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Case Study Jan Ryan's Leadership Style

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How would you define Jan Ryan’s leadership style? Jan Ryan displays a range of leadership styles through the case and to best define Ryan’s style I will use the (Goleman, 2000) framework. This framework identifies 6 different leadership styles that have a direct impact on results. The Goleman framework assert that the leader may use any one of 6 defined styles to a greater or lesser extent depending on the situation or context. The following is a summary of the 6 styles: Style Characteristics / Aims Coercive / Directive The coercive style of leadership is no-nonsense and gets right to the basics, demanding compliance from employees, or else. Authoritative / Visionary An authoritative leader is committed to creating a clear vision – and encouraging everyone in the organisation to buy into and follow it. The leader uses vision to set out to employees where …show more content…

Firstly what is an effective leader, (Goleman, 2000) suggests that “effective leaders are competent in several styles and know when to deploy each style depending on the needs of their followers and the situation”. An effective leader should practice upwards of 4 different styles depending on the situation and be able to move freely between each style. Jan Ryan is a new CEO for Europe, it is apparent that the division is without leadership . Ryan set his goal for the offsite to “creating a top team that really functioned as a team”. The goal is an example of the affiliative leadership style, an effective goal given the lack of cohesion and apparent leadership deficit. Ryan used the democratic leadership style regularly to gain agreement and support. He particularly selected the democratic style because of the organisation context, he felt “the decisions the team would make from a collision of views would be better, and better implemented than one forced on them”. The outputs from the offsite demonstrate the democratic style and achievement towards the

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He shared this leadership style has been effective for him building rapport, respect, and camaraderie amongst his subordinates. He says the best way to enter a team is to learn the team you are leading before you commit to one style of leadership. Inquire the needs of the men and women and establish the leadership that is effective for you. Don’t be tied down by have one style and being the definition of a traditional leader. Like most things, we adapt and sometimes fall into different areas of leadership as needed.

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The type of leader I believe I am, is a leader that is patient and willing to listen at all times. I would like people to know they will be able to come to me for advice both personal and professional. My leadership style will ensure that the individual will have the essential materials to be effective in our workplace. I will strive to make sure the individual will know how to obtain the correct answers to questions that may arise. If they cannot obtain the answers on their own, then i will strive to guide them on how to obtain the right answer.

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He can see the future and bring out the best in followers. Democratic- The democratic leader builds consensus through participation and this leadership also makes decision making by

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The organizational factors include: flexibility, responsibility, standards, rewards, clarity, and commitment. The research shows that the coercive and pacesetting styles have a negative correlations on organizational climate while the other four styles have a positive impact. Thus, except for unusual circumstances where coercive and pacesetting styles might be appropriate, leaders should normally use a combination of the authoritative, affiliative, democratic and coaching styles to achieve success. The best leaders will sense from their emotional intelligence when to use each of these styles. If you are an aspiring leader or a leader who wants to get to the next level of leadership excellence, Goleman’s article is a great primer on how to effectively use different leadership

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