Leadership is an art, but it also has a structure. While leadership can be fluid — the way in which we lead will vary depending on the situations we find ourselves in and the people we have to manage — we generally have a dominant leadership style that determines how we lead and why.
There are different ways of categorising and describing leadership, and better understanding your leadership style will help you ask the right questions about yourself. Recognising your leadership style enables you to reflect on past decisions, assess your current methods and explore opportunities for growth. This self-reflection is paramount to any budding or experienced leader.
Daniel Goleman’s research provides a framework that resonates across industries. Goleman, a psychologist and author best known for his work on emotional intelligence, identified six leadership styles that can transform how you lead and influence your organisation. These styles are adaptive, diverse and shaped by a leader’s ability to understand their team and context.
Let’s take some time to explore and better understand the different Goleman leadership styles — but first, let’s explore the man behind the framework.
Related: Developing your leadership with 360 feedback
Daniel Goleman is a psychologist who gained prominence for his pioneering work on emotional intelligence, which he introduced to the world through his book Emotional Intelligence: Why It Can Matter More Than IQ. His research highlighted that self-awareness, empathy and interpersonal skills often outweigh technical abilities in effective leadership.
In 2000, Goleman collaborated with Richard Boyatzis and Annie McKee to expand on his emotional intelligence framework, introducing six leadership styles that are rooted in emotional intelligence. These styles provide insight into how leaders can influence their teams and adapt to different situations.
Goleman identified six leadership styles, each with unique strengths and limitations.
Find a breakdown for each below, and enjoy our fun quiz if you want to learn which best suits you!
Coercive leadership emphasises control and demands immediate compliance, relying on authority to guide the team. It is often used in high-pressure situations where quick action is needed, such as during crises or organisational turnarounds.
| Strengths | Weaknesses |
| This style excels in urgent scenarios, providing clarity and decisive direction when quick decisions are necessary. It can also stabilise chaotic situations by establishing order and discipline. | Over-reliance on coercive leadership can demotivate employees, suppress creativity and erode trust over time. It is a less effective leadership style in environments requiring collaboration or innovation, where engagement and open communication are critical. |
Famous example
Steve Jobs, particularly in his early years at Apple, demonstrated coercive leadership by demanding high standards and immediate compliance. His perfectionism and control over decisions led to groundbreaking products but also created tensions within teams. This style worked during crises, such as reviving Apple, but it often alienated employees and stifled creativity.
Authoritative leaders motivate their teams with a clear, compelling vision, aligning individual tasks with broader organisational goals. This approach drives change and develops a sense of purpose by connecting the team to a larger mission.
| Strengths | Weaknesses |
| Authoritative leaders excel at building trust through transparent communication and empowering team members within the context of their vision. Their ability to inspire and provide direction encourages independence while maintaining alignment with overarching goals. | In highly skilled teams or situations where more autonomy is needed, the authoritative style can be perceived as overly directive. It may also feel disconnected from the details, especially if employees are experienced or require less guidance. |
Famous example
Nelson Mandela exemplified authoritative leadership by inspiring South Africa with a vision of unity and reconciliation after apartheid. He motivated people by aligning their efforts with the goal of nation-building, combining a clear vision with the ability to bring people together around it. His leadership helped transform a divided country into a more inclusive democracy.
Affiliative leaders focus on building harmony and emotional connections within their team, emphasising relationship-building and team cohesion. They create a supportive environment where individuals feel valued and cared for, which boosts morale.
| Strengths | Weaknesses |
| This leadership style enhances emotional wellbeing and promotes strong, trusting relationships. Affiliative leaders create a positive atmosphere that encourages collaboration and makes team members feel supported and appreciated. | An excessive focus on harmony can lead to avoiding conflict or failing to address issues like underperformance. Without clear goals or accountability, the team may struggle with direction and fail to meet expectations. |
Famous example
Richard Branson, founder of Virgin Group, prioritises creating a positive and supportive environment for his employees, often emphasising the importance of employee happiness and emotional wellbeing. His approachable and empathetic leadership style has fostered loyalty and engagement across his companies. By valuing relationships and focusing on his team’s wellbeing, Branson embodies the principles of affiliative leadership while also maintaining a fun and innovative culture.
