Understanding leadership styles – adapting for success

Leadership is an evolving practice, shaped by the demands of different situations and experiences gained over time. Great leaders rarely stick rigidly to one approach. Instead, they adapt their leadership style to suit the challenge they’re facing and the needs of their team.

However, the foundation of effective leadership lies in self-awareness. To grow as a leader, you must first understand your current leadership style. What are your natural tendencies? How do you respond to various situations? And, most importantly, how can you change your approach to inspire and empower those you lead?

We recently ran a webinar on leadership styles that explored these very questions, offering insights into six core leadership styles and how leaders can adapt them to different scenarios. By understanding these styles, and the importance of situational leadership, leaders can enhance their effectiveness and build high-performing teams.

Leadership vs. management – understanding the difference

Leadership and management, often used interchangeably, are distinct concepts. Leaders inspire and motivate teams, focusing on the long-term vision and innovation. They are change agents, challenging the status quo and aligning teams with overarching goals. Managers, however, concentrate on planning, coordinating, and executing tasks efficiently. They ensure day-to-day operations run smoothly, focusing on the present rather than the future.

Although these roles are different, they are complementary. Effective organisations need leaders who can drive change and managers who can implement it. Understanding when to adopt a leadership or managerial mindset is a crucial first step for any aspiring leader.

The six leadership styles

Goleman’s research, which examined the behaviours of over 3,000 leaders, identified six core leadership styles. Each style has its strengths and challenges, and knowing when to use them is a critical part of effective leadership.

1. Visionary leadership
Visionary leaders are goal-driven and adept at painting a clear picture of the future. They excel at inspiring and motivating their teams by outlining a vision and giving individuals the space to figure out how to achieve it. This style is empowering and fosters creativity, making it particularly effective during times of change or when a team needs direction. However, it can demand high standards and may prove challenging if the vision feels out of reach.

2. Coaching leadership
Coaching leaders focus on developing individuals, empowering them to take ownership of their growth and skills. By investing time in others, they prioritise long-term benefits over short-term gains. This style creates a psychologically safe environment and builds trust. However, coaching can be time-intensive and may not scale effectively in high-pressure environments.

3. Democratic leadership
Democratic leaders value team input, encouraging participation and consensus-building. This approach fosters engagement and inclusion, giving team members a sense of ownership over decisions. While effective in many scenarios, it can be slow and may lead to indecision if consensus cannot be reached.

4. Affiliative leadership
Affiliative leaders prioritise emotional bonds, harmony, and team cohesion. This style is ideal in times of tension or crisis, helping to build trust and foster collaboration. However, an overreliance on harmony may make it difficult to address underperformance or provide constructive feedback.

5. Pacesetting leadership
Pacesetting leaders lead by example, setting high standards and driving performance through their own actions. This style can be effective in fast-paced environments where immediate results are needed. However, it can place excessive pressure on teams and may neglect the individual needs of team members.

6. Commanding leadership
Also referred to as coercive leadership, this style is directive and focuses on providing clear instructions and expectations. It is particularly useful in crises or with inexperienced teams that require more guidance. However, overuse of this approach can lead to disengagement, as team members may feel disempowered or undervalued.

The importance of situational leadership

No single leadership style works in all situations. The most effective leaders adopt a situational approach, flexing their style to meet the needs of their teams and the challenges they face. Research suggests that leaders who can fluidly switch between at least four of the six styles are the most effective in fostering a positive work environment and driving team performance.

For example, a new graduate hire might require a commanding approach at first, with clear instructions and structured support. Over time, as their skills develop, a coaching or democratic style might be more appropriate to encourage autonomy and collaboration. Similarly, during organisational crises, an affiliative or commanding style may be necessary to provide reassurance and direction.

The role of emotional intelligence

The ability to adapt leadership styles requires emotional intelligence (EI). EI encompasses self-awareness, empathy, and the ability to build trust—skills that help leaders read the room and respond effectively to the needs of their team. Leaders with high EI create psychologically safe environments where team members feel valued, motivated, and supported.

Developing EI is an ongoing process. By actively listening, reflecting on personal behaviours, and seeking feedback, leaders can improve their ability to connect with and inspire their teams.

Building an authentic leadership brand

Effective leadership also involves defining and communicating a personal leadership brand. This brand reflects a leader’s core traits, values, and vision for how they want to show up in their role. Authenticity is crucial; leaders should align their brand with their natural strengths while ensuring it meets the needs of their team and organisation.

For example, a leader may define their brand as being collaborative, strategic, and empathetic, with a focus on fostering innovation and trust. By consistently embodying these traits, they build credibility and influence. However, it is also essential to remain flexible, recognising when situational demands require a shift in approach.

Inspiring others

Ultimately, effective leadership is about more than delivering results; it is about inspiring others to achieve their full potential, fostering innovation, and driving meaningful change.

Whether you are a seasoned manager or stepping into a leadership role for the first time, the journey to becoming an impactful leader begins with understanding your style and adapting it to meet the needs of those you lead.