Leadership is the compass that guides a business toward success. It's not a one-size-fits-all endeavor; rather, it's dynamic that adapts to the unique needs of each situation.

In this blog, we will discuss the diverse landscape of leadership styles and their appropriate applications. Just as a skilled chef uses different tools for various recipes, adept leaders employ different styles to inspire, motivate, and steer their teams toward achievement.

In a three-year study of more than 3,000 business leaders, behavioural scientist Daniel Goleman observed six main leadership styles. Goleman found when leaders used several different leadership styles their businesses performed better than when they used just one or two.

Authoritative 

Make time to find new and better ways of doing things.

Show people the part they play in bringing the business vision to life.

Rally people to achieve their goals

Take a step back to work on the big picture.

Pace-setting

Work quickly and to a high standard, and expect others to do the same.

Are quick to point out weaknesses — in people and processes — and demand more.

Are more likely to set people new goals to work on than stop to offer feedback or rewards.

Affiliative 

Put people first.

Focus on building strong emotional relationships and trust.

Make sure they have processes in place to support their teams.

Create teams who get on well and look out for one another.

Democratic

Listen first, act second.

Encourage their people to work together.

Solve problems by consensus.

Make sure everyone’s voice is heard.

Won’t impose their own decisions.

Make sure no one dominates meetings.

Coaching

Recognize employees’ strengths and weaknesses.

Support their personal and professional development.

Readily delegate and give people constructive feedback on how they’ve done.

Encourage people to establish long-term goals and plan how to get there.

Coercive

Give a lot of orders.

Tend to take charge.

Tell the people exactly how to do tasks.

Make decisions without consulting the people.

Different situations need different styles

No leadership style is effective one hundred percent of the time and in all situations. The key is knowing your default setting and being able to adapt it based on what’s needed at the time.

Ask yourself:

Who am I working with: What are their motivations, personality traits, knowledge, and skills?

What’s required: What are my business objectives, what do I want to achieve?

How often do I see them: Do I see them regularly? Am I often away from the workplace? Are they? (For example, coaching someone who works remotely may be hard)

When do I want the work done: Do I have a tight deadline? Is it a crisis, a long-term plan, or somewhere in between?

Next, think about which style best suits your situation. Use the case studies and pros and cons of each, below, to decide what would work best for you.

Authoritative

Pros

Useful when you require direction and a well-defined route to reach your goal.

Performs admirably in nearly every commercial setting.

Particularly useful when expanding the company into new markets or product categories.

Most successful at inspiring others to act honorably, perform well, and support ideas.

Gives  people a sense of value for their work, which inspires them.

Provides people with flexibility by letting them choose how best to achieve the company's clearly defined vision and goals.

Con

Less successful when collaborating with a group of experts or  people who possess greater experience than you.

Pace-setting

Pros

Can function effectively when people are highly competent and driven.

Ideal for situations where you have a big goal to accomplish in a short amount of time.

Helpful in scenarios requiring prompt decisions and action, such as those involving intense competition. 

Con

Can only be maintained for brief periods of time before people burn out attempting to keep up with the demands.

Affiliative

Pros

This approach is effective in conflict or tumultuous situations.

Develops trust and solid team relationships.

People are devoted to the company.

People are more likely to be creative and feel comfortable trying new things.

Cons

Seeking consensus all the time can help you avoid disagreements and difficult choices.

When relationships take precedence over tasks, people may question their purpose.

When you simply need to get things done, this style isn't useful.

Maybe not the best option when things are urgent or in a crisis.

Democratic

Pros

Encourages people to take charge of their projects.

A vested interest in the project is more likely to exist.

Discussing issues enables you to find solutions for maintaining people's motivation.

Aids in establishing or forming a shared vision. guarantees that everyone is heard.

Cons

It might be challenging for those who aren't accustomed to making decisions.

People may become dissatisfied and unsure of their responsibilities.

Meetings may proceed without a definitive conclusion. takes a lot of time, particularly when there are several parties involved.

People who are poor communicators and people managers could feel excluded.

Coaching

Pros

Encourages people to accept responsibility for their performance.

Fosters a culture in which people are willing to offer constructive criticism to one another and are supportive of one another

Constant communication fosters relationships and effectively conveys your goals and expectations.

Beneficial for people's skill development since it enhances their long-term performance.

Has long-term positive effects on your business.

Eventually releases time for you.

Cons

If  people are inexperienced and lack the necessary skills, it could be troublesome.

Not helpful when things need to be done quickly or in a crisis.

In order to prevent micromanaging, feedback must be encouraging and constructive.

When people are resistant to change, it might not work.

To learn something for the long term, you must be willing to accept failure in the short term.

Coercive

Pros

Helps people who require close supervision and guidance.

Incredibly successful in a crisis or emergency.

Helpful when rushing to meet deadlines.

Allows the leader to demonstrate their talents and expertise.

Cons

Use caution when using this as it may annoy your people.

May inhibit innovation and prevent people from voicing their own thoughts and opinions.

Can prevent people from exercising initiative.

May give people the impression that they lack independence at work.

Has a detrimental effect on motivation.