Six Leadership Styles

Six Leadership Styles from Goleman by Alec McPhedran

Golemans Six Leadership Styles
 
Daniel Goleman, a psychologist and author, identified six leadership styles based on his research on emotional intelligence. Each style has its strengths and is most effective in specific situations. Here's an overview from creative arts coach and mentor Alec McPhedran.
 
In Goleman’s work on emotional intelligence (Goleman, D. 2007. Emotional Intelligence10th ed. Bantam Books), outlines six leadership styles that leaders can adopt, depending on the situation and their emotional intelligence competencies. Each style impacts the workplace climate differently and has unique strengths and weaknesses.
 
Of course, age groups, motivators and cultures have changed over the past 20 plus years since Goleman’s work was published, the six leadership styles are still, to many, very relevant. Understanding them and using each style appropriately, depending on the situation, helps improve communication, people management and improving long term growth of the team.
 
The Six Styles of Leadership
 
1. Coercive (Commanding) Leadership
Description: Relies on control and issuing clear directives. The leader expects immediate compliance.
When to Use: During crises, turnaround situations, or when dealing with problem employees.
Impact on Climate: Can damage morale and motivation if overused.
Typical statement: "Do what I tell you."
 
2. Authoritative (Visionary) Leadership
Description: Focuses on inspiring others with a clear vision and motivating them to achieve it.
When to Use: When the organization needs a new direction or during a major change.
Impact on Climate: Highly positive; fosters commitment and clarity.
Typical statement: "Come with me."
 
3. Affiliative Leadership
Description: Prioritizes emotional bonds, harmony, and team cohesion.
When to Use: To rebuild trust, improve morale, or heal a team after conflict.
Impact on Climate: Creates a strong sense of belonging but may neglect performance.
Typical statement: "People come first."
 
4. Democratic Leadership
Description: Encourages collaboration, team input, and shared decision-making.
When to Use: When the leader needs ideas, buy-in, or commitment from the team.
Impact on Climate: Positive; builds trust, respect, and commitment.
Typical statement: "What do we think?"
 
5. Pacesetting Leadership
Description: Sets high performance standards and leads by example.
When to Use: With highly motivated, skilled teams that need little direction.
Impact on Climate: Can overwhelm and demoralize if expectations are unrealistic.
Typical statement: "Do as I do, now."
 
6. Coaching Leadership
Description: Focuses on developing people for the future, helping them grow their strengths.
When to Use: To build long-term capabilities and align personal goals with organizational objectives.
Impact on Climate: Highly positive; boosts morale and performance over time.
Typical statement: "Tell me how you might do this."
 
Summary
No single style is best for all situations. Effective leaders adapt their style to the needs of their team and the challenges they face, often blending several styles for maximum impact. Using Goleman’s six leadership styles effectively requires emotional intelligence (EI), self-awareness, and an understanding of the context and your team’s needs based on each situation a leader faces.
 
Alec McPhedran Chtd Fellow CIPD, Chtd Mngr CMI, MCMI is a recognised creative arts coach and mentor. He specialises in one to one talent coaching, facilitated learning and team development. For further information, visit www.mcphedran.co.uk.

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