Tag Archives: Leadership

Discovering Your Authentic Leadership

Discovering Your Authentic Leadership is a great read for people who want to improve their Leadership skills. I have read many articles on leadership and everyone of them focuses on different aspects of leadership.

Best part about this article is it tells you to focus internally to look at your own history and learn from that. Authors focus on following key aspects of your life to learn from

  • Learn from your own life story
  • Know your authentic self
  • Practice your values and principles
  • Balance your extrinsic and intrinsic motivations
  • Build a support team to learn and get guidance from
  • Integrate your life by staying grounded

Original Article: http://hbr.org/2007/02/discovering-your-authentic-leadership/ar/1

Authors: Bill George, Peter Sims, Andrew N. McLean and Diana Mayer

Synopsis:

During the past 50 years, leadership scholars have conducted more than 1,000 studies in an attempt to determine the definitive styles, characteristics, or personality traits of great leaders. None of these studies has produced a clear profile of the ideal leader. Thank goodness. If scholars had produced a cookie-cutter leadership style, individuals would be forever trying to imitate it. They would make themselves into personae, not people, and others would see through them immediately.

No one can be authentic by trying to imitate someone else. You can learn from others’ experiences, but there is no way you can be successful when you are trying to be like them. People trust you when you are genuine and authentic, not a replica of someone else. Amgen CEO and president Kevin Sharer, who gained priceless experience working as Jack Welch’s assistant in the 1980s, saw the downside of GE’s cult of personality in those days. “Everyone wanted to be like Jack,” he explains. “Leadership has many voices. You need to be who you are, not try to emulate somebody else.”

Leadership That Gets Results

This Article by Daniel Goleman is a great read on different leadership styles and how leaders can use them in different scenarios to get results. In this article Goleman explores which precise leadership behaviors yield positive results. He outlines six distinct leadership styles, each one springing from different components of emotional intelligence. Each style has a distinct effect on the working atmosphere of a company, division, or team, and, in turn, on its financial performance.

You have to read the article to get the full picture. You can access it at http://hbr.org/product/leadership-that-gets-results/an/R00204-PDF-ENG . Below is a preview…

  1. Coercive leaders demand immediate compliance.
  2. Authoritative leaders mobilize people toward a vision.
  3. Affiliative leaders create emotional bonds and harmony.
  4. Democratic leaders build consensus through participation.
  5. Pacesetting leaders expect excellence and self-direction.
  6. Coaching leaders develop people for the future.

Leadership Styles at a glance

 

Coercive

Authoritative

Affiliative

Democratic

Pacesetting

Coaching


The leader’s modus operandi

Demands immediate compliance

Mobilizes people toward a vision

Creates harmony and builds emotional bonds

Forges consensus through participation

Sets high standards for performance

Develops people for the future

The style in a phrase

"Do what I tell you."

"Come with me."

"People come first."

"What do you think?"

"Do as I do, now."

"Try this."


Underlying emotional intelligence competencies


Drive to achieve, initiative, self-control

Self-confidence, empathy, change catalyst

Empathy, building relationships, communication

Collaboration, team leadership, communication

Conscientiousness, drive to achieve, initiative

Developing others, empathy, self-awareness

When the style works best

In a crisis, to kick start a turnaround, or with problem employees

When changes require a new vision, or when a clear direction is needed

To heal rifts in a team or to motivate people during stressful circumstances

To build buy-in or consensus, or to get input from valuable employees

To get quick results from a highly motivated and competent team

To help an employee improve performance or develop long-term strengths

Overall impact on climate

Negative

Most strongly positive

Positive

Positive

Negative

Positive

The research indicates that leaders who get the best results don’t rely on just one leadership style; they use most of the styles in any given week.