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How do these leadership styles help or hurt the change process?
Coercive--this style of leadership can be very harmful to the change process. Not many people enjoy being told what they're going to do and how they're going to do it. This should be used as a last resort during the change process. There comes a point in the process where the leader does have to put their foot down and say "This is what we're doing and you are going to have to follow directions..." The coercive style of leadership should only be used when necessary.
Authoritative--the authoritative leader can be very successful when implementing change. This person can produce change because of the ability to mobilize everyone toward a vision. These types of leaders are important to achieving any goal because they can bring the "stragglers" along with the vision and get the folks who are on the fence to be a part of the change.
Affiliative--this type of leader is also important when trying to facilitate change. The affiliative leader is so important to any leadership team because they will remind the other leaders to keep the feelings of the other people in mind. In a public school, change cannot done effectively if teachers do not feel a connection or see the importance of whatever change is being implemented.
Democratic--the democratic leader can be effective, but I think the democratic leader has to be very cafeful when trying to achieve consensus. Sometimes, the democratic leader gets to caught up in trying to please everyone that nothing gets accomplished. However, the democratic leader is usually good at producing "buy-in" throughout the group because people feel part of the decision making process.
Pacesetting--the pacesetter better learn to slow down and let things happen or this type of leader will burn the people around them out. While high expectations are very important, especially in education, trying to push people too quickly to accomplish too many things will not produce the desired result.
Coaching--this type of leader is valuable when trying to maintain a culture of change because this person will train the next generation of leaders to be ready for what's coming up in the future. The coach is always looking to the future and trying to train up others to get ready and step into leadership positions for sustained improvement within any organization.

When would you use each style in your work setting?
Coercive--this is necessary when staff members are unwilling to participate in the vision as a last resort. I also see myself using this style of leadership when dealing with student discipline issues from time to time.
Authoritative--I see myself floating between authoritative and affiliative leadership most of all while at my school. For me to be effective, I have to have the ability to mobilize teachers toward a common goal.
Affiliative--While having the ability to mobilize teachers toward a common goal is important, I need to constantly remember to "Put people first" like the book says affiliative leaders do. Educators are in the people business and if we ever forget that, then we're not doing our job. Whether its students, teachers, parents or whomever walks into our school, as educational leaders, it is our job to make sure that whoever walks into our school feels important.
Democratic--This is necessary in a school setting, but it can also be a dangerous place to live, especially in larger schools. It is virtually impossible to to please everyone, but it is still necessary to attempt to build consensus when making any important decision within a school. You will not be successful as a leader if teachers feel they are constantly being told what to do without any input.
Pacesetting--This is part of any leader's job. Setting the pace, but it's important to remember to not move along too quickly.
Coaching--Any effective leader is always looking to coach up new leaders. It is so important to constantly be looking to identify other teachers in the building to help out with leadership tasks.