This document summarizes different leadership styles identified by Harvard Business Review: - Coercive leadership demands obedience and is not open to questioning. - Pacesetting leadership sets extremely high standards and expects others to "read their mind." - Coaching leadership focuses on developing people and is willing to accept short-term failures. - Democratic leadership achieves consensus through participation and values employee input. - Affiliative leadership focuses on building relationships and motivating employees. - Authoritative leadership mobilizes people with a clear vision but can become overbearing.

1. HBR ARTICLE
INTER CULTURAL DIFFERENCES
IN LEADERSHIP STYLES
-AVINASH CHENNURI

2. Leadership
"a process of social influence in which
one person can enlist the aid
and support of others in the
accomplishment of a common task"
"organizing a group of people to
achieve a common goal".
a leader simply as somebody whom
people follow, or as somebody who guides
or directs others

3. Be the CHANGE, you want to see in
the WORLD
I Suppose leadership at one time
meant muscles; but today it means
getting along with people.
-father of
the India
It is better to lead from behind and to
put others in front, especially when
you celebrate victory when nice things
occur;
you take the front line when there is
-father
danger, then people will appreciate of
SA
your leadership.

4. Cultural Components that effects
leadership styles:
Flexibility
Employees’ ability to innovate without excessive
rules and regulations.
Responsibility
How responsible employees feel towards the
organization.
Standards
The level of standards expected in the organization.
Rewards
Clarity
The accuracy of performance feedback and its link
to rewards.
How clear employees are about the mission, vision
and core value.
Commitment
Employees’ commitment to a common purpose.

5. Leadership styles
identified by
HBR
• Coercive
• Pacesetting
• Coaching
• Democratic
• Affiliative
• Authorative

6. Coercive
Do ! What I tell YOU….!

7. Leaders make all the decisions for
their departments and tend to show
little concern for individuals.
The manager makes all the decisions
and directs subordinates to complete
the project.
Manager demands obedience and is
not open to questioning, The
assumption is that employees are not
capable
The leader tells others what to do, how
to do it and when it should be done,
Suggestions from staff are not
entertained
This leadership style is most effective
when deadlines are tight and there are
a great many people involved in the
project.
Typically, this results in high rates of
low morale, absenteeism and
employee turnover.

8. Pacesetting
Do ! As I do NOW….!

9. This is a leader who sets extremely high
standards for performance.
This leaders set up rules and want them
followed precisely.
Pacesetters tend to have trouble trusting
their followers. Their self esteem rests on
being smarter, faster and more thorough
than everyone else.
It only works with a highly motivated and competent team who
are able to "read the leader’s mind." Others will feel
overwhelmed and give up, because they cannot see
themselves reach unrealistic standards.

10. Coaching
Try this,….!

11. This is a leader who is focused on developing
people for the future.
He is able to recognize talent and how best to
develop it. He offers developmental
plans, including challenging assignments that
push people to cultivate new skills.
Coaching leaders are great delegators, and
are willing to put up with short-term
failures, provided they lead to long-term
development.
This style works best when you want to help
employees improve their performance or
develop their long-term strengths.

12. Democratic
What do you think….!

13. This is a leader who achieves
consensus thorough
participation
This style builds trust, respect and
commitment, and works best when you
want to receive input or get employees
to "buy-in" or achieve consensus.
It doesn’t work under severe time
constrains or if employees are
confused or uninformed.
This style works particularly well when the
leader is genuinely not sure what to do and
has talented employees who can and will
make excellent input

14. Affiliative
People come first….!

15. This is a leader who is
interested in creating
harmony and building
emotional bonds with
employees.
This style works best when leader
want to motivate
employees, especially when they face
stressful situations, when leader
want build team harmony, improve
communication, increase morale or
This leader
repair broken trustis a master at establishing
positive relationships. Because the
followers really like their leader, they
are loyal, share information, and have high
trust, all of which helps climate. The
Affiliative leader gives frequent positive
feedback, helping to keep everyone on
course.

16. Authoritative
Come with me…..!

17. This is a leader who mobilizes
people with enthusiasm and a
clear vision.
This is a visionary leader, who gives
people lots of leeway to innovate
and take calculated
risks, provided that they move in
the direction of the stated vision
This style works best when change
requires a new vision or when
employees are looking for a new
This style fails when employees are
direction.
more knowledgeable or
experienced than the leader, or if
the authoritative style becomes
overbearing.

18. THANK
YOU…!