Learn when and how to develop a broader, balanced portfolio of leadership styles, including democratic leadership. Read more at http://blog.reallearning.com.au/teams-leaders-sales/timing-is-everything-in-coaching-visionary-democratic-leadership

1. Don’t be the ineffective
dinosaur leader
6 conscious leadership styles to drive high
performance

2. The real power of leadership
Leaders have a disproportionate impact on team
performance and results
Leadership
Styles
Organisational
Climate
How much
effort people
make
Results
50-70% 30%

3. A strong leader can
select the best
leadership style for the
situation – based on the
individual, the
circumstances and the
desired outcome
Some leaders have many tools
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href="https://creativecommons.org/licenses/by/2.0/">(license)</a>

4. These leaders believe
they have many styles –
but they are really
variations of the same
style – often the
hammer! (Ever worked
for a boss whose only
tool was the hammer?)
Other leaders have just one
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href="https://creativecommons.org/licenses/by/2.0/">(license)</a>

5. Six leadership styles
Directive Visionary
Affiliative Democratic
Pacesetting Coaching

6. • These slides describe
stereotypes – leaders
who have only one style
• In reality - leadership
styles describe
behaviours not people
• Most leaders combine at
least a few of these styles
Don’t pigeon hole people
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href="http://photopin.com">photopin</a> <a href="https://creativecommons.org/licenses/by-nc-sa/2.0/">(license)</a>

7. Hang on. Do you prefer to
download this SlideShare as
a PDF and view that way?
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8. What does it look like?
This leader gives lots of
instructions and, well, directions.
They may come across as bossy
and controlling. Sometimes it’s
just that they tell rather than ask or
coach. It’s a useful style on simple
tasks, under pressure and with
poor performers – but it can really
annoy good people.
Directive leadership
photo credit: <a href="http://www.flickr.com/photos/34756977@N00/8680763519">Just listen here buddy...</a> via <a
href="http://photopin.com">photopin</a> <a href="https://creativecommons.org/licenses/by/2.0/">(license)</a>

9. What does it look like?
The visionary leader knows what
they want their team to achieve
and they communicate it often.
Decisions are made based on
how they impact that vision. This
works well with people who are
competent and who want to
understand ‘the big picture’.
Visionary leadership
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via <a href="http://photopin.com">photopin</a> <a href="https://creativecommons.org/licenses/by-
nc/2.0/">(license)</a>

10. What does it look like?
This leader likes to build strong
friendly relationships with their
people. It is an effective style in
letting people know they are
valued – but less effective in
holding people accountable and
also struggles with the tough
decisions.
Affiliative leadership
photo credit: <a href="http://www.flickr.com/photos/32029534@N00/14315939900">historically gay : pride party, civic center, san francisco
(2012)</a> via <a href="http://photopin.com">photopin</a> <a href="https://creativecommons.org/licenses/by-nd/2.0/">(license)</a>

11. What does it look like?
This leader involves their teams
extensively in problem solving and
decision making. It can increase
engagement and works well with
competent people. Democratic
leadership can lead to slow
decisions, over-compromise and
frustration if overused.
Democratic leadership
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href="http://photopin.com">photopin</a> <a href="https://creativecommons.org/licenses/by-nc-nd/2.0/">(license)</a>

12. What does it look like?
This leader goes hard – and
expects those around them to
keep up. Instead of developing
their people, they do things
themselves. This is a strong style
in a short term crisis – but fails to
develop people and burns out the
leader if sustained.
Pacesetting leadership
photo credit: <a href="http://www.flickr.com/photos/25036263@N02/4267899050">Riverside pacesetter</a> via <a
href="http://photopin.com">photopin</a> <a href="https://creativecommons.org/licenses/by-sa/2.0/">(license)</a>

13. What does it look like?
This leader spends time
developing their people – which
increases their capability and
improves medium to long term
performance. This is an
effective style in most situations
except crises and with
disengaged employees.
Coaching leadership
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href="http://photopin.com">photopin</a> <a href="https://creativecommons.org/licenses/by/2.0/">(license)</a>

14. Finding the balance
• Be less directive by asking rather than telling –
even when you are responding to a question (such
as, ‘what should I do ..?’)
• Be more visionary by carefully defining what you
want your team to do, achieve and be in the next
12 months – and then use that as a framework to
make and communicate decisions

15. Finding the balance
• Be affiliative as part of your overall leadership
approach – build rapport and take a personal
interest in your people BUT don’t let that get in the
way of accountability and difficult decisions and
conversations
• Use democratic leadership when it is appropriate –
but be prepared to make decisions alone (or give
your people a voice but not a vote in some
situations)

16. Finding the balance
• Decrease pacesetting by accepting that the price
of high performance is a short term compromise in
standards and efficiency while your people learn
• Increase coaching by asking rather than telling.
When you could tell someone what to do, try
guiding them instead – help them find their own
answers by asking questions that make them think

17. We develop leadership capabilities to:
1. Achieve results
2. Build and sustain a high performance team
3. Develop and engage each individual
Click here to download brochure
Get the best from your people with our
Leadership Academy

18. Further reading
• Leadership styles http://blog.reallearning.com.au/teams-leaders-sales/what-is-your-leadership-
style-and-how-is-it-impacting-performance-0
• Visionary leadership http://blog.reallearning.com.au/teams-leaders-sales/do-good-leaders-have-
to-be-a-charismatic-visionaries
• Democratic leadership http://blog.reallearning.com.au/teams-leaders-sales/democratic-leadership-
%E2%80%93-engaged-or-deranged
• Affiliative leadership http://blog.reallearning.com.au/teams-leaders-sales/do-your-leadership-
qualities-win-you-like-and-respect
• Coaching leadership http://blog.reallearning.com.au/teams-leaders-sales/leadership-qualities-
leader-as-coach-video
• Another coaching leadership resource http://blog.reallearning.com.au/teams-leaders-
sales/effective-leadership-stop-training-your-people-to-be-a-pain-in-the-

19. Free resources
• Blog blog.reallearning.com.au/blog
• Blog for learning professionals
http://blog.reallearning.com.au/learning-professionals
• Simon’s personal LinkedIn page
http://www.linkedin.com/in/simonthiessen
• Our company LinkedIn page
http://www.linkedin.com/company/2638553
• Facebook https://www.facebook.com/thereallearningexperience
• Twitter https://twitter.com/thereallearning