Figure 1: Six leadership styles based on Daniel Goldman’s Model (Slidemodel)

The human resources leader act as the bridge between management and the employees of an organization. An HR professional can resolve any difficult situations and refer to managers on problems with employees. They manage an organization’s key processes like recruitment, interviewing, selection, and hiring processes. Due to the complexity of their job role, they often should possess strong analytical skills, management skills, and coordination skills, top-notch soft skills, such as the ability to listen and provide empathy to employees. In today’s article, I’m going to dig deep into the leadership skills that are important as an HR manager (eLearning).

Effective leadership skills that Human resource Managers should posses
  1. Decision-making skills – They should have the ability to balance the strengths and weaknesses of different options. For instance, hiring and firing decisions directly impact the organization’s growth.

  2. Interpersonal skills – Positive working relationships with their colleagues are a must to make sure they interact with the employees in the organization.

  3. A good listener – HR manager should have strong emotional intelligence and puts an employee’s interests first since a company’s most important asset is its people. And while this is important, a true leaders can only do this by knowing themselves, their strengths, and their weaknesses.

  4. Organizational skills – Leaders in human resources careers must be able to manage many projects at once and prioritize tasks.

  5. A Good Communicator – Clearly communicate with their staff and other employees. They need strong speaking skills to give presentations, communicate with leadership at all levels, and direct their staff.
The Six Leadership Styles of Daniel Goleman’s model (Personio; Zeeman, 2019):
  1. Commanding demands immediate compliance – This style works best in a crisis or with problematic people.
  2. Visionary – This style works best when a clear direction or change is needed.
  3. Affiliative – This creates emotional bonds and harmony, and works best to heal team rifts or motivate people in stressful times.
  4. Democratic – Builds consensus through participation, best when need to create harmony or get input.
  5. Pacesetting – This style works best to get quick results from a highly competent team.
  6. Coaching – Develops people for the future. When need to help people and build long-term strength.
Conclusion

According to my perspective HR manager should be a combination of Affiliative and democratic leadership styles. The HR managers should think from people’s side and motivate them for performance. Also should listen to employees, and come up with a solution to their problems allowing them to put their input.