Using different leadership styles

Coercive leaders	Tells people what to do, expects immediate compliance, reinforces to ensure it	Demand immediate compliance	“Do what I say” Often destructive, can be occasionally used in difficult circumstances.
Authoritative leaders	Provides long term direction and vision for others, explains the 'big picture'	Mobilise people toward a vision	“Come with me” Requires enthusiasm and clear vision. Most effective leadership style generally. Leader states direction but allows people leeway to devise their own means, gives clear performance feedback. May not work in a team of peers or experts.
Affirmative leaders	Creates harmony among the team and between self and team members, considers the whole person	Create emotional bonds and harmony	“People come first” Values peoples emotions more than tasks / goals. Owns emotions openly. Focus on praise can allow poor performance to continue uncorrected or give the impression that mediocrity is tolerated – so use in conjunction with authoritative style.
Democratic leaders	Builds commitment among the team by involvement, generates new ideas with the team, aims for consensus	Build consensus through participation	“Lets…” Increases flexibility and responsibility, Requires more meetings, can leave people feeling directionless. Can generate new ideas.
Pacesetting leaders	Leads by example, focuses on accomplishing tasks to high standards of excellence, expects team members to follow	Expect excellence and self direction	“Do what I do” Presetting leaders set high standards and exemplify them. Can destroy climate. People need to see how what they are doing fits into the overall vision.
Coaching leaders	Focuses on the long term development of the team, supports through advice and encouragement.	Develop people for the future	“I believe in you, I am investing in you, I expect your best efforts” Counselling style. Helps develop people. Encourages delegation. Looks at strengths and weaknesses.

Another leadership style set