Ledarskapsstilar | Ledarstilar | Ledningsstilar
(Goleman)

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Ledare som skapar resonans genom att vara Visionär, Coach, Samförstående, Demokratisk, Trendsättande eller Auktoritär. Förklaring till Ledarskapsstilar av Daniel Goleman.

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I hans bok Primal Leadership (2002, med Richard Boyatzis och Annie McKee), introducerar Goleman sex ledarskapsstilar. För att ordentligt förstå de sex ledarskapsstilarna bör du först förstå hans mänskliga kommunikations-/interaktionskoncept kring resonans.


Ledare som skapar resonans

Golemans syn på goda ledare är att de är effektiva och därför skapar de resonans.


Resonans kommer från latinska uttrycket resonare. Återskapa ljud. Effektfulla ledare är anpassade till personens känslor och för dem i en positiv emotionell riktning. De talar autentiskt om deras egna värderingar, inriktning och prioriteringar och resonerar med känslor till de personer som de omgers av. Under vägledning av en effektiv ledare, kan människor känna en ömsesidig komfortabel nivå. Resonans upplevs naturligt för människor med en stor grad av emotionell intelligens (själviakttagelse, självkontroll, social medvetenhet och relationshantering) men involverar också de intellektuella aspekterna.


Skapandet av resonans kan göras på sex olika sätt som leder till Sex Ledarskapsstilar. Representativt nog kan de flesta effektiva ledare agera i enlighet med dessa och de kan även skickligt växla mellan de olika stilarna, beroende på situationen.


 

Visionärt ledarskap

Coachande stil

Samförstående ledarskap

Demokratiskt ledarskap

Trendsättande ledarskap

Kommenderande ledarskap

Ledaregenskaper

Inspirerar. Ha tilltro till den egna visionen. Empatisk. Förklarar hur och varför människors ansträngningar bidrar till ”framtidsdrömmen”. Lyssnar. Hjälper människor att identifiera deras egna styrkor och svagheter. Lägerledare. Uppmuntrar. Delegerar. Främjar harmoni. Vänskapsmatch. Empatisk. Ökar på moralen. Löser konflikter. Superb lyssnare. Lagarbetare. Lagspelare. Påverkare . Stark drift till att åstadkomma något. Höga egna mål och krav. Initiativ. Låg nivå på inlevelse och samarbete. Otålighet. Mikrostyrning. Driven av siffror. Befaller. ”Gör detta därför att jag säger så”. Hota. Täta kontroller. Övervakar flitigt. Skapa dissonans. Försämrar allas stämning. Driver bort talanger.

Hur stil bygger resonans

Han får människor med sig mot gemensamma drömmar Förbinder ihop vad en person önskar sig; med organisationens mål. Skapar harmoni, genom att förena personer med varandra. Uppskattar människors bidrag och får uppslutning genom deltagande. Förverkligar utmanande och spännande mål. Minskar rädslan genom att ge tydliga direktiv i ett nödläge.

Stilens effekt på  (affärs-) klimatet

+ + + + + + + Ofta  ― ―   när den används för exklusivt eller dåligt Ofta  ― ―

När stilen är lämplig

När förändringar kräver en ny vision. Eller när en tydlig riktning är nödvändig. Radikal förändring. Att hjälpa kompetenta motiverade anställda till att förbättra prestationen genom att bygga långsiktiga förmågor. Att läka sprickorna i ett lag. Att motivera under stressiga tider. Eller att förstärka sambanden. Att bygga support eller konsensus. Eller att få värdefulla bidrag från anställda. Att få högkvalitativa resultat från ett motiverat och kompetent lag. Försäljning. I en allvarlig kris. Eller med anställda som skapar problem. Att starta en akut organisatorisk turnaround. Traditionellt militäriskt.

Bok: Daniel Goleman, Richard Boyatzis, Annie McKee - Primal Leadership -


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