Leadership Style

Leadership Styles

Every leadership style has a unique role and value in the work environment. There is no right or wrong style; rather, some styles are simply more effective in certain situations than others.

The key to effective leadership is understanding your natural style and being adaptable enough to apply different styles as needed to best meet the demands of any given situation. By doing so, you can create a more dynamic and responsive leadership approach that benefits both you and your team.

There are lots of leadership styles out there, from those that are all about control to others focused on potential. One of the most well-known models is Daniel Goleman’s Six Leadership Styles. Goleman is famous for his work on Emotional Intelligence, but he also did an amazing study on leadership, published in the Harvard Business Review in 2000 called ‘Leadership that Gets Results’. In a three-year study of over 3,000 executives, Goleman identified six different leadership styles.

Goleman’s Six Leadership Styles

1. Visionary/ Authoritative Leaders

• Motto: “Come with me.” These leaders have a clear vision and inspire people to follow. They’re confident and empathetic, making them great at driving change and getting people excited about the future.
• Pros: Clearly communicates a vision and inspires people to follow; effective in driving change and setting a clear direction.

• Cons: Can come across as arrogant if not balanced with empathy; may not work well with highly independent teams.

• When to Use: When a new vision or clear direction is needed.

• How to Apply: Clearly communicate your vision and inspire your team to follow. Show confidence and empathy to engage your team and get them excited about the future.

2. Coaching Leaders

• Motto: “Try it.” Coaching leaders help others develop by encouraging them to try different approaches. They’re empathetic, self-aware, and great at nurturing talent, especially in environments that value long-term growth.

• Pros: Helps individuals develop their skills and long-term performance; builds a culture of learning and growth.

• Cons: Time-consuming and may not yield immediate results; requires a high level of emotional intelligence and patience.

• When to Use: When developing long-term skills and growth is important.

• How to Apply: Encourage your team to try different approaches and provide guidance. Focus on developing their skills by offering constructive feedback and support.

3. Affiliative Leaders

• Motto: “People come first.” These leaders build emotional bonds and harmony within the team. They’re empathetic and excellent communicators, perfect for helping teams recover from tough times and boosting motivation. Just remember, this style alone won’t get tasks done quickly.

• Pros: Creates harmony and emotional bonds within the team; boosts morale and team cohesion, especially after difficult times.

• Cons: Not focused on task completion; may hinder productivity; can be perceived as weak if overused without balance.

• When to Use: When the team needs to recover from a difficult experience or build morale.

• How to Apply: Prioritise building emotional bonds and harmony. Show empathy and communicate effectively to boost motivation and team cohesion.

4. Democratic Leaders

• Motto: “What do you think?” Democratic leaders foster collaboration and participation. They’re great at getting everyone’s input and building consensus, though it might slow progress a bit. Ensure senior managers are on board for this style to be effective.

• Pros: Encourages collaboration and team input; builds commitment and ownership among team members.

• Cons: Decision-making process can be slow; may lead to a lack of direction if consensus is hard to achieve.

• When to Use: When you need input and buy-in from your team.

• How to Apply: Encourage collaboration and participation. Ask for team members’ opinions and build consensus. Be patient, as this style may take time to yield results.

5. Pace-setting Leaders

• Motto: “Do as I do, now.” These leaders lead by example and expect high performance. This style works best with highly competent and motivated teams, but it can be exhausting if used for too long.

• Pros: Leads by example and sets high standards; effective with highly competent and motivated teams.

• Cons: Can lead to burnout if used excessively; may create a stressful environment if team members can’t keep up.

• When to Use: When working with highly competent and motivated teams.

• How to Apply: Lead by example and set high standards. Ensure your team is capable and motivated to keep up with the pace you set. Be cautious of burnout and maintain a balance.

6. Commanding / Coercive Leaders

• Motto: “Do what I tell you.” Commanding leaders are decisive and expect immediate compliance. They’re perfect for crisis situations where quick, clear decisions are needed, but they might stifle initiative and affect morale negatively over time.

• Pros: Provides clear direction and quick decision-making in crisis situations; effective in high-pressure environments where immediate action is needed.

• Cons: Can stifle creativity and initiative; often leads to low morale and high turnover if overused.

• When to Use: In crisis situations that require immediate action and clear direction.

• How to Apply: Provide decisive instructions and expect immediate compliance. Use this style sparingly, as it can negatively affect morale if overused.

Next Steps 

Regularly reflecting on your natural leadership style is crucial for growth and development.

Take a moment to think about your strengths and areas where you could improve. Knowing where you excel and where you need some work will help you focus your development efforts. This self-awareness is essential to becoming a more adaptable and effective leader, ready to face any challenge and lead your team to success.

As you reflect on your responses, consider:

• What are your ‘typical’ leadership styles at work? Think about the styles you naturally gravitate towards.

• Which styles are you least comfortable with? Identify the styles you find most challenging or uncomfortable.

• Which styles are having the biggest impact on your ability to manage effectively? Identify the styles that are contributing the most to your success, as well as those that might be holding you back as a leader.

Now, pick one leadership style to focus on developing. Ask yourself what specific skills and behaviours you need to enhance or acquire for that style. By concentrating on one style at a time, you’ll make meaningful progress and become a more adaptable leader.

A Final Word

Effective leadership is all about knowing your natural style and being flexible enough to switch it up as needed. This adaptability makes your leadership approach dynamic and responsive, benefiting both you and your team.

Embrace your strengths, but also work on developing other styles. This flexibility will help you inspire, support, and lead your team through various challenges and opportunities, making for a more resilient and high-performing team.

For more information on Daniel Goleman’s Six Leadership Styles, you can check out his original article, “Leadership that Gets Results,” published in the Harvard Business Review in 2000. This article lays the foundation for understanding the six styles and how they relate to emotional intelligence.