6 Leadership Styles Goleman That Can Make or Break Your Team

If you’ve ever wondered why some leaders seem to inspire, motivate, and drive results effortlessly, while others struggle to get their team to even look up from their screens, Daniel Goleman’s six leadership styles might hold the secret. These aren’t just fancy labels; they’re a blueprint to understand how your approach impacts your team’s performance and morale. And trust me, knowing when and how to switch between styles can be the difference between a struggling team and a powerhouse.

The Six Leadership Styles

1. The Coercive Style

Ui, this seems a bit… direct. It’s all about commands, control, and immediate compliance. Think of it as the “do as I say” approach. It works in crises or when quick, decisive action is needed. For example, during a major crisis, a leader who demands immediate compliance can stop chaos in its tracks. But here’s the thing—overuse it, and you risk turning your team into resentful zombies. Creativity and engagement tend to die a slow death under this style. It’s a tool for emergencies, not a daily habit.

2. The Authoritative Style — Also called Visionary

This one is like lighting a fire under your team’s feet. You paint a clear picture of the future, inspire them to follow, and give some freedom on the how. It’s a style that I have seen work wonders, especially when organizations need a new direction.

Research shows that when leaders articulate a compelling vision, motivation levels skyrocket.

But beware, this style can backfire if your team expects autonomy and you’re too directive. Still, it’s a style I love because it’s about clarity and purpose—things all good leaders should have in their toolkit.

3. The Affiliative Approach

This one is close to my heart because I believe humans crave connection. It’s about harmony, emotional bonds, and making everyone feel part of something. You praise, support, and foster trust.

• Magic after a rough patch or when you need to rebuild morale.
• I’ve seen leaders use this style to heal rifts and create loyalty.

The catch? Sometimes it glosses over problems—avoiding tough conversations for the sake of peace. Still, it’s vital for team cohesion.

4. The Democratic Style

Invites everyone to the table. It’s about participation, collaboration, and shared decision-making. I think this is a wonderful way to harness collective wisdom; after all, two heads are better than one, right?

But let’s be honest—this style can slow things down. If your team is indecisive or if a decision is urgently needed, too much consensus can be a problem. Still, it’s invaluable when you want buy-in or when the complexity of the task demands diverse perspectives.

5. The Pacesetting Style

Setting high standards and leading by example. Leaders who adopt this style expect their team to keep up, and they show the way through their own performance. It’s effective when your team is highly skilled, motivated, and ready to push boundaries.

But here’s a little secret: push too hard, and burnout looms.

I’ve seen teams excel under this approach—yet, I’ve also seen morale plummet when expectations aren’t managed carefully.

6. The Coaching Style

This one is about developing people for the long haul. It’s a slow burn but worth it. Leaders invest in mentoring, give feedback, and nurture growth.

I think maybe it’s one of the most underappreciated styles because it takes time and patience.

The payoff? Loyalty, skill-building, and a culture of continuous improvement. The challenge is resistance—sometimes people aren’t ready or willing to learn.

Why Does This Matter?

Because no single style fits every situation. Research from Goleman’s framework emphasizes that the best leaders are those who flexibly switch between styles based on the context. They’re emotionally intelligent enough to read the room, the task, and the team’s needs. And now is when understanding these nuances can truly elevate your leadership game.

Reflect and Adapt

What do you think? Are you comfortable switching styles? Or do you tend to stick to one? Remember, each has its place, and knowing when to use them is an art—and a skill. So, next time you’re in a tough spot, ask yourself: which style is right for this moment? Because the ability to adapt might just be what transforms your team from good to great.

Cathy Reyes

CEO of The Dot Blog. I can bring a lot to the table about leadership and team management as a media network has a lot of this.
During my career I have spent most of my time working in teams and managing one, so I like to share with others how companies and leaders in the business world manage their teams and what are the strategies to be a good leader.