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Wolfgang Keller

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1. Wolfgang Keller is an effective leader. He is people-oriented and results-driven, but sometimes a bit too results-driven. He has a clear vision that he shares with most of his team, and he is both self- and socially-aware. Keller follows three of the Five Practices of Exemplary Leadership. On the other end, he also has a tendency to over-control. The positives of Keller’s leadership outweigh the negatives.
Keller uses the affiliative and pacesetting leadership styles frequently. He is an obvious people-person so the affiliative method is a natural one for him. Keller prefers to build relationships with everyone—employees and distributors alike. He also requests that his employees do the same in building relationships. Keller is also very goal-oriented so he behaves with a sense of urgency and demands accuracy, setting the pace for the rest of his team. He urges everyone to have good relationships with customers and distributors, and pushes for higher market share and profitability as a result. But, according to Goleman, pacesetting is a negative form of leadership because it takes less consideration of people and relationships, and focuses more on results. Leadership, in definition, is about leading people, focusing on people. Even though pacesetting has a slightly negative effect on the climate, the affiliative style Keller usually takes helps to balance it out and the overall climate is more positive because of Keller’s leadership.
Of the Five Practice of Exemplary Leadership, Keller engages in three. He Models the Way and Inspires a Shared Vision by taking on tasks when no one else will and by having close relationships with others. Most of the employees follow his relationship-oriented personality and make a point to be friendlier and less formal with distributors. It is possible that Keller Encourages the Heart, but the case mentions nothing

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