Democratic leaders actively involve their team in decision-making processes, promoting collaboration and engagement. By valuing diverse perspectives, they create an inclusive environment where everyone feels heard and contributes to shaping outcomes.
| Strengths | Weaknesses |
| This leadership style builds trust, creativity and higher employee engagement by involving team members in key decisions. It is particularly effective in inclusive or curious company cultures, where collaboration is valued and diverse input is crucial.
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The decision-making process can be slower, especially when consensus is difficult to reach. In high-pressure situations where rapid action is required, the democratic approach may hinder timely decision-making and progress. |
Famous example
Sundar Pichai, CEO of Google, exemplifies democratic leadership by encouraging collaboration and valuing diverse perspectives. Under his guidance, Google has maintained an open culture where employee input influences major decisions. This participatory approach has driven innovation and enhanced engagement within one of the world’s leading technology companies.
Pacesetting leaders set high standards and lead by example, striving for excellence in everything they do. They push their teams to perform at their best by demonstrating the level of commitment and competence they expect from others.
| Strengths | Weaknesses |
| This style drives performance and sets clear expectations. Pacesetting leaders are often highly skilled and motivate self-driven teams to achieve ambitious goals. Their example inspires others to rise to the challenge and perform at a high level. | The intense focus on high standards can create a high-pressure environment, leading to incredibly high levels of stress at work and, ultimately, burnout if not balanced with support and recognition. Without proper acknowledgment of efforts, team morale can diminish, particularly if the leader is constantly pushing for more. |
Famous example
Elon Musk demonstrates pacesetting leadership by setting exceptionally high standards for himself and his teams at companies like Tesla and SpaceX. He pushes teams to achieve ambitious goals, such as reusable rockets and mass-market electric vehicles. While inspiring for high performers, his relentless pace has been criticised for creating intense pressure and burnout among employees.
Coaching leaders prioritise individual development, helping team members enhance their skills and build confidence. By offering personalised feedback and opportunities for growth, they focus on long-term improvement and developing a supportive learning environment.
| Strengths | Weaknesses |
| This leadership style creates trust and loyalty by investing in the development of team members. Coaching leaders provide constructive feedback and tailor support to each individual, enabling growth and building a stronger, more capable team over time. | Coaching requires a significant time commitment, which may not be suitable in fast-paced environments or for teams needing more immediate, directive guidance. In such situations, the focus on long-term development may slow progress. |
Famous example
Oprah Winfrey exemplifies coaching leadership by nurturing talent and encouraging personal growth in those she works with. Through her media empire and mentorship of others, she has consistently focused on helping individuals reach their potential. Her long-term commitment to empowering people reflects the developmental focus of a coaching leader.
Leadership styles profoundly impact company culture. Each of Goleman’s leadership styles can influence how a culture evolves — we’ve used our own eight types of organisational culture as an example):
Leadership isn’t static. While we may naturally lean toward one style, circumstances often dictate which approach is most effective.
In fact, Daniel Goleman once famously compared leadership styles to a set of golf clubs. He suggested that just as a golfer selects the appropriate club for a specific shot, effective leaders should choose the right leadership style based on the situation they are facing. For example, during a crisis, even a democratic leader might need to adopt a coercive style for swift action.
By reflecting on their strengths and weaknesses, leaders can develop flexibility, aligning their approach with the needs of their team and organisation. Continuous self-awareness and feedback play a key role in refining leadership skills.
Effective leadership is more than a skill — it’s the driving force behind organisational success. Leaders who prioritise empathy, personal growth and adaptability inspire real loyalty and excellence.
Employee feedback, particularly through structured programmes like 360 feedback, can elevate leaders from good to great. This process offers a holistic view of strengths and areas for growth, empowering leaders to address blind spots and build stronger connections with their teams. However, feedback is only valuable when leaders take meaningful action to improve.
Investing in leadership development not only enhances individual performance but also creates a ripple effect — shaping a culture of trust, innovation and collaboration.
To explore how 360 feedback can help your organisation develop inspirational leaders, enquire about our 360 feedback programmes.
