 Dear students, I welcome you in the course of leadership, emotional intelligence and the CN making. This is module number 98 and we are going to talk about leadership that gets results. An idea in practice would be our concern. This article is written by Dan Goldman and the Dan Goldman is arguing that without the emotional intelligence, the leaders are incomplete. When we talk about six leadership styles, the first one is the coercive style. And all of these styles would be discussed in terms of the leader's modus operandi, the style in a phrase, underlying emotional intelligence competencies, then the style works best and overall impact on climate. These are the concerns, which we will go through in six leadership styles. For example, when we see a coercive leadership style, the leader's modus operandi would be that the leader demands immediate compliance. The style in a phrase, which will brief what will happen in a coercive style, that would be do what I tell you. Underlying emotional intelligence that we see here, that is drive to achieve initiative and self-control. And when we talk about the style which works best, it says that in a crisis to kick start a turnaround or with problems, employees. So to tackle those problem employees, the coercive style that is appreciated. Whereas the overall impact on climate we will see, overall impact on culture that would be negative. When we visualize things in an authoritative concern, in the case of an authoritative style, the leader's modus operandi would be mobilize people towards a vision. And if we try to elaborate the style in a phrase, that would be come with me. Where the collaboration is emphasizing. Along with this, the leadership concern, we see emotional intelligence competencies in case of authoritative, that would be self-confidence, that would be empathy, change catalyst. And when we see the style in the best context, we come to know that when changes require a new vision and when a clear direction is needed. Authoritative style, if we see the overall impact on climate, it is said that that is most strongly positive. Under this, there are other styles like affiliative, like democratic, base setting and obviously coaching. When we talk about affiliative, the leader's modus operandi would be create harmony and build emotional bond. If we elaborate it in a sentence, that would be people comes first. Here, if we look at the concerns of emotional intelligence, there would be empathy, building relationships and communication. And when we talk about the style which is best suited in case of affiliation, it is said that to heal rifts in a team or to motivate people during stressful circumstances, in that case, affiliative style is the best one. If we look at the overall impact on climate, that is positive, which is good. In the case of a democratic leader, the leader's modus operandi, that would be forges consensus through participation. If we elaborate it in a sentence, that would be what do you think? You are giving the opinion of it. In the case of emotional intelligence, collaboration, team, leadership and communication, like the factors, they will come in front of us. When we talk about style works best, to build buy-in or consensus or to get input from valuable employees, these are the concerns which make a democratic leader's style is the best suited one. And the overall climate created out of this would be also positive. Likewise, when we talk about pace setting, in the case of pace setting, the leader's procedure of being operational would be set high standards for performance. And if we elaborate it in a sentence, that would be do as I do now. In that case, the factors of emotional intelligence in front of us, they are conscientiousness, drive to achieve an initiative. These are major ingredients which we see in the case of forecasting in emotional intelligence. When the style works best, if we talk about it, it is said to get quick results from a highly motivated and competent team. These are the pace setting aspects where we need it to be maximum. But overall climate which is based on pace setting, it is taken up as negative. Apart from this, if we look at the coaching style, it develops people for the future. And because the leader is acting like a coach, if we elaborate it in a sentence, that would be try this. Likewise, coaching's case is said that developing others' empathy and self-awareness, these are the main components of emotional intelligence, main competencies that would be available to us. Now, where coaching style would be more feasible? It is said that to help and improve performance and develop long-term strength, these are the aspects where coaching style would be necessary for us. And overall, what an environment creates out of the coaching style, that would be positive and that is highly appreciated. Dear students, as we have just seen, there are different leadership styles in which different types of emotional context are available. Whether it is affiliative, democratic, pace setting or coaching, the need for different ingredients of emotional intelligence is everywhere. Now, if we conclude all this, in an organizational facility, whether the leader is operating in any context, emotional intelligence is always with him or her. And related to emotional intelligence, his self-awareness, self-regulation, empathy, motivation and social skill, these are all the things without which a leader will remain incomplete. Thank you.