How do these leadership styles help/hurt the change process? When would you use each style in your work setting?

1) Coercive - I think that the coercive style can be interpreted in a negative manner, especially when seeking change. Most individuals do not take kindly to others forcibly telling them what to do. In times of change, it is usually beneficial to create buy in and allow individuals to find their own desire to follow. However, in a situation where there are specific job functions or regulations that must be met, this leadership style may be effective.

2) Authoritative - This leadership style could be very effective as part of the change process. By encouraging or asking others to follow or come with you as a leader can be a great way to create buy in. By talking with others and explaining your hopes others can catch on! If a work setting has a goal in mind and a leader has the path of success in mind, this tool could be effective in getting others on board.

3) Affiliative - This style can be great in terms of making people in the organization feel like they are appreciated or that they have a part in the organization. However, if there is a need for taking a leadership role or an authoritative role, this style may not make that possible. In the situation that others need emotional or personal support this is a great style to have.

4) Democratic - A democratic work environment can be great when related to change because all parties can provide their input into the situation. However, depending on how many people are in the work setting, this could easily get out of hand. Democratic styles would come in handy when looking to change aspects of the work environment that are pertinent to all parties.

5) Pacesetting - Setting high standards is good in a sense that it can challenge others and encourage them to do their best. However, for others, this could be intimidating and cause them to shut down instead of giving more. Pacesetting could be beneficial in a work environment where sales are the main goal. Individuals could learn from or witness the pacesetting of others.

6) Coaching - Coaching is generally a win/win situation. This allows others to showcase their talents and encourages cooperative learning in the work environment. If there is a lack of cooperation among individuals this could have a negative connotation. In an work setting where on going training is a priority, coaching is a great leadership skill to exhibit.

Reflection

I would consider myself a maintainer as a leader. I am very much a peace keeper and I do not like to make changes without first having a great idea of the situation that I am in. I think that it takes a long time to understand who you are as a leader and to have an appreciation for the way that other lead. I have experienced many different leadership styles and I think that all of those experiences have helped shape the leader that I am today.

In thinking about what inspires the best in staff I think that this completely depends on the staff. As a staff member, I appreciate positive feedback, having a boss that takes interest in my work and personal life, and mutual respect. I think that as a leader it is important to reward your staff and encourage them to pursue greatness. However, I am also very cognizant that I have very high expectations for both myself and others and I must be aware of this when working with others.

I think that understanding your own strengths can be difficult. It helps if others are willing to talk to you about your strengths and weaknesses. There are also many inventories and assessments that individuals can take to help them identify strengths. I do, however, think that having a great understanding of your own strengths and weaknesses is very important for your own success and the success of others. It can also be helpful when in a leadership role that you surround yourself with people who are strong in the same areas that you weak. This help created a more well-balanced team.