At first i heard the robot voice and im like "eh, burrito>ad.. I'll wait" then I heard the content material and how in depth it went into each style and I dropped the burrito to write this comment. Good work dude.
I had an opportunity to attend a full course of it from Hardvard Business School training course and been using it for few years. It works and appreciated Goleman for inventing this concept. Reco to all managers to use this.
IIn-depth democratic leadership course: leadershipahoy.coachannel.com/unlock-your-teams-capacity-with-democratic-leadership. You can also get my detailed guide on how to successfully implement Pacesetting leadership right here: www.digistore24.com/product/451141. Please ask any questions you like about leadership styles. I have studied, observed and practiced this during my twenty years as a leader. I'd be happy to help!
Having different question... Reality is that on of member is rude and working Iike he is senior from others. Arrogance, and fighter work is good but avoid to except mistakes. Want to take action but to change is his attitude not him. Any advice in details please.
Emotion i think from our inter while i listen this is both for inter and intra so thank you very much your contribution and postive esstem as for reinforcement negative to attack ours inner intra skill so more motivation and personaltity extrovert and introvert can differentiate our style on behaviours, so pros and cons we can know so thank you democrative party style disscussion with examples in real practices with top to bottom and bottom up relations excellent approches in proper visions for a team in our country so ever smart
The main issue is leading (which is the social relations aspect of management as you participate in a community of productive purpose) is taking responsibility: > to the organization to clarify the mission, build the team, provide it with resources, develop individuals, align action with strategy and strategy with mission, build the capability it needs to accomplish the mission and all the while sustaining the organization into the future with productive relationships > to stakeholders/shareholders to produce sustainable value (that is that keeps going without depleting the firm's resources (people, skills, delivery capability) or capital) > to customers to produce reliable value in the performance of output > to staff to provide a safe, challenging, satisfying workplace where staff are honoured for their contribution and coming to work each day is without fear (as Deming says: 'drive out fear.). This crystalizes in the three Rs of management: Responsibility (take); Relationships (create productive), and Respect (for all people).
Kudos to you @Leadershipahoy!! Your channel will reach great heights soon with this wonderful content. Thanks for bringing such content. Keep up the Great Work! :)
Excellent video, very clear and concise! I am trying to understand how the Goleman leadership styles can be employed in the airline industry. With COVID-19 completely disrupting the industry, and constant change in travel policies/restrictions combined with low passenger confidence, it is very challenging for the airlines today to be agile and adapt to the eve changing business dynamics. So in such a scenario, what styles within this framework shall be employed by contemporary leaders.
Actually there are five criteria to Goleman's theory: 14 1. Self awareness 2. Self regulation 3. Motivation 4. Empathy 5. Social skills Here you have listed Self-awareness twice
Hello and thanks for your comment! That is a wide topic to answer in a comment I'm afraid. In general, these styles work in all industries or professions, it is just a matter of using the right style for the right situation. A teacher also needs to balance the styles and providing purpose and goals (visionary), bonding and empathizing appropriately with the students (affiliative), setting clear rules when needed (commanding), building the confidence and skill of students long term (coaching), and pushing them when they need to get over a mile stone or a hump (pacesetting). Last but not least, learning from and listening to the ideas of the students, and ensuring their engagement by using the democratic style. These are a couple of brief examples connected to public education in the role of a teacher, I hope that helps. If you have a question about a more specific situation, just let me know and I will try to help.
Very helpful, thank you! I think it’s not quite fair to critique a simplified version of Authoritarian leadership under Kurt and Lewin...to me it’s quite similar to commanding leadership under Goleman. Even so, nothing lost and much gained from this great summary of Goleman
Thank you for your comment. My point is that Autocratic or Authoritarian leadership as defined by Lewin was a behavior, and not a style a leader chose. Hence, you were either Autocratic, Democratic, or Laissez-Faire. Commanding leadership is a temporary style to be used together with the five others, and that makes all the difference to me. Lots of people think that you should choose one style as a leader, and if they pick Autocratic, they will hurt themselves as well as their environment in the long run. That's my opinion at least. Great to hear you gained from watching the video, it makes me happy to hear!
Most definitely! I think you should use them all of course, but I guess a bit stronger focus on coaching, visionary, and affiliative. Pacesetting and commanding should be saved for special occasions as much as possible. Democratic leadership, sure, but don't let the kids get the decision power completely! That would my thoughts and gut feeling..
