From an article

‘What is your emotional intelligent leadership style by Emotional Behaviours at Work’


Some will need space or the expectation of results, others might seek long-term goal setting or rapid-fire short-term tasks.

The trick is knowing who will respond to what. And why.

This is not an easy task to achieve when communicating solely via email or video chats with one hundred other priorities fighting for your attention.

It is, however, one that can be made feasible and profitable by adapting leadership techniques on demand and taking the time to add another skillset to your professional arsenal.

“It is not the strongest or the most intelligent who will survive but those
who can best manage change.”

Charles Darwin

A great starting point for leaders and managers is to think of leadership in terms of six main styles:

1. Visionary Leaders – Mobilizing people towards a vision. This style is great for when moving in a new direction; it may struggle when motivating highly experienced staff.

2. Coaching Leaders – Developing people for the future. A style that works well when building up long-term capabilities, this is least effective when teammates are defiant and unwilling to learn.

3. Affiliative Leaders – Creating emotional bonds and harmony. Not to be used exclusively, this can work well alongside visionary leadership and is used to best effect in times of stress or when building trust.

4. Democratic Leaders – Building consensus through participation. Excellent for co-creation and inspiring collective ownership, this style may not be best suited for emergency situations or those requiring rapid decisions.

5. Pacesetting Leaders – Expecting excellence and self-direction. Perfect for highly motivated and skilled teams, this can provide quick results, but suffers when people need extra guidance or lack drive.

6. Commanding Leaders – Demanding immediate compliance. This style is most effective in times of crisis or when employees do not
respond to other leadership styles. But it can stifle motivation innovation and flexibility.

The question is which sort of leader are you?

Do you resonate with one or more of the 6 styles outlined above?

If not, how would you describe your leadership style?

Maybe you aren’t sure what your leadership style is.

Top tip:
whether you do or don’t know ask the people that you work with. Ask them to describe your leadership style. Be prepared to be surprised. Whatever … it is all great feedback to help you discover your style.

Think about leaders’ past, present & future. Leaders alive or dead. Leaders’ fact or fiction. Borrow from them what you think works. Learn from
what you think they could have done better. Create the recipe for your leadership style. Be prepared to adjust it when appropriate. Be prepared to flex depending on who you are working with whilst retaining your integrity & alignment with values & purpose.

Enjoy your journey of ‘leadership style your way’ discovery.