We have spoken about the leadership styles, you free to choose. But most importantly important to be able to choose the right style for the right situation.

Leaders easily adopt their style as needed. Now I would like to review the situation and how to practise in execution the affiliative style.

Affiliative Style

When it works: When the leader would like to recover trust in an orgabnisation, improving communication, increase morale and create harmony in the team. Also often used in cultures, where personal relationship to be established prior doing business: Asian cultures, Latin America, some European Countries.

When does not work: It does not work when high performance is critical to achieve goals, when critical to rely on regular feedback and guidance to the team individuals.

Execution: Closer and deeper interest in the person by the leader, additionally open up and show emotions. Provide emotional support to employees in bed times, as needed. Value people and respect, understand, connect with their feelings. Leader to look after the individuals emotional needs, less focus on how exactly are accomplished work goals. Long term still positive impact on performance. Be excellent leader with EI, building up loyalty.

English: Logo Connecting Emotional Intelligence

Image via Wikipedia

Leader: Affiliative style to combine with other leadership style, usually visionary style: be clear in vision, set standards, make sure people’s individual role’s meet the group goals. This to be used in combination with the affiliative style caring approach. Leader is creating harmony within the group, approach is friendly relationship, leader gives time enough to build emotional capital and store it for the moment/period when the organisation need it. When needed the leader focus is on the emotional needs of the employee(s) vs. task goals. Highly skilled leader in emotional intelligence.

Risk of failure: When using alone as leadership style, employees are usually left alone in their performance and may lead to uncorrected poor performance. Risk of improvement therefore on individual level, due to lack of advise from the leader.

For a Q&A personal session about the topic, please e-mail: beatrix.gabulya@yourleadershipibc.com