Hello, and thanks for the compliment! I would use all the styles in healthcare as well. In case of emergency, you need to increase the commanding proportion a bit, in case of difficult conversations with upset people, I might push the affiliative style a bit. When it comes to many situations, it is simply about people working with other people, and that means there is room for using all the styles.
Great video, I enjoyed watching. Can you give the specific references for Daniel Goleman Leadership Styles, (Title of article, Publisher, any co authors, Date, etc). I would love to read the source articles also. Thank you.
Hello, thanks for your comment! You can find more information on references in our article here: www.leadershipahoy.com/the-six-leadership-styles-by-daniel-goleman/ as well as additional references in the specific leadership styles articles that we link to in the aforementioned article.
Thanks for the comment. Three of the six leadership styles are represented with female leaders, so I'm not sure I completely understand what you mean. Could you please give me an example?
@@leadershipahoy6519 igreat than its Good! Just perceived it the way that most Leaders were male and their assistance female. The Video has helped me and I am just politically concious. Guess you too. Great input especially youre Personal one thank you. ✌
thank you very much for your detailed information about leadership. i think we can all agree that leadership style should be based on contingency/ situation/ context when applying them. how would you comment on the Goleman model when applying leadership in a Chinese culture which has been culturally conditioned and also for many thousands of years where emperor is the only ruler of a country and therefore a culturally conditioned top down approach. adding to that, research also shows that Chinese are often more past-focused which makes the culture a very strong top-down approach for leadership. However, in the agile world today, i do agree that there should be a continuous change/ improvement in the style of leadership to meet the challenge aheads so that the business can be sustained. So how would be the possible solution to change the leadership of a chinese company, which is so culturally adapted to top-down or parentistic leadership to a leadership which is more adaptive to changes? thank you very much. Best Regards, Keith
Hello Keith and thanks for your question! This is a very complex issue, and I think potentially changing something like this will take time. It has to come from the leaders, who need to increase inclusion and empowerment. People need to clearly understand that their input is wanted, even desired, and that input need to be treated with respect. Over time, a more open and participative company culture might emerge. Again, this needs to come from the leaders and be thoroughly spread and communicated. That's my two cents anyway!
Sorry I had to laugh about the affiliative leadership style, about not becoming such good friends that you can't provide criticism etc. My response was "luckily I'm a mean friend" hahaha
That's a good one. When I give constructive feedback, I spend a minute in the beginning on why my upcoming message is for their sake and not for my own. I also mention that the easiest thing for me would be to do nothing. Instead, I provide feedback because I care about them. This lead-in normally gets their attention and opens them up receiving criticism quite well.
@@leadershipahoy6519 Nice. I also follow Carla Harris RUclips, and her advice for giving constructive criticism is starting with what the person has been getting right and then moving onto the things that could use some improvement. That way it is more well rounded and the person knows that their good qualities are being appreciated.
I completely agree! I created an online course for it, where I share the methods and tricks I use in my job as an international CEO. I have used this successfully to build strong and great teams several times. Check it out: www.leadershipahoy.com/democratic-leadership-course-taught-by-a-ceo/
Can't agree; but relevant collaboration is required by a good manager in all circumstances, depending on the issue/circumstances urgency, criticality, complexity, technicality and uncertainty,
![I.N "HALLUCINATION" | [Stray Kids : SKZ-PLAYER]](http://i.ytimg.com/vi/n5B5q1Hwt_U/mqdefault.jpg)
At first i heard the robot voice and im like "eh, burrito>ad.. I'll wait" then I heard the content material and how in depth it went into each style and I dropped the burrito to write this comment.
Good work dude.
I had an opportunity to attend a full course of it from Hardvard Business School training course and been using it for few years. It works and appreciated Goleman for inventing this concept. Reco to all managers to use this.
All encompassing, concise, and very informative video on modern leadership styles. Thank you for a great educational tool!
IIn-depth democratic leadership course: leadershipahoy.coachannel.com/unlock-your-teams-capacity-with-democratic-leadership. You can also get my detailed guide on how to successfully implement Pacesetting leadership right here: www.digistore24.com/product/451141.
Please ask any questions you like about leadership styles. I have studied, observed and practiced this during my twenty years as a leader. I'd be happy to help!
