Leadership style describes how leaders choose to connect with their teams to deliver results. Based on extensive research and practical insights, Daniel Goleman has outlined six unique leadership styles that managers can utilize according to the specific circumstances. These styles were first presented in his 2000 Harvard Business Review article, "Leadership That Gets Results," and have since become a widely acknowledged model for effective leadership.
Choosing the right style, at the right time can produce powerful results and emotional intelligence plays a critical role in the process of selecting an opportune leadership style, in the moment.
Leadership, like swimming, cannot be learned by reading about it.- Henry Mintzberg
The Six Leadership Styles
Leadership styles can be categorized into two groups: long-term and short-term. The long-term styles, which foster sustained productivity, include Visionary, Participative, and Coaching.
1. Visionary
A Visionary style establishes standards and monitors performance in relation to the larger vision. Sometimes, a visionary style may be described as inspirational. Consider for a moment how it would feel like to work on a team with no vision. A thorough understanding of the organization’s vision, coupled with the skill to articulate it to team members is fundamental to this leadership style:
Questions for Reflection:
- What is the vision of your company?
- What steps can you take to articulate it to your team?
2. Democratic
A Democratic leader invites employees to participate in the development of decisions and actively seeks opportunities for consensus. These leaders hold regular meetings, listen to employees’ concerns, focus on “how to”, identify opportunities for positive feedback, recognize the impact of employee morale on performance, and avoid performance-related confrontations
This style complements and combines well with a Visionary style. Democratic leaders reward the team, not individuals.
Questions for Reflection:
- What methods do you use to involve your team in decision-making processes?
- What is an example of a time when team input led to a better outcome or solution?
3. Coaching
A Coaching style is focused on long-term development of team members by providing ongoing instruction and balanced feedback. Leaders with this style are typically very experienced in their roles and, as a result, have a high comfort level with delegating. Sometimes, Coaching leaders are prepared to trade off immediate results for long-term development of team members. A willingness to accept short-term failures and disappointments is indispensable for this style.
Questions for Reflection:
- What techniques do you use to provide constructive feedback and support individual development?
- What strategies do you employ to balance coaching and mentoring with achieving team goals and deadlines?
Three short-term styles for specific, usually limited application: Affiliative, Directive and Pacesetting.
These three are often useful in highly emotional, difficult and extreme situations. Consider the golf club analogy. Some clubs, like the sand wedge, have very specific and limited application. This applies to the final three leadership styles.
4. Affiliative
An Affiliative leader identifies opportunities for positive feedback, stresses the importance of how employee morale impacts performance, and avoids performance-related confrontations.
Although a leader with this style may appear to be supportive and want to be friends with everyone, when overused, these leaders may have a hard time making tough decisions. With time, people may take advantage. Following innumerable chances, opportunities and latitude, when there are disappointing results, this leader may become frustrated, shifting to tight reins and more control.
Questions for Reflection:
- What strategies do you use to foster a positive emotional climate and build strong relationships within your team?
- What is an example of how you have worked to improve team morale or address interpersonal conflicts?
5. Pacesetter
This style pairs well with both a Visionary style and a Coaching style. The Pacesetter is apprehensive about delegating, takes away responsibility when high performance is not forthcoming, and rescues risk-prone situations.
Faced with tight deadlines, this can be a very effective style. It lifts spirits and resonates with people who learn by watching. If overused, even the highest achievers may start to decrease their discretionary effort while other less performance-focused team members may feel overwhelmed by the Pacesetter.
Questions for Reflection:
- What methods do you use to set high standards and lead by example in your role?
- What is an example of how your own performance or work ethic has influenced your team?
6. Commanding
This style best reserved for critical situations. The captain of a fire department is a prime example of a leader who must use this style. The Commanding leader controls tightly, explains by directing or commanding, motivates by stating the negative consequences of noncompliance, and offers short-term clarity and action plan.
When overused in non-threatening situations, it’s often demotivating; nothing happens without the input of the leader—creating a bottleneck with the team.
Questions for Reflection:
- What steps do you take to ensure that your directives are followed by your team?
- What is an example of a situation where you had to use authority to achieve a goal?
Situational Leadership
Situational Leadership means adapting your leadership style to each unique situation or task to meet the needs of the team or team members. Ken Blanchard and Paul Hersey developed the Situational Leadership Theory in 1969. They believe that there is no “one size fits all” leadership style.
However, 54 percent of leaders use only one leadership style, regardless of the situation, which means that 50 percent of the time, leaders are using the wrong leadership style to meet the needs of their people.
In conclusion, effective leadership requires flexibility and the ability to adapt to various situations and team needs. By understanding and applying the six leadership styles identified by Daniel Goleman, leaders can enhance their ability to connect with their teams and achieve better results. Remember, the key to successful leadership lies in choosing the right style at the right time, guided by emotional intelligence and a deep understanding of your team's dynamics. As Ken Blanchard and Paul Hersey's Situational Leadership Theory suggests, there is no "one size fits all" approach, and the most effective leaders are those who can navigate and apply different styles as needed.