I need two responses for answers from other students. I have attached the original question and the answers they gave. The responses are not to be negative and need to be academically acceptable. The

Original Question

Review the “leadership resources” document for articles on various leadership styles. Select four leadership styles. Describe some of the unique challenges a coach would face when coaching executive who employ those types of leadership styles.

Answer number 1 (Judith)

A good leader can step into any given situation and construct a vision for a better future, brainstorm strategies for realizing that future and execute a plan to see it to fruition. But the best leaders take it a step further by understanding their strengths and weaknesses and learning to practice the leadership style that best suits them and their team, allowing them to accomplish more, compel greater change and create a legacy that extends beyond their lifetime.

Knowing the leadership style best suited for your particular personality will not only make you a more effective leader, but it will help you better understand yourself. You’ll learn about your strongest qualities and therefore be able to refine and maximize them, while also becoming more aware of the qualities that you need to work on in order to be the best version of yourself you can be.

Most leaders fall into one of six different leadership styles: democratic, visionary, coaching, affiliative, pacesetting and commanding. It’s important to keep in mind that just because you feel more naturally inclined to a certain style doesn’t mean you can’t jump around to another one if the situation calls for it. Some types of leadership styles are more effective for a particular set of challenges than others, so don’t be afraid to pull from another style if you feel it will help your cause. Curious as to which style of leadership most speaks to your personality? We’ll explain the six types of leadership in more detail so you can identify which one resonates with you.

A democratic leader is one who places high value on the diverse skills, qualities and knowledge base of a team. He or she will work to cultivate consensus within the group by consistently asking, “What do you think?” to those around them. Doing so will tap into the collective wisdom the group has to offer in order to discover the next best step, and allow others to develop confidence in the leader.

Visionary leaders are at their best when it comes to finding new directions and new potential solutions to a given problem. This type of leader relies on abstract thinking and can envision possibilities that many others aren’t yet able to see. They’re “big picture” thinkers who can see future potential and articulate it to the group. They tend to be passionate and open-minded and are most effective at inspiring forward momentum.

A coaching leader is one who spends a great deal of time and energy on the individuals in a given group. He or she will work on cultivating deep connections that allow for a more thorough understanding of an individual’s hopes, beliefs, dreams and values. They will direct and guide others based on what influences their deepest desires, and deliberately work to cultivate a positive environment where encouragement and communication can flow freely.

While this is an incredibly effective style of leadership, it does run the risk of making others feel as though they’re being micromanaged.

Affiliative leaders place high emphasis on a “team first” approach. This type of style focuses on building trust within the group and creating emotional bonds that will promote a sense of belonging to the organization. Affiliative leaders are particularly effective in times of stress or when group morale is low. They have a knack for repairing broken trust in an organization, improving communication and fostering a sense of team harmony.

Praise and encouragement are very important in an affiliative group setting, but it’s critical that affiliative leaders make sure not to let poor performances go unaddressed. They sometimes run the risk of overlooking issues in order to make others happy.

A pacesetting leader is one who leads by example. They set and live by high standards for themselves in the hope that others will follow their example. This is a good choice for groups that consist of self-motivated, high-performing people who are dedicated to improvement, which is why it’s commonly found in the military.

Julius Caesar, for example, is famous for never having asked his soldiers to do something that he wouldn’t do himself. He’d frequently fight with them, join them in their daily activities and be

A commanding leader is the kind of leader we most often see in movies and read about in books. They approach leadership with an attitude of “do as I say because I’m the boss,” giving directives and expecting others to follow suit without question. This is a very effective style in times of crisis when quick decisions need to be made.

On the other hand, long-term usage of this style can undercut morale and job satisfaction as it often leaves group members feeling as though they have very little say or influence in the group’s direction and goals.

It’s important to keep in mind that there is no “one-size-fits-all” leadership style. Different situations call for different approaches depending on the needs and challenges of the moment. And sometimes, a problem is best solved by combining different types of leadership styles. For example, when faced with planning a business’ next steps, it’s common for CEOs of major companies to be visionaries, coaches and democratic leaders all in one.

https://www.tonyrobbins.com/what-is-leadership/leadership-styles/?gclid=CjwKCAjwlejcBRAdEiwAAbj6KT8ei22Kc1ejVdkSlBFBY3eZZHywkE0O2LUQDiDNVECqUNWYKVRmahoCTbgQAvD_BwE

Answer Number 2 (Denise)

A transactional leadership style, autocratic specifically can be seen in a leader who place his/her focus on performance (metrics, adherence, etc.), organization and having things in order in the workplace. According to the article, when the transactional approach is used, a leader is focused at the task at hand which might include meeting a deadline, service level agreement, and work-related quotas. A unique challenge which could present in a transactional style executive leader while receiving coaching is potentially a resistance to change, especially when it comes to independent/employee thinking which leads to organizational change. Coming from a world where team, collective effort and operational work flow which is routine and repetitive in nature, encouraging the leader to implement and suggest independent this within his/her team might be met with opposition. An occasional “I have always done it this way, or what do you mean improvements and an employee led suggestion committee, and why should we make changes and improve if things seem to be working.”

Transformational leaders are big on making change in the environment in which they find themselves and the people who are in it. Inspiration, motivation, a gift for forecasting and clear vision for the future are part of their wheelhouse. According to the article, transformational leaders can see potential in their followers, but they focus on becoming the best versions of themselves to truly engage their followers. Many of those who work with and for a leader who operates in the style, will be given the opportunity to participate fully and engage while in a team, but will encourage individual development and become leaders in their areas of expertise and passion. A challenge a coach might face when working with an executive with this leadership style is getting the leader to focus on practicality and embracing reality (what it there in clear black and white at the time). There will be times where a leader is needed, and control of the situation and the people will be an absolute must. Transformational leaders are born agents of change for the future, but the present is here, it must be dealt with in a way that won’t always make those involved feel amazing and uplifted.

Situational leadership calls for assessment of the situation(s) which are present and choose the appropriate style of leadership given the circumstance(s). According to the article, the level of development of those who work with, work for or follow the leader, often leaders find themselves adjusting in leadership style to fit the level of development of those whose sphere of influence he/she will be part of and included. One challenge a coach could face while providing service to an executive leader operating in this style is one who limits themselves when it comes to the future, forecasting, planning and being strategic. Due to the experience with leading based on situations and the development level of those around them, short term view is often in sight so long term becomes difficult and future vision isn’t as clear.