According to Peter Foxhoven, while a person's preferred style of leadership depends on the specific situation, successful leaders master the differences between them. They know when to use one style and when to switch to another. They can be effective in different situations and in various types of personalities. However, choosing the wrong style will make a leader ineffective and waste time and money. If you are wondering, here are six common styles of leadership. You might have to try one out to see if it works for you. Coaching: This style of leadership focuses on long-term goals, rather than immediate issues. Coaching encourages employees to develop their skills and contribute to the success of the organization. Team members develop their weaknesses and improve on their strengths. Coached leaders can develop their employees' strengths, while minimizing their weaknesses. This style of leadership is highly effective in creating a great workplace. It works best when employees understand their own weaknesses and commit to improving on them. Empathy: Empathy helps leaders build relationships with their subordinates. Using an empathic style of leadership is more likely to create long-term commitment, while commanding style may be more appropriate when a situation calls for rapid action. In short, leaders who know themselves are the most effective leaders. They know how to use each style to lead effectively. And they can use them to their benefit at any given time. Affiliative: Peter Foxhoven pointed out that, affiliative leaders are concerned with people and create emotional bonds with them. They focus on relationships and praise others. They are good at motivating employees during stressful times and repairing team rifts. Affiliative leaders are also good in most situations. Affiliative leaders can inspire others through the sharing of ideas. They are also good at building strong bonds. However, excessive affiliative leadership styles can be unprofessional. Empathetic: An effective leader uses empathy to develop trust among their subordinates. The commanding style of emotional leadership styles is known as a carrot and stick approach. It expects employees to perform tasks without complaining. But this style is only effective for a limited time. It may be necessary if previous assignments failed. A more constructive approach is to seek out people who can motivate and inspire the followers. This style is more effective for leaders who are willing to invest time into helping subordinates understand the needs and wants of their employees. A positive leader is the most successful in most situations. They are excellent when the leader is trying to chart a new direction for an organization. They are good at controlling a troublesome teammate, but can alienate people and stifle creativity. Therefore, positive leadership should be used sparingly and selectively. But it isn't a good choice in all situations. If you need to control the mood of a group, consider adopting a more assertive approach. Visionary leaders have an idea in mind. They inspire their followers by presenting a clear vision and making them believe in it. They are high on self-confidence and empathic. They communicate their vision and create a sense of harmony. They also use emotional bonding to help people and teams. This style is often the best choice in situations where people are motivated to perform. The affiliation style focuses on the psychology of their followers. It creates emotional bonds, which is helpful when dealing with stressful situations and conflict. Peter Foxhoven described that, authoritative leaders are the ones who motivate others to work toward a common vision. But they don't tell them how to get there. They motivate them to follow them, based on their own goals. Usually, they are effective when an organization requires a new vision or dramatic change. However, if you have a well-developed team, this style won't work as well. So, what are the six leadership styles? Democratic leaders are good at building consensus. They ask questions and listen to workers' opinions. They build trust and commitment amongst their team. The democratic style also encourages fresh ideas and improves morale. However, it can cause confusion, and can result in endless meetings. If you want your team to be happy, use this style. But, remember, democratic leaders are not the best choice for crises and times when time is an issue. Pacesetting leaders require excellence and self-direction. They often set high performance standards and exemplify them. They may be effective when you're working with employees who are capable and skilled, but it's not a good choice if your staff is incompetent or unwilling to follow orders. A pacesetting style can be used in conjunction with the visionary or affiliative styles. In a situation where self-motivation is key, pacesetting leadership can be very effective.
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