What's the most effective leadership style?

There isn't a single 'most effective' leadership style—it depends on your team, your goals, and the situation. Great leaders use emotional intelligence to flex their approach, choosing the leadership style that's right for the moment.

How do I know what my current leadership style is?

Start by reflecting on how you usually lead day to day. Do you take charge, seek input, lead by example, or focus on development? You can learn more about the six different leadership styles and identify your current approach in our blog.

What if I don't feel like I have a particular leadership style?

That's completely normal—many line managers don't identify with just one approach. Most leaders use a mix of different styles, often without realizing it. What matters more than having a set style is being aware of how your approach affects your team members. This infographic is a simple way to reflect on what you naturally lean towards, and when flexing to a different style might help you get the best from your team.

Are there more than six leadership styles?

Yes—the six styles in this infographic are based on Daniel Goleman's emotional intelligence framework, but there are many other leadership styles. You might also come across terms like laissez-faire leadership, servant leadership, transformational leadership, and bureaucratic leadership. Each style offers a different approach; the key is finding what works best for your team, your goals, and your company culture.

What's the difference between authoritative leadership and authoritarian leadership?

Authoritative leadership is about guiding with clarity, purpose, and vision. Authoritative leaders use emotional intelligence to inspire and build trust, creating alignment across their team. In contrast, authoritarian leadership is more rigid and top-down—often focused on control and expecting obedience rather than encouraging collaboration. While authoritarian leadership can create order, it rarely builds engagement or long-term motivation.

Is transformational leadership one of the six leadership styles?

No—transformational leadership isn't one of the six styles identified by Daniel Goleman, which is the framework this infographic is based on. First introduced by James MacGregor Burns and later developed by Bernard Bass, transformational leadership is about inspiring change, motivating people, and creating a strong sense of shared vision. While it sits outside Goleman's model, transformational leaders often lean on elements of the authoritative and coaching leadership styles to engage their teams and lead with purpose.

What's the difference between democratic leadership and affiliative leaders?

While both focus on people and inclusion, they take different approaches. Democratic leadership involves team members in decision-making, encouraging collaboration and shared responsibility. Affiliative leaders focus more on emotional wellbeing, using empathy and connection to build trust. Both are great for a positive team culture, but democratic leaders drive engagement through participation, while affiliative leadership supports harmony and morale.

What's the difference between coercive leaders and authoritative leaders?

Coercive leaders take a firm, directive approach—often stepping in during crises or urgent situations when quick decisions are needed. This style focuses on control and immediate action. Authoritative leadership is more about providing clarity and vision, helping team members see the bigger picture and understand where they're heading. Authoritative leaders inspire through direction, while coercive leadership is more about compliance and short-term results.

What's the difference between a coaching leader and democratic leadership?

The coaching leadership style is focused on long-term development—helping individuals grow their skills, confidence, and capability, often in a one-to-one way. Democratic leadership is about group participation and shared decision-making. Both value input and growth, but coaching leaders focus on personal progress, while democratic leaders build team alignment and engagement through collaboration.

What's the difference between the affiliative leadership style and a coaching leader?

The affiliative leadership style puts relationships and emotional wellbeing first, aiming to build trust and restore harmony when morale is low. Coaching leaders are more focused on individual development and long-term performance. While both are people-first, affiliative leaders prioritize connection and support, whereas coaching leadership is about growth and capability. Together, they can create a strong foundation for a supportive, high-performing team.

The six most common leadership styles and when to use them

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Most line managers have a dominant leadership style - whether you realise it or not. But the truth is, sticking to just one leadership approach, doesn't always work. The most effective leaders adapt. They flex their leadership style based on their team members' needs, the situation at hand, and the outcomes they want to achieve.

So, whether you're navigating change in the workplace, addressing low morale, managing high-performing teams or just juggling day-to-day decisions, this infographic gives you a simple, practical guide you can keep close - something quick to reference when you need to decide what the most effective leadership style will be in the moment.

It covers six common leadership styles, each with a quick summary of the strengths and potential pitfalls. Plus, guidance on when to use each leadership style.

What are the six most common leadership styles?

These leadership styles refer to the different ways of leading and motivating team members, based on psychologist Daniel Goleman's research into emotional intelligence and leadership behaviour. Each style suits different situations - and great leaders know when to shift between them.

The coercive leadership style

Coercive leaders act decisively and take charge during crises. It's a top-down style that can be effective short-term but should be used carefully.

Strengths: Decisive, clear, effective under pressure
Pitfalls: Can feel harsh or demotivating if overused
Best used when: Immediate action or firm direction is needed in urgent situations

The authoritative leadership style

Authoritative leaders (sometimes called visionary leaders) offer direction and inspiration. This leadership style works well when teams need a clear vision and strong guidance.

Strengths: Inspires, motivates, creates direction
Pitfalls: Loses impact without follow-up and structure
Best used when: Teams need clarity, purpose, and a sense of direction

The affiliative leadership style

Affiliative leaders focus on people, promoting harmony and emotional connection. This leadership approach is ideal when trust or morale needs rebuilding.

Strengths: Supportive, people-first, builds loyalty and trust
Pitfalls: May avoid tough conversations or critical feedback
Best used when: Morale is low or relationships need strengthening

The democratic leadership style

Democratic leaders encourage input and shared decision making. It's one of the most inclusive leadership styles and helps improve engagement across teams.

