Leadershipstylespowerpointgroupd st revised-02_08_2012

Linda Sheppard, Sheronda Smith, Shonte Taylor,SalmaTheus, Kathie Trotter

An authoritative leadership style also known as autocratic or commanding style refers to when the individual who makes the prime decisions about a group, a company, an organization or a country, is the central decision maker, who has authority and demands mission accomplishment without counting on input from their followers.

A famous theorist that proven the impact of authority in normal human being is Milgram (1974) who found that human have two possible acts, their own, or on behalf of others or authority (Masters, 2009). Like all leadership styles, authoritative leadership style requires obedience.

For the sake of satisfying certain psychological needs like the need to be right or the need to be liked, human being blindly would obey to leaders they trust or found fair regardless of whether they share the same cultural values or not (Van Dijke, De Cremer & Mayer, 2010).

Leadership is a complex process by which a person influences others to accomplish a mission, task or objective and directs the organization in a way that makes it more cohesive and coherent (Best, 2010). Good leaders are made not born. If you have the desire and will power, you can become an effective leader. Everyone has a leadership style that fall in one of the following areas authoritative, coercive, coaching, pacesetting and affiliating. The style that will be focused on is the coaching leadership style.

The coaching leadership style is defined as an apprenticeship where individuals are trained by more experienced people to develop and enhance his/her professional career (Boyatzis & at.el., 2006). Peterson & Hicks (1996) also defines coaching as “the process of equipping people with the tools, knowledge, and oportunities they need to develop themselves and become more effective” (p. 14).

Coaching Techniques Search for hidden

layers Personalize the

coaching approaching

Incorporate change best for the individual

Impacts of Culture Insight Motivation Capabilities Real World

Practices Accountability

A major challenge in using the coaching leadership style is the time that it takes for both parties.

The individual’s openness of the coaching can be a challenge

The ability to learn from experienced workers increasing his/her knowledge in the field.

Positive work environment and improved work outcomes.

Confidence Competence Individual and team excellence High commitment to common goals and

valuable leaders

Joe Torre, New York Yankees Coach (1996-2007)

What are the characteristics of an affiliate leader?

◦Natural relationship builders◦Offers ample positive feedback◦Are masters at building a sense of belonging◦Give people the freedom to do their job in

the way they think is most effective◦Put employees first, focusing on emotional

needs over what work needs◦Affiliative leaders may also tend to his own

emotions openly.

Ability to display empathy or “sensing what people are feeling, being able to take their perspective, and cultivating rapport and

attunement with a broad diversity of people” (Goleman, 2006, p. 318).

Most effective when there are situations of low morale and poor teamwork. Utilizing this method will, in the longer term, create good team bonding and heightened team performance.

Also beneficial to use for healing rifts in getting through stressful situations

Sense of recognition and reward for work well done◦ feedback in the workplace is rare: outside of an annual

review, most people usually get no feedback on their day-to-day efforts-or only negative feedback

◦ positive words all the more motivating Building trust allows habitual innovation and

risk taking. Potential to develop fierce loyalty Positive effect on communication.

-People who like one another a lot talk a lot. They share ideas; they share inspiration.

Foxconn Apple, Inc. parts manufacturer, (i.e. for IPOD, IPAD) in China

Employees work 60 hours a week, staged strikes and threats of mass suicide to win better working conditions.(No empathy)

Most have never seen an IPAD or any finished Apple product

Employees feel as though they are "not seen as a human but as an animals and machines”(No sense of belonging, workers DO NOT come first), with low pay

Complaining not tolerated. Employees are told "if they don't like it, they can quit.” (Negative Feedback, No relationship building)

Are sometimes prohibited from speaking with other employees during work hours (No team building, trust, and cooperation)

Poor performance will go by without feedback as the leader may feel that conflict will upset the balance. Employees may perceive that mediocrity is tolerated.

Affiliative leaders rarely offer constructive feedback Confrontation and emotionally distressing positions can be

avoided Advice on how to improve is rare, employees must figure out

how to do so on their own. When people need clear directives to navigate through complex

challenges, the affiliative style leaves them rudderless. Not all cultures value this leadership style of positivity and

empathy If this is the only style implemented, this style can actually steer

a group to failure. Therefore, Affiliative Lead ship Style should not be used alone. 

Use in conjunction with Authoritative Leadership style. That emphasizes a vision, set standards, and let people know how their work is furthering the group's goals.

Leaders who practice this style of leadership focus on group dynamics. Their goal is to create strong teams that work well together. This style focuses on lowering stress levels and creating good relationships between members of the team. This type of leadership is especially effective when there have been problems within the organization and morale and trust is low (Goleman, 2000).

New leaders coming in to an organization after a catastrophe will find this style of leadership especially effective. It provides a strong foundation of trust and helps meet people’s need to be understood and valued. In most situations leaders will benefit from making use of the affiliate leadership style in addition to other styles (Goleman, 2000).

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