When a leader puts in extra hours, lends an ear to the grievances disgruntled employees, and takes a 'we're all in this together' the employees are more likely to try to weather their difficulties.
Discussion 2 think most of our leadership styles are somewhat situational -- no one, unless their role is very limited with the organization, is likely to be called upon to do the same thing, day after day. One of the things I like about a Human Relations Specialist style is how showing empathy and consideration, as well as taking suggestions employees 'on board' can be a profound, if subtle,...
Even when subordinates don't know best what to do, trying to shape their responses through guidance is more effective than simply directing them, or worse, telling them they are wrong. Soliciting input from subordinates and adopting at least some of their suggestions is likely to make them more willing to navigate difficulties in a transition or change as well. Your style seems very much that of a teacher -- someone who knows best, but who listens to the other person's point-of-view, and adapts the method of instruction to the other person's learning needs and to their input.