Strengths: Inclusive, fair, builds engagement through shared input
Pitfalls: Can slow decisions and reduce clarity
Best used when: Buy-in, creativity, or a shared solution is needed

The pacesetting leadership style

Pacesetting leaders lead by example and expect high standards. This can drive rapid results with capable, self-motivated teams but may risk burnout if overused.

Strengths: Sets high standards, drives performance, leads by example
Pitfalls: Can overwhelm or burn out others
Best used when: Working with motivated, capable teams that thrive on challenge

The coaching leadership style

Coaching leaders prioritise long-term development and future growth. This leadership style is perfect for building capability and confidence over time.

Strengths: Builds capability, nurtures long-term growth, develops future leaders
Pitfalls: Can feel slow and requires consistency
Best used when: Growing skills, confidence, or preparing people for bigger roles

Remember, flex is best

While you might lean towards one style, you’re not defined by it. The best managers adapt – flexing their approach depending on what their team needs most.

Want to dive deeper? Our blog on the six leadership styles explores each of the leadership styles in more detail. It's a great place to start if you want to identify your dominant leadership style, so you can evolve your approach as a leader.

The multiple styles offer different approaches to leadership, and understanding their impact can help improve team dynamics, emotional intelligence and overall job satisfaction. It can help you become a more effective leader for your team members.

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Keep building your leadership skills with Breathe

This infographic is just one of the ways we support line managers to lead with confidence. If you're looking to further grow your leadership skills and better support your team members, head to the Breathe Growth Academy and check out all the other resources and courses we have for line managers.

Whether you're building confidence as a new manager or looking to strengthen your leadership skills, there's tools to help you improve communication and support your day-to-day responsibilities.

Go to the Breathe Growth Academy

Frequently asked questions about leadership styles

What's the most effective leadership style?

There's no single "most effective leadership style" - it depends on your team, your goals and the situation. Great leaders use emotional intelligence to flex their approach, choosing the leadership style that's right for the moment.
How do I know what my current leadership style is?

Start by reflecting on how you usually lead your team members day to day. Do you take charge, seek input, lead by example or focus on development? You can learn more about the six different leadership styles and identify your current leadership style in our blog.
What if I don’t feel like I have a particular leadership style?

That’s completely normal – many line managers don’t identify with just one approach. The truth is, most leaders use a mix of different leadership styles, often without even realising it. What matters more than having a set style is being aware of how your leadership approach affects your team members. This infographic is a simple way to reflect on what you naturally lean towards, and when flexing to a different leadership style might help you get the best from your team.
Are there more than six leadership styles?

Yes – the six styles in this infographic are based on Daniel Goleman’s emotional intelligence framework, but there are many other leadership styles. You might also come across terms like laissez-faire leadership, servant leadership, transformational leadership, and bureaucratic leadership. Each style offers a different approach, and the key is finding what works best for your team, your goals and your company culture.
What's the difference between authoritative leadership and authoritarian leadership?

The authoritative leadership style is all about guiding with clarity, purpose and vision. Authoritative leaders use emotional intelligence to inspire and build trust, creating alignment across their team. In contrast, authoritarian leadership is more rigid and top-down – often focused on control and expecting obedience, rather than encouraging collaboration. While authoritarian leadership can create order, it rarely builds engagement or long-term motivation.
Is transformational leadership one of the six leadership styles?

No – transformational leadership isn’t one of the six leadership styles identified by Daniel Goleman, which is the framework this infographic is based on. There are many other leadership styles out there, and transformational leadership is one of the most widely known. First introduced by James MacGregor Burns and later developed by Bernard Bass, it’s all about inspiring change, motivating people and creating a strong sense of shared vision. While it sits outside Goleman’s model, transformational leaders often lean on elements of the authoritative leadership style and the coaching leadership style to engage their teams and lead with purpose.
What’s the difference between democratic leadership and affiliative leaders?

While both focus on people and inclusion, they take slightly different approaches. Democratic leadership is about involving team members in the decision-making process – encouraging collaboration and shared responsibility. In contrast, affiliative leaders focus more on emotional wellbeing, using empathy and connection to build trust. Both leadership styles are great for creating a positive team culture, but democratic leaders drive engagement through participation, while affiliative leadership supports harmony and morale.
What’s the difference between coercive leaders and authoritative leaders?

Coercive leaders take a firm, directive approach – often stepping in during crises or urgent situations when quick decisions are needed. This leadership style focuses on control and immediate action. On the other hand, the authoritative leadership style is more about providing clarity and vision, helping team members see the bigger picture and understand where they’re heading. Authoritative leaders inspire through direction, while coercive leadership is more about compliance and short-term results.
What’s the difference between a coaching leader and democratic leadership?

The coaching leadership style is focused on long-term development – helping individuals grow their skills, confidence and capability. It’s a more one-to-one approach. Democratic leadership, by contrast, is about group participation and shared decision-making. Both leadership styles value input and growth, but while coaching leaders focus on personal progress, democratic leaders build team alignment and engagement through collaboration.
What’s the difference between the affiliative leadership style and a coaching leader?

The affiliative leadership style puts relationships and emotional wellbeing first, aiming to build trust and restore harmony when morale is low. Coaching leaders, meanwhile, are more focused on individual development and long-term performance. While both styles are people-first, affiliative leaders prioritise connection and support, whereas coaching leadership is about growth and capability. Together, they can create a strong foundation for a supportive, high-performing team.

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