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six style that can be used in influence performance and result - Coggle…
six style that can be used in influence performance and result
The Coercive Style
Attitude: “Do as I say.”
Can be effective in a crisis situation, kick start a turnaround situation, dealing with a problem employee, or when trying to achieve immediate
compliance
Can be ineffective in many other situations and can have a negative impact on the climate of the organization or project
The Authoritative Style
Attitude: “Come with me!”
The leader outlines a clearly defined goal but empowers people to choose their own means for achieving it
Authoritative leaders provide vision and enthusiasm
Not a good style for inexperienced leaders who work with
experts or a more experienced team
The Affiliative Style
Attitude: “People come first!”
try to build strong emotional bonds that translate into strong loyalty by attempting to keep people happy and creating harmony among them
Works well in situations where the leader must build team harmony, morale, trust, or communication
Does not work well where people need some structure or
direction
The Democratic Style
Attitude: “What do you think?”
The leaders try to get other’s ideas, while building trust,
respect, and commitment
People have a greater say in the decisions that affect their work
Works best when the leader needs buy-in, consensus or to gain valuable input from others
The Pace Setting Style
Attitude: “Do as I do, now!”
Leader sets high performance standards and has an obsession for doing things better and faster :
Poor performers are quickly identified and replaced
Morale can deteriorate if people feel overwhelmed by the pace or
demands for excellence or performance
Goals may be clear to the leader, but not to everyone else
lose energy and enthusiasm if the work becomes task focused,
routine, and boring
The Coaching Style
Attitude: “Try this!”
The leader helps people identify their unique strengths and
weaknesses so that they can reach their personal & career goals
The leader is good at delegating and giving people challenging,
but attainable, assignments
can be a valuable
and powerful tool for improving performance and the climate of the organization or project