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Effective leadership is a difficult behavior to understand. We recognize it when others are doing it, but how can we become effective leaders ourselves? We are able to see the affect this leader has on their followers, as well as the results they are able to obtain when faced with significant challenges. But how do they do it?
Seeing an effective leader at work can be pretty exciting for those that are interested in bottling-up what the leader has and sprinkling a little on themselves. After all, who wouldn't like to be a little more effective at work or even at home?
Sustained Effectiveness
We all know persons, or have heard stories about individuals, that were extremely successful leaders at one time; but for some reason had trouble sustaining their effectiveness. Sometimes we think that person simply lost their "edge" or desire to be a great leader.
But if we evaluate the situation a bit more closely, we often conclude that the person was faced with a different set of circumstances when they failed. Their formula for success worked at one time, but they were no longer effective when faced with a significant change in their work environment. This is what the study of situational leadership is all about.
Situational versus Behavioral Leadership
There are plenty of leadership theories to go around, but don't be confused by the terms behavioral versus situational leadership. Behavioral Leadership is the study of the actions or behaviors that define a leadership style. For example, charismatic leaders rely a great deal on personal charm to convince their followers that change is necessary.
Situational leadership theory, on the other hand, focuses on the application and effectiveness of leadership styles to various work environments - at work or in the home. So what skills or attributes makes a leader effective? The answer points towards situational leadership theory.
Effectiveness of Situational Leadership Styles
In fact, the theory of situational leadership helps to explain why one person is effective under certain conditions but not successful when place in a different set of conditions. That person could have a very charismatic personality, but relied too much on charisma, and didn't bother to flex their leadership style to a new condition or situation at work.
Situational Leadership Styles
Let's make it perfectly clear that not only doesn't one leadership style work in all situations, but also understand that all theories talk at length about applying combinations of styles. In other words, effective leaders are able to "master" all of these styles, and recognize when they should be used, and with whom.
For example, a company may need a coercive leader to help turn the profitability of a company around. But when dealing with a subordinate that agrees with the approach and is experienced in executing a tactic, then a coaching style is the more effective approach with that particular individual.
There are several styles referred to here and elsewhere in this publication. You can drill down into more specifics by following the links we've created in this article. If we follow along with Goleman's emotional intelligence model, then we know he was able to identify seven situational leadership styles:
Coercive Leaders
Coercive leaders are effective in getting results by bullying their employees. This style works best when a company needs a fast turnaround. This style has short-term value because over the long haul this leader's approach is damaging to employee morale.
Authoritative Leaders
Authoritative leaders are experts that know exactly what needs to get done to achieve good results. This leadership style is most effective when encountering a workgroup that is relatively inexperienced, and has been previously operating without clear direction.
Affiliative Leaders
The affiliative leader is good at promoting harmony and helping with problems. This style works best when morale is low and teambuilding is needed.
Democratic Leaders
Democratic leaders give their followers a vote in nearly every decision. This style is extremely time consuming and is effective when the followers are knowledgeable.
Pacesetting Leaders
The pacesetting leader has very high work standards for themselves and for their followers. This style works best when followers are skilled and morale is high.
Coaching Leaders
Finally, we have coaching leaders, which establish clearly defined roles and tasks for their followers. The coaching style focuses on two-way communications and is most effective when the followers are experienced and agree with what needs to be done.
About the Author - Effective Leadership
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