Affiliative Leadership Style

In this week discussion post, supporting my answer with information from my DiSC Assessment, I will identify my leadership style that I beleive is most appropriate for my company, what secondary style might be complimentary and which competencies would I like to enhance to my emotional intelligence (EI).

The most appropriate leadership style for my business will be Affiliative style. "The hallmark of the affiliative leaders is "people come first" attitude. This style is particularly useful for building team harmony or increasing morale. But its exclusive focus on praise can allow poor performance. Also, affiliative leaders rarely offer advice, which often leaves the employee in a quandary." Yes, this style describes my company because my business(es)

I would like to see my company as a family that cares about other people's families. In a family, you teach each other things that could be helpful for them to use in the future. I would like to build confidence and trust in my team. I am not for micromanaging and "sheepwalking" (Godin). Sheepwalking is "the outcome of hiring people who have been raised to be obedient and giving them brain-dead jobs and enough fear to keep them in line." (Godin). I am providing them with the tools that they will need to be successful leaders. I am looking at my business as a home. At home, people are taught right from wrong, respect, dignity, integrity, what to expect (good or bad) and share experiences to learn. Now that I have taught what you need to know its time for you (employee) to go out there on your own. "Affiliative leaders rarely offer constructive advice on how to improve, an employee must figure out how to do so on their own" (Goleman). I believe the coaching style goes well with affiliative because this method "focuses more on personal development than on immediate work-related tasks. It works well when

The ethos is optimistic and relationship oriented. People are often seen in meetings and in conversation. Creativity, passion, and enthusiasm are commended, and there is a low tolerance for rules, analysis, and lone wolves." (Week 3 Lecture Notes).The competencies that I will like to improve on are self-regulation, which means, "controlling or redirecting disruptive impulsive and moods" (Goleman) and empathy, "understanding other people's emotional makeup" (Goleman). I need to work on my self-regulation because according to my style "i," my limitations are impulsiveness, disorganization, and lack of follow-through. I am very impatient with others. I get frustrated if I am working in a group and something is not coming out fast enough and or the final product looks like it needs improvement. Once something doesn't go the way that I expected for it to go, I start taking full control and fix the task or project in a way that I am satisfied. If I am taking over the work it is not help anyone or anything. I should check my attitude and talk to my team and ask them what will they like to do to improve this. After I hear everyone out, I should give their ideas a try. If that doesn't seem to help, then I will then give my outlook on how we should approach, improve, the task or project. According to my assessment, it recommends that I should slow down and examine the details. True, one time I was so eager to complete an