As a leader, your role is to steer the organisation towards success and support your team in their work. Every leader has a unique style of leadership. This affects how they communicate, delegate, and resolve conflicts. Many leaders never take the time to analyse their style. Some fail to experiment with different approaches or find what works best for them and their organisation.
A good leader can have a dramatic impact on results. Research by David McClelland, a Harvard University psychologist, showed this clearly. At a global food and beverage company, leaders with strong emotional intelligence outperformed revenue targets by 15% to 20%. In contrast, leaders who lacked emotional intelligence underperformed by as much as 20%.
It does not matter if you are the owner of a marketing agency or a Department Chair with an online Ed.D. in Higher Education. Every leader must understand their leadership style. This is vital, regardless of the sector in which you are working.
What Are the Different Leadership Styles?
Leadership styles are often grouped into four to eight broad categories. Daniel Goleman introduced six key styles in 2000 in Harvard Business Review. These styles show both positive and negative effects on business.
Coercive
Coercive leaders are highly controlling and demand compliance. They rarely consult the team or accept feedback. Decisions are made quickly and imposed on others. This style can harm a business long-term, but may work in a crisis. It requires innovative, experienced leaders who know exactly what must be done.
Authoritative
Authoritative leaders combine confidence with empathy. They mobilise people towards a common goal rather than enforcing their will. This style works best when a clear direction or a new vision is needed.
Affiliative
Affiliative leaders build harmony and emotional bonds. They create cultures where employees feel valued and connected. This style is particularly effective when trust has been broken or after tough organisational changes.
Democratic
Democratic leaders encourage participation. They listen to ideas from all levels and guide the group towards popular decisions. This approach improves morale and helps employees feel included.
Pacesetting
Pacesetting leaders set very high standards. They drive for fast results and efficiency. While useful in the short term, this style often burns out teams. Long-term use can damage morale and reduce performance.
Coaching
Coaching leaders focus on developing talent. They identify hidden potential and prepare people for the future. Empathy and self-awareness are key traits. This style strengthens both individuals and the organisation’s long-term success.
What Good Leaders Do
Strong leaders adapt their leadership style to suit the situation. They know their natural tendencies and adjust to meet the company’s needs. For example, they may shift between authoritative and democratic styles or balance short-term performance with long-term sustainability.
Becoming a good leader requires patience, practice, and resilience. It will not happen overnight, and failures are part of the journey. Yet the rewards are significant. Leaders who understand and adapt their style benefit themselves, their teams, and their organisations.
