overwhelmed, mentally impaired, and feel inferior.  That is part of the reason for the increase in turnover rate - employee leave rate.

Since this emotional leadership style focuses on high performance, it's important to train your employees so that they reach their full potential and work as efficiently as possible.  This strategy can start right from the right hiring to put the right people on the "business vehicle", seriously implementing the onboarding process for new employees, and deploying on-the-job training.  -job training) in the whole company, ...

 Application example:

 Even though the holiday season is coming, your boss is still pressuring to increase sales by the end of the quarter, meaning there's only a few short weeks left to go.  Your group is falling into the spirit of "disbanded" before the long vacation.  You understand that employees are competent, able to withstand pressure, and meet performance goals with great year-end rewards.  So you decide to stay productive - ask people to work overtime to secure the plan.  You yourself are always exemplary in working overtime and helping anyone lag behind.

 Be mindful when applying emotional leadership styles

 HR leadership principles are not set in stone in all cases and so you must assess the situation, weigh the pros and cons before choosing any emotional leadership style or combining styles for a relationship.  specific situations.  However, there are emotional leadership styles that are only suitable for certain situations.

 Specifically, the Leadership Orientation, Alignment, Democracy and Coaching style has a positive effect in the workplace as it promotes employee harmony and satisfaction.  On the other hand, Leadership and Command emotional leadership styles can get work done efficiently but will also create a hostile, stressful work environment that can ultimately stifle motivation and creativity in  Workplace.

 A good leader is not only impressed by his knowledge, talent, but also by excellent emotional intelligence.  The leadership's skillful and subtle behavior in situations will make the difficulties seem lighter and make every goal easier to accomplish.  It is the leader that every employee is looking for.  Hope this article helps you in your leadership journey now and in the future.

6 styles of emotional leadership

Your comment
*
*
*
*
 Captcha

Social Footer

               

Copyright © Vuhes. All rights reserved. The Content may not be copied, distributed,  republished, uploaded, posted or transmitted in any way without the prior written consent of Vuhes.