Types of leadership according to Daniel Goleman

In today’s society, in which almost everything is done together with other people, Leadership has become a fundamental skill. There are many psychologists who have studied this concept and, among all of them, the figure of Daniel Goleman stands out. This psychologist is known above all for having deciphered the power of emotional intelligence for the general public. However, he has also written books and conducted studies on this important topic.

The 6 types of leadership according to Daniel Goleman are the most used classification within different disciplines. For example, in the business world many managers study their material to improve their leadership skills. Therefore, in this article we will talk about what they are and what they consist of.

What are the types of leadership according to Daniel Goleman?

in his book Leadership that gets results, Daniel Goleman described six different types of leadership. Each of them is based on a component of emotional intelligence. However, they all have in common that the people who develop them get results.

On the other hand, the types of leadership according to Daniel Goleman are not incompatible. On the contrary, The best leaders are able to take elements from each of them to adapt to the demands of the moment.. In any case, to choose which one is the most useful for a situation, it is first necessary to know them all. As described by Goleman in his work, the six types of leadership are as follows:

Coercive or authoritarian. Democratic. Affiliative. Visionary or orientative. Helmsman.Coach.

Let’s look at each of them.

1. Coercive or authoritarian leadership

The first type of leadership according to Daniel Goleman is based on discipline. Managers who follow this model try to ensure that discipline remains above any other value. To do this, they generally use short, concrete and precise instructions. Furthermore, the consequences of not complying with what has been assigned will be harsh and in many cases they will try to set a precedent, acting as a warning for those who are tempted to relax or not follow the guidelines.

This causes, in general, the demotivation of the group members: Workers feel that they have no control over their work, that their operability and decision-making capacity does not go beyond that of a machine. Therefore, it should only be used in situations where it is necessary to act in a very specific way or where there are many organizational problems in the group. For example, during an emergency or when performing an overly complex task where the limits do not leave much room for error.

2. Democratic leadership

Democratic leadership follows the idea that It is necessary to take into account the opinions of the entire group when making a decision. This usually involves a multitude of meetings, debates and talks. Therefore, it will be especially useful in cases where there is a lot of time to choose the path to follow and in those where the training of all group members for the proposed objective is similar.

On the other hand, democratic leadership is usually used when the work team is multidisciplinary and, therefore, it is necessary to combine the different disciplines to carry out the projects. That is to say, It is necessary to reach agreements at those points where the disciplines join or overlap, so that the parts that make them all fit together..

3. Affiliative leadership, one of the types of leadership according to Daniel Goleman

The third type of leadership, according to Daniel Goleman, is based on creating bonds between different members of the group. Thus, harmony and collaboration between them is achieved. We are talking about a type of leadership that seeks, above all, for the human environment to be good (that is, a stimulus for workers).

The main difficulty encountered by this type of leaders arises when the lack of discipline and organization is very great. Also when a wave of conflicts breaks out because the emotional involvement of the people immersed in them will be much greater.

Nevertheless, This approach should not be used without support from others, such as visionary or democratic. Otherwise, it is very easy to fall into the “the company is your family” philosophy and create a climate of exploitation based on emotional blackmail.

4. Visionary or orientative leadership

Leaders who use this style They motivate their subordinates through a clear and exciting vision. Thus, they make each of them see what their role is within it. The main advantage of this type of leadership is that everyone is clear about where the team is going; so the motivation is more present.

In general, It is one of the most in-demand leadership styles today.. It is a close approach to the worker from the perspective of horizontality and camaraderie. Positive reinforcement is essential in this style.

5. Helmsman leadership, another type of leadership according to Daniel Goleman

The role of a helmsman is to set a course and ensure that it is maintained.. He sets himself as an example; so he always seeks to act as a model would. In general, it is used by people who like to feel like protagonists. Its biggest problem is that it prevents the team from being able to add anything to the final project other than the replication of a model.

This type of leadership is especially effective when the leader is an expert in the field and the rest of the group members have to assume a large segment – of what is required of them – as learning. However, if taken to the limit, workers can become overwhelmed by the demands and demands for excellence.

6. Leadership coach

The last type of leadership is based on help group members find their weaknesses and strengths. Afterwards, he tries to help each of them develop their full potential. The philosophy behind it is that a good worker will contribute more than one who has not reached his maximum development.

The perspective of this leadership is the training of valid and autonomous long-term workers. That is, short-term failures and losses are assumed, but always in the interest of improving and reaching the point where each person is essential. However, it requires that the worker also be on the same page; Otherwise, a climate of frustration is created.

Traits that promote good leadership

For Goleman, The best leaders are not married to just one type of leadership.On the contrary, the leader’s efficiency will reside in his ability to flexibly change from one style to another, depending on the circumstances.

In addition, A good leader usually has a series of characteristic traitswhich can be summarized as follows, according to a work carried out in 2022 by the Pontifical University of Comillas:

emotional intelligence, which refers to the ability to realize the emotional states of the team and the general climate of the environment. Furthermore, it refers to the ability to identify and manage one’s own emotions appropriately.Generosity.Modestymanifested above all in those situations where it is necessary to accept and learn from the criticism of others, as well as in the ability to accept one’s own limitations.Self-confidencewhich implies not depending on the approval of others.Self-controlwhich consists of prioritizing reflection over impulses and cultivating a strategic vision.

Each of the types of leadership, according to Daniel Goleman, has advantages and disadvantages. Therefore, as he describes in an article published by the IDEMA Institute in 2019 for a workshop against business corruption, It is essential to choose at all times the one that best suits the group and its circumstances.. In this sense, we think that developing leadership skills will be useful both for company managers and for all those who have to work as a team to achieve a goal.

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