Are you a situational leader or do you exhibit emotional leadership? Situational leadership describes leadership that is dependent on the direction and support of your followers needs. There are four kinds of situational leaders: (1) Directing – this leader defines employees’ roles and supervises the employees closely. With this type of leadership, there is basically only one-way communication. (2) Coaching – this style of situational leadership provides more two-way communication with more interaction. The ultimate decision is the leaders’. (3) Supporting – this leader provides even more delegation than the other type types. The leader acts as a facilitator. (4) Delegating – this leadership style allows the follower takes more control of decisions. The involvement of the leader is determined by the follower.
Emotional leadership is based on the theory of emotional intelligence. It is similar to Situational Leadership but is based more on emotional intelligence rather than the level of the leader’s involvement. There are six kinds of emotional leadership styles: (1) Coercive – this type of leadership is useful in a crisis or company turnaround. It utilizes more of the “do what I say” technique. (2) Authoritative – this type of leader sets the vision and makes sure that everyone is working to achieve the vision. (3) Affiliative – this type of leader values teamwork and is focused on building relationships. (4) Democratic – the leader that uses this style of Emotional Leadership is one who builds a mission through group consensus and has a sense of a higher purpose. (5) Pacesetter – this style is good for the visionaries because it demands perfection and excellence. This type of leader uses the “do as I say now” style. (6) Mentor – with this type of leadership, personal development is the main factor. These leaders help people identify their strengths and weaknesses in order to grow and improve.
There are many different kinds of leaders and leadership styles. Which one works for you and your organization or family is for you to decide. But, look at them all closely and choose the one that fits the best with your goals. No matter which style you choose, there are a few tips that apply to all of them in order to make them successful.
o Understand others – in order to reach an outcome where both parties feel they are being treated fairly, we must understand the other person’s interests and perceptions. In other words, you must understand what the other person feels the conflict is about.
o Communicate – conflict management requires effective communication. Even if we understand others, the outcome will depend on how well we are able to communicate that understanding.
o Exhibit honesty and reliability – effective communication is not worth anything if we do not believe in each other. The more honest and reliable we are with each other, the better the chances are that we will find a mutually acceptable resolution.
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