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Six styles that can be used in influence performance and results - Coggle…
Six styles that can be used in influence performance and results
The Coercive Style
i. Attitude: “Do as I say”
ii. Effective: Crisis situation
iii. Ineffective: Many other situations.
iv. Can impact the climate of the organization/ project
The Authoritative Style
i. Attitude: “Come with me”
ii. Outline goal (clearly defined)
iii. Empower people to choose their own mean to achieve the goal with their own means
iv. Authoritative leaders: provide vision & enthusiasm
v. Effective: When the organization/ project is adrift
vi. Bad: for inexperienced leader with more experience team/experts
The Affiliative Style
i. Attitude: “People come first!”
ii. Build strong emotional bonds
(Emotional bond: translate into strong loyalty by attempting to keep people happy and creating harmony among them)
iii. Works well in situations: leader must build team harmony, morale, trust/communication
iv. Does not work well: People need some structure or direction
The Pacesetting Style
i. Attitude: “Do as I do, now!”
ii. Sets high performance standards
iii. Has an obsession for doing things better and faster
iv. Poor performers: quickly identified and replaced
v. Morale: can deteriorate (overwhelmed)
vi. Goals: clear to the leader, not to everyone else
vii. Try to micromanage (by taking over the work of others)
viii. People: lose energy & enthusiasm (work: task-focused, routine, and boring)
ix. When leader leaves: people feel adrift (pacesetter: sets directions)
x. Appropriate: When need quick results from a highly motivated, self-directed, and competent team
The Democratic Style
vi. Not appropriate: in a crisis/when the team does not have competence or experience to offer sound advice
v. Bad: Endless meetings/the perception that the group is leaderless
iv. Best: when the leader needs buy-in/ consensus/to gain valuable input from others
iii. People have a greater say in the decision affect their work (morale: ↑, Idea: more realistic)
ii. Try to get other’s idea (while building trust, respect & commitment)
i. Attitude: “What do you think?”
The Coaching Style
i. Attitude: “Try this!”
ii. Help people identify strength and weekness reach personal goals and career goal
iii. Good at delegate & give people assignment (challenging but attainable)
iv. Least often used
v. Valuable and powerful tool (to ↑: performance & organization’s/ project’s climate)