Leadership Styles in Situational Adaptation

• Adaptive Leadership


  can motivate individuals, teams, and entire organizations through adaptive behavior within the context of organizational dynamics.
• Developing your inner self


  Able to fathom the truth about your whole being as progressively enlightened self
• Developing your higher self


  Possesses a deeper level of spirituality and clearer view of one’s role in uplifting society
• Developing your selfless self


  Willing to sacrifice the self and embrace personal costs for the greater good of others
• Daniel Goleman


  He wrote "Leadership that Gets Results" that includes 6 generic styles of adaptive leadership styles which are Coercive, Authoritative, Affiliative, Democratic, Pacesetting, and Coaching Styles.
• Coercive Leadership


  is a command-and-control style. It relies on forcing people to do what you tell them, whether they want to or not. Does it work? Yes, however only in the short term. Threats work if you keep upping them; when coercive leaders run out of threats, they can’t get things done.
• Authoritarian Leadership


  Is a leadership style that is exemplified when a leader dictates policies and procedures, decides what goals are to be achieved , and directs and controls all activities without any meaningful participation by the subordinates. Such a leader has full control of the team, leaving low autonomy within the group.
• Affiliative Leadership


  is a style of leadership that focusses completely on people and relationships. It

  relates to the act of forming social and emotional bonds with each member of a team.
• Democratic Leadership


  also known as participative leadership or shared leadership, is a leadership style in which members of the group take a participative role in the decision-making process.
• Pacesetting Leadership


  is a style of leadership when a leader leads from the front, constantly sets high standards for their team and expects them to exceed with minimal management.
• Coaching 


  this leadership style is when a leader focuses on developing team members as individuals
• Coercive


  This leadership style works best when:

  • During emergencies/crises
  • When dealing with very difficult employees for shock treatment
• Coercive


  This leadership style works worst when:

  • Dealing with highly intelligent, egalitarian society.
• Authoritative


  This leadership style works best when:

  • To cajole and persuade towards higher version
  • When enthusiastic/charismatic leader uses it
  • When leader is clearly superior than others
  • For empowerment
  • When business is going adrift.
• Authoritative


  This leadership style works worst when:

  • If leader is too overbearing or too pushy
  • When timing is not yet right given the prevailing mood
• Affiliative


  This leadership style works best when:

  • For unity and harmony
  • When eliciting loyalty
  • For communication and feedback
  • For relationship building
  • To repair broken trust
• Affiliative


  This leadership style works worst when:

  • Mediocrity results because too much praise is given
  • When leader allows poor performance
• Democratic


  This leadership style works best when:

  • When consensus is needed
  • When it is very difficult to solve issues
  • When buy-in is needed
  • To set group goals
• Democratic


  This leadership style works worst when:

  • When hard decisions must be made
  • During crises
• Pacesetting


  This leadership style works best when:

  • For highly capable staff
  • When technology is changing fast
• Pacesetting


  This leadership style works worst when:

  • When overwhelming to others
  • When no feedback is given
  • If organization is not so smart and talented
• Coaching


  This leadership style works best when:

  • When personal development and growth is desired
  • When personal commitment is wanted
• Coaching


  This leadership style works worst when:

  • When mass mobilization is needed
  • When resistance to change is high
• Adaptive leadership traits:

  • Goal-oriented
  • Open-minded
  • Appreciative of challenges
  • Committed
  • Proactive
  • Embrace the unknown
  • Experimental
  • Emotionally aware
• Organizational Justice


  Adaptive leaders create an environment in which every member of the organization has the opportunity to be heard. Organizational input is integral to adaptive leadership. This culture of equality and justice is key to implementing adaptive change.
• Emotional Intelligence


  Adaptive leadership values relationships. Thus, adaptive leaders take the time to make sure members of the organization feel heard and supported during the

  process of problem-solving. This requires a high degree of emotional intelligence, which is the ability to handle relationships with empathy and awareness.
• Development


  The adaptive leadership model recognizes that organizations must adjust and adapt to stay relevant in a complex and ever-changing marketplace. Additionally,

  adaptive leaders recognize that developing individuals within the organization is just as important as organization-wide change. Adaptive leaders empower their colleagues and employees to learn and grow through the process of organizational change.
• Character


  Adaptive leaders demonstrate ethical responsibility and morality. They are transparent in their communication style and hold themselves to the same standards to which they hold their team.