Having different question... Reality is that on of member is rude and working Iike he is senior from others. Arrogance, and fighter work is good but avoid to except mistakes. Want to take action but to change is his attitude not him. Any advice in details please.
Emotion i think from our inter while i listen this is both for inter and intra so thank you very much your contribution and postive esstem as for reinforcement negative to attack ours inner intra skill so more motivation and personaltity extrovert and introvert can differentiate our style on behaviours, so pros and cons we can know so thank you democrative party style disscussion with examples in real practices with top to bottom and bottom up relations excellent approches in proper visions
for a team in our country so ever smart
The main issue is leading (which is the social relations aspect of management as you participate in a community of productive purpose) is taking responsibility:
> to the organization to clarify the mission, build the team, provide it with resources, develop individuals, align action with strategy and strategy with mission, build the capability it needs to accomplish the mission and all the while sustaining the organization into the future with productive relationships
> to stakeholders/shareholders to produce sustainable value (that is that keeps going without depleting the firm's resources (people, skills, delivery capability) or capital)
> to customers to produce reliable value in the performance of output
> to staff to provide a safe, challenging, satisfying workplace where staff are honoured for their contribution and coming to work each day is without fear (as Deming says: 'drive out fear.).
This crystalizes in the three Rs of management: Responsibility (take); Relationships (create productive), and Respect (for all people).
So helpful for me as a student..
Very great and engaging video. Learning takes place watching this video. Would like to know more. Thank you!
This video is so educating and informing. I will employ the same framework ....
Thank you. Clear & concise
Amazing video! very insightful and helpful
Thank you so much
excellent video, detail clear and interested. thank you very much.
Thanks a lot!
I love this video so much! Thanks for the informative leadership style video and sharing it with us.
You are so welcome! Thanks a lot for the feedback!
Kudos to you @Leadershipahoy!! Your channel will reach great heights soon with this wonderful content. Thanks for bringing such content. Keep up the Great Work! :)
Thank you very much! This kind of comment makes me want to continue posting videos. Much appreciated!
Best video for the topic 🤩
Thank you for your kind words!
Excellent video, very clear and concise! I am trying to understand how the Goleman leadership styles can be employed in the airline industry. With COVID-19 completely disrupting the industry, and constant change in travel policies/restrictions combined with low passenger confidence, it is very challenging for the airlines today to be agile and adapt to the eve changing business dynamics. So in such a scenario, what styles within this framework shall be employed by contemporary leaders.
Actually there are five criteria to Goleman's theory: 14
1.
Self awareness
2.
Self regulation
3.
Motivation
4.
Empathy
5.
Social skills
Here you have listed Self-awareness twice
Great video! Clear and concise and great examples of each of them. Much appreciated!!
Thank you for your kind words!
What about the sales team styles preferred to use ?
After watching your video on the six leadership styles, I am wondering if you could give an example in regards to public education.
Hello and thanks for your comment!
That is a wide topic to answer in a comment I'm afraid. In general, these styles work in all industries or professions, it is just a matter of using the right style for the right situation. A teacher also needs to balance the styles and providing purpose and goals (visionary), bonding and empathizing appropriately with the students (affiliative), setting clear rules when needed (commanding), building the confidence and skill of students long term (coaching), and pushing them when they need to get over a mile stone or a hump (pacesetting). Last but not least, learning from and listening to the ideas of the students, and ensuring their engagement by using the democratic style.
These are a couple of brief examples connected to public education in the role of a teacher, I hope that helps. If you have a question about a more specific situation, just let me know and I will try to help.
Very helpful, thank you! I think it’s not quite fair to critique a simplified version of Authoritarian leadership under Kurt and Lewin...to me it’s quite similar to commanding leadership under Goleman. Even so, nothing lost and much gained from this great summary of Goleman
Thank you for your comment. My point is that Autocratic or Authoritarian leadership as defined by Lewin was a behavior, and not a style a leader chose. Hence, you were either Autocratic, Democratic, or Laissez-Faire. Commanding leadership is a temporary style to be used together with the five others, and that makes all the difference to me. Lots of people think that you should choose one style as a leader, and if they pick Autocratic, they will hurt themselves as well as their environment in the long run. That's my opinion at least.
Great to hear you gained from watching the video, it makes me happy to hear!
Are there any universal examples for affirmative styles?thanx
Hello!
