Leadership Styles

Cuando encuentro alguna información que me parece muy importante y/o útil, suelo tomar nota y en algunas oportunidades no detallo las fuentes, un problema que tiene el simplemente no copiar y pegar en digital, sino tomar nota en un cuaderno, y en este caso me sucedió. No tengo la fuente de quien lo escribió, pero igual comparto el contenido que me pareció importante:

Affiliate Leadership

Which centers on building emotional bonds. This style builds connections and creates a positive company culture but it shouldn’t be used in isolation. It may not provide sufficient feedback to address performance issues or deal with complex challenges.

Democratic Leadership

Which involves creating consensus. This style is ideal when you’re unsure about the best course of action and want to generate ideas. But it’s not a good strategy when your team members lack experience or information, or in times of crisis.

Coaching Leadership

Which focuses on developing people for the future. This style is especially useful during one-on-one performances evaluations and is crucial for employee development.

Coercive Leadership

Which entails demanding immediate compliance. This is the least-effective style in most situations. But in certain crises where decisive action and a clear chain of command are needed, this command are needed, this command-and-control leadership style may be necessary.

Authoritative Leadership

Which is about mobilizing people toward a vision. This involves motivating your team members by connecting their work to a larger organizational strategy. This leadership style is beneficial in lots of situations, and it’s particularly useful during times of change or uncertainty.

Pacesetting Leadership

Which involves expecting excellence and self.direction. Although this style should be used sparingly, it can work in certain circumstances where your employees are highly motivated and exceedingly competent, or when perfection is totally necessary.