What is affiliative leadership? Building harmony, trust and resilience at work

At People Insight, we created a Goleman Leadership Styles quiz to help leaders understand how their natural approach impacts their teams. So far, more than 11,000 people have taken the quiz, and the results are fascinating.

12.6% of respondents identified as affiliative leaders, placing it firmly in third place, behind coaching and democratic leadership.

While it might not be the most common leadership style, affiliative leadership plays a significant role in building connected, resilient and emotionally intelligent teams.

So, why does this matter?

Because leadership is personal. No two leaders approach team building, performance or decision-making in exactly the same way. Understanding your natural leadership style allows you to lead with intention, leveraging your strengths, spotting your blind spots and adapting your approach depending on the situation.

Affiliative leadership is all about people. It’s about creating harmony, restoring trust and making employees feel genuinely seen and supported, especially during challenging times. If you’re someone who naturally puts your team’s wellbeing first, there’s a good chance this is your style.

But what does affiliative leadership look like in action? What are the benefits and what are the potential drawbacks? How can you lead even more effectively if this is your dominant style?

Let’s dive in.

Related: How to improve team communication

What is affiliative leadership?

Affiliative leadership is one of the six emotional intelligence-based styles identified by psychologist Daniel Goleman.

This style centres on empathy, emotional connection and trust. Affiliative leaders prioritise the emotional needs of their people and are highly attuned to team morale. They aim to create workplaces where people feel safe, appreciated and supported, believing that when people feel good, they do good work.

Rather than focusing strictly on performance metrics or rigid rules, affiliative leaders invest in relationships. They work to maintain harmony, resolve conflict gently, and offer praise and reassurance freely. That’s why this leadership style is often particularly effective during times of transition, stress or low morale … when teams need stability, compassion and a human-first approach.

It’s a style that says: “People come first and when they thrive, everything else follows.”

6 Key characteristics of affiliative leaders

What sets affiliative leaders apart from other leadership styles? Here are some defining traits:

• Emotionally attuned – Affiliative leaders are in tune with their team’s emotions. They pick up on non-verbal cues, listen deeply and respond with sensitivity. 
• Empathetic – They’re natural empaths, skilled at stepping into others’ shoes and understanding how team members are feeling, especially during tough times. 
• People-first mindset – They care about people’s wellbeing just as much as (if not more than) their output. This makes them champions of psychological safety and inclusion. 
• Relationship builders – They work hard to build and maintain strong interpersonal relationships across the team, often attempting to create a sense of family at work. 
• Positive communicators – Affiliative leaders prefer encouragement over criticism. They tend to give frequent, sincere praise and avoid harsh feedback unless absolutely necessary. 
• Conflict-averse – While they’re great at smoothing things over, they may struggle with confrontation or delivering difficult messages.

Famous examples of affiliative leaders

Affiliative leaders may not always be the loudest voice in the room, but they lead with heart, and that impact is lasting.

Here are a few well-known examples:

• Dalai Lama – Globally known for his calm, compassionate presence and his emphasis on unity, respect and emotional balance. A spiritual example of affiliative leadership in action. 
• Joe Torre – Former New York Yankees manager, Torre was known not just for strategy, but for the deep relationships he built with players, managing personalities with empathy and trust. 
• Warren Buffett – Despite running a massive business empire, Buffett is praised for his humble, respectful leadership style. He empowers managers, encourages autonomy and creates a long-term sense of loyalty. 

These leaders prove that kindness and success aren’t mutually exclusive and that compassion, when applied intentionally, can drive exceptional outcomes.

Like any leadership style, affiliative leadership shines in certain contexts and has its limitations in others. Let’s take a closer look:

4 Pros of the affiliative leadership style

When done well, affiliative leadership has significant advantages:

• Boosts morale and trust – By focusing on people’s emotional needs, affiliative leaders consciously build loyalty and camaraderie. 
• Great for managing during change or crisis – This style is particularly effective during periods of stress, when people need empathy and reassurance more than direction. 
• Increases psychological safety – Team members feel comfortable sharing their thoughts and concerns, knowing they won’t be judged or dismissed. 
• Encourages loyalty and retention – Employees who feel cared for are more likely to stay. That sense of belonging matters.

4 Cons of the affiliative leadership style

While affiliative leadership has benefits, it can also present challenges if not handled carefully:

• Conflict avoidant – Affiliative leaders may struggle to address underperformance or give constructive criticism when needed. 
• Lack of clarity – In focusing on harmony, some leaders may neglect structure or performance goals. 
• Low accountability – Without strong boundaries, a people-first approach can veer into over-accommodating behaviour. 
• Not suited for high-stakes decision-making alone – In fast-paced or crisis situations where decisiveness is critical, this style may fall short if not balanced with more directive behaviours. 

What affiliative leaders hear in 360 feedback

Because they are often deeply appreciated by their teams, affiliative leaders tend to receive highly positive feedback during 360 reviews. But, as with all styles, there are opportunities for development too.

Common strengths in 360 feedback:

• “You genuinely care about how we’re doing.”
  
• “You create a really safe and open environment.”
  
• “You’re always there when we need support.” 

Common growth areas:

• “I’d appreciate clearer direction and feedback sometimes.”
  
• “It can feel like issues are avoided to keep the peace.”
  
• “More accountability would help us raise performance standards.” 

If you’re an affiliative leader, 360 feedback can be a great tool to help you balance your natural empathy with the clarity and structure your team may also need.

How to manage effectively as an affiliative leader

If affiliative leadership is your natural style, here are a few ways to really have an impact:

1. Set clear expectations and hold people to them

You don’t have to be authoritarian to be effective. Combine your natural warmth with clear goals and regular check-ins. Your team will appreciate knowing where they stand.

2. Don’t shy away from tough conversations

Affiliative leaders sometimes avoid conflict. But addressing issues directly (and compassionately) builds trust. Practice giving feedback that’s honest but kind.

3. Create balance between support and challenge

Your team knows you care … now help them grow. Encourage stretch goals and development opportunities, even if it means letting people step out of their comfort zones.

4. Use other leadership styles when needed

Sometimes, your team may need direction (visionary), structure (commanding), or challenge (coaching leadership). The most effective leaders flex between styles depending on the context.

5. Build your self-awareness with 360 feedback

Use feedback from peers, reports and line managers to check in on how your leadership is landing. Are you being seen as fair? Too soft? Striking the right balance? Insight is power.

Affiliative leadership is a powerful style,  especially today, when wellbeing, inclusion and belonging matter more than ever.

By focusing on people, affiliative leaders can build loyalty, trust and genuine team connection. But to be most effective, they also need to be aware of where the style may fall short, and be ready to flex and grow.

If you’re an affiliative leader looking to better understand your impact, a 360 feedback assessment can give you rich, actionable insight. At People Insight, we offer flexible, research-backed 360 tools designed to help leaders develop self-awareness and lead with confidence. Get in touch with us today to find out more.