Once upon a time, climbing the career ladder was about mastering a craft. You developed deep expertise in a technical, functional, or professional domain. If you were good at your job – if you had the right answers – you got promoted. Eventually, you became a people manager. And your job? Make sure everyone else had those same answers.

Leadership back then was about command and control. Good leaders set the standards, taught others how to meet them, and measured success by how well their team followed suit. It was about replicating what worked before – doing what had always been done.

But that’s not how things work anymore.

The pace of change is relentless. What worked yesterday may not work today – and will almost certainly fall short tomorrow.

While leadership books abound, one of the most practical and powerful frameworks comes from psychologist Daniel Goleman, who identified six distinct leadership styles – each effective in the right context:

The 6 Leadership Styles by Daniel Goleman

1. Directive (Gives instructions)
   Best in a crisis. Gets results fast but can demoralise if overused.
2. Visionary (Shares direction)
   Inspires with a clear vision of the future. Great during change or when a new direction is needed.
3. Participative (Engages others)
   Builds buy-in through collaboration. Slower to act, but powerful for trust and team ownership.
4. Affiliative (Builds trust)
   Prioritises emotional bonds and harmony. Boosts morale but may sidestep tough conversations.
5. Pacesetting (Achieves high standards)
   Leads by example and expects excellence. Effective with high performers, but overwhelming if misused.
6. Coaching (Develops potential)
   Focused on long-term growth. Encourages learning, but less useful in high-pressure moments.

Each style has value – but only when used at the right time.
And that’s where leaders can stumble.

The biggest leadership mistake? Relying on one or two familiar styles regardless of the situation. It might feel comfortable for the leader, but for the team, it can be draining. Misalignment leads to frustration. And when that happens, people don’t just disengage – they leave. And it’s the best people who leave first.

In a recent Elevate session, we asked attendees which leadership style they wished their manager would use less often. The response was clear: 58% said the directive style, followed by 23% who pointed to the pace-setting approach.

So what do the best leaders do?

They flex.

They don’t lead by habit – they lead by intention. They read the room, assess the needs, and choose the leadership style that fits. But here’s the catch: many leaders don’t even realise they’re defaulting to the same approach, again and again.

Knowing the six styles isn’t enough. Great leadership means learning to flex between them. But what if your leader isn’t flexing?

Here’s something we often overlook – we can flex, too.

Yes, leaders should guide, support, and set us up to succeed. But leadership is not a one-way street. When we adapt our own approach – when we understand what makes our leaders tick and how to support them – we can transform the dynamic. Collaboration improves. Communication opens up. And yes, we become more visible as drivers of progress.

So flex your mindset. Flex your approach.

Because adaptability isn’t just a leadership skill – it’s a human one. And it might just be the key to thriving in a world that never stops changing.

If this resonates with you, have a look at our upcoming sessions to see how we can help to unlock – and elevate – the potential in your workplaces.

Come and join the conversation over on LinkedIn to be kept up to date with the latest news!