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Leadership Styles Paper

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According to research, there are six leadership styles that spring from different components of emotional intelligence. These styles have a direct impact on the working atmosphere of the company and its financial performance. Effective leaders do not rely on one leadership style as they use multiple styles during a given week. The six leadership styles are coercive, authoritative, affiliative, democratic, coaching, and pacesetting. The coercive leader has a very demanding personality. They demand immediate compliance with their orders best described as “do as I say, or else”. This style is useful for leaders when immediate action needs to be taken. Other examples of coercive leadership are overbearing, relentless, harsh, and ruthless (Money-Zine, 2015). The authoritative leader directs employees towards a vision. These leaders have the ability to see opportunities that could change the way people think. The affiliative leader …show more content…

When Chenault took over the helm in 2001, he realized that being the leader of a Fortune 500 company would not be easy. Chenault was viewed as a leader who could handle the pressure. He had a coaching style with charisma and warmth that allowed his employees to feel at ease to be a part of the team. He didn’t have too much of a commanding attitude, his employees described to be even tempered and fair (Stanford Graduate School of Business, 2010). One of Chenault’s greatest skills noted was his people skills. He also led his company with a democratic and authoritative leadership style. He was a warm and caring individual with a vision to motivate and lead his team while being criticized and humiliated. Chenault acknowledged the concept of teamwork. He considered himself the team leader, not the boss. He believed that an integral part of success is to share credit when credit is due (Heberling & Houghton,

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Company Leadership Style Cornell has displayed a leadership style where he has been able to get the board members on board with the decisions that need to be made, get his executives in step with the strategies that are needed to make changes, and he has provided support for displaced workers. He has showed the type of leadership that is needed to turnaround the large retailer. His leadership style is transformational. His leadership style helps to bring team effectiveness to help make teams perform better together and it works for leaders to identify what the teams need to be more

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Paternalism means paper knows best. The relationship between the leader and the group is the same as the relationship between the matriarch of a family and the other members. Leaders in paternalistic style tend to be dominant male. Just as the head of household, a paternalistic leader provides his followers with good working conditions, as well as fringe benefits, and it's assumed the employees will work harder out of gratitude.

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Coercive- The coercive leadership style was first mentioned by Daniel Goleman in conjunction with the six leadership styles defined in his theory of Emotional Intelligence. The Coercive Leader is the person rules by fear, coercive leader demands immediate compliance. The coercive leadership is most useful in the time of crisis like in a company turnaround or a takeover attempt. The coercive style can also help control a problem teammate when everything else has failed.

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When Julia committed on the work of the employee’s organization she should have asked if there was anything the employee noticed that could assist with other employees maintaining the organization versus how to make it better.  Leading by choice empowers employees and delegating assignments and tasks. Understanding Julia has thousands of stores she has to understand that she can task store managers and assistant managers with the responsibility to train employees to her expectations.  Leading for competence is the supporting and coaching of employees. Julia has a good way of exhibiting positive feedback to employees that have done what is expected

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This paper will examine the three leadership theories, identify how they apply to my practice, and explore how these theories interact with each other. The Trait Leadership Theory is based on the belief that a person is born with special traits contributing to natural leadership abilities. Studies of famous historical leaders have been used to identify various traits for this theory. Although the list of traits differs from study to study, there are five major traits that are consistent throughout most studies.

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The character of this leader convinced his employees to exceed their performance in offering excellent customer service. This will aid to achieve the company’s objectives as well as improve the employees’ needs for achievement and self actualization (McCleskey, 2014). The Operations Managers at CIBCFCIB practiced the transformational leadership style where they inspire and motivate the team members to exceed their performance in providing high quality customer service and flawless delivery, and staff usually rewarded. In addition, operations managers and leaders provide learning opportunities and a supportive environment which increased efficiency. On the other hand, Transactional leaders focus on accomplishing their performance objectives, motivate employees through contractual agreement, stress extrinsic rewards and to avoid unnecessary risks (Burns, 1978 cited by McCleskey, 2014).

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