Not sure what you mean by affirmative styles, can you explain further?
Great video - very informative. Can you let me know which blend of styles you think would work best for a high school management situation?
Most definitely! I think you should use them all of course, but I guess a bit stronger focus on coaching, visionary, and affiliative. Pacesetting and commanding should be saved for special occasions as much as possible. Democratic leadership, sure, but don't let the kids get the decision power completely!
That would my thoughts and gut feeling..
Hi, this is a great video. Could give example within healthcare with these six styles, please. cheers
Hello, and thanks for the compliment!
I would use all the styles in healthcare as well. In case of emergency, you need to increase the commanding proportion a bit, in case of difficult conversations with upset people, I might push the affiliative style a bit. When it comes to many situations, it is simply about people working with other people, and that means there is room for using all the styles.
How shall I know my leadership style?
Great video, I enjoyed watching. Can you give the specific references for Daniel Goleman Leadership Styles, (Title of article, Publisher, any co authors, Date, etc). I would love to read the source articles also. Thank you.
Hello, thanks for your comment!
You can find more information on references in our article here: www.leadershipahoy.com/the-six-leadership-styles-by-daniel-goleman/ as well as additional references in the specific leadership styles articles that we link to in the aforementioned article.
Great Video!
maybe remember to show few more female leaders ; )
Thanks for the comment. Three of the six leadership styles are represented with female leaders, so I'm not sure I completely understand what you mean. Could you please give me an example?
@@leadershipahoy6519 igreat than its Good! Just perceived it the way that most Leaders were male and their assistance female. The Video has helped me and I am just politically concious. Guess you too. Great input especially youre Personal one thank you. ✌
Thanks to you too!
This was so educational, as constructive feedback, you should use your real voice, hearing a machine for a long time gets tiring
How can I design LS model?
thank you very much for your detailed information about leadership. i think we can all agree that leadership style should be based on contingency/ situation/ context when applying them. how would you comment on the Goleman model when applying leadership in a Chinese culture which has been culturally conditioned and also for many thousands of years where emperor is the only ruler of a country and therefore a culturally conditioned top down approach. adding to that, research also shows that Chinese are often more past-focused which makes the culture a very strong top-down approach for leadership. However, in the agile world today, i do agree that there should be a continuous change/ improvement in the style of leadership to meet the challenge aheads so that the business can be sustained. So how would be the possible solution to change the leadership of a chinese company, which is so culturally adapted to top-down or parentistic leadership to a leadership which is more adaptive to changes?
thank you very much.
Best Regards,
Keith
Hello Keith and thanks for your question!
This is a very complex issue, and I think potentially changing something like this will take time. It has to come from the leaders, who need to increase inclusion and empowerment. People need to clearly understand that their input is wanted, even desired, and that input need to be treated with respect. Over time, a more open and participative company culture might emerge. Again, this needs to come from the leaders and be thoroughly spread and communicated. That's my two cents anyway!
Decent video but the constant plugging of the website and "keep watching" is jarring.
Thanks for the comment. Sorry to hear this disturbed your viewing experience.
✍🏾
Thanks for the comment!
Sorry I had to laugh about the affiliative leadership style, about not becoming such good friends that you can't provide criticism etc. My response was "luckily I'm a mean friend" hahaha
That's a good one. When I give constructive feedback, I spend a minute in the beginning on why my upcoming message is for their sake and not for my own. I also mention that the easiest thing for me would be to do nothing. Instead, I provide feedback because I care about them.
This lead-in normally gets their attention and opens them up receiving criticism quite well.
@@leadershipahoy6519 Nice. I also follow Carla Harris RUclips, and her advice for giving constructive criticism is starting with what the person has been getting right and then moving onto the things that could use some improvement. That way it is more well rounded and the person knows that their good qualities are being appreciated.
Very touchy feely Kumbaya but not very realistic
Democratic leadership style is best
I completely agree! I created an online course for it, where I share the methods and tricks I use in my job as an international CEO. I have used this successfully to build strong and great teams several times. Check it out: www.leadershipahoy.com/democratic-leadership-course-taught-by-a-ceo/
context and situation specific. This would not be applicable in a military or law enforcement setting
Can't agree; but relevant collaboration is required by a good manager in all circumstances, depending on the issue/circumstances urgency, criticality, complexity, technicality and uncertainty,