What are the 6 leadership styles? Plus, how to find yours
Clinically reviewed by Dr. Chris Mosunic, PhD, RD, MBA
Leadership styles shape culture, communication, and performance. Learn the 6 common styles, their benefits, and how to find yours to better support and inspire your team.
When you start a new job, you can generally get a sense of the vibe right away. The way your colleagues interact, the tone of meetings, or the way people respond to challenges can all hinge on one powerful influence: leadership style.
Leadership style is a set of habits, values, and default reactions that steer how you make decisions, motivate others, and handle pressure. But perhaps most importantly, it can shape everything in a work culture. It impacts your team’s morale, project communication, and the trust people feel to speak up or take initiative.
Let’s explore six of the most common leadership styles, the pros and cons of each, and how to figure out which one fits you (and your team) best.
What are the most common leadership styles?
There’s no single “right” way to lead — just different approaches that work better in certain settings. Most leaders naturally lean toward one or two styles, then adjust depending on what the moment calls for.
Each of these leadership styles—autocratic, democratic, laissez-faire, transformational, transactional, and servant—can be effective or ineffective depending on context. The key isn’t to pick one and stick with it forever, but to understand your natural tendencies and learn when to flex.
Here’s a breakdown of each type.
1. Autocratic (authoritarian)
An authoritarian leader calls the shots, sets clear rules, and expects others to follow. This style is structured, top-down, and works well in crisis situations or high-stakes environments like an emergency response, restaurant kitchens, or early-stage startups.
Pros:
Fast decisions and clear direction keep things moving.
There’s minimal confusion when time or clarity is critical.
Cons:
Team members can feel unheard or disengaged.
Creativity can often get stifled, and morale can drop over time.
2. Democratic (participative)
The participative leader invites ideas, encourages open discussion, and tends to make decisions collectively. This approach is great when you have a capable team that benefits from shared input, like creative agencies, classrooms, or nonprofits.
Pros:
It builds ownership, trust, and engagement.
This style encourages collaboration and better problem-solving.
Cons:
Decision-making can drag when too many voices compete.
It can be frustrating in fast-moving or high-pressure settings.
3. Laissez-faire (delegative)
A laissez-faire leader provides resources and goals, then steps back to let people take the lead. This type works with experienced, self-driven teams, like a group of senior designers or engineers.
Pros:
Fosters independence, creativity, and confidence.
It encourages skill growth through hands-on experience.
Cons:
Without guidance, teams may lose focus or alignment.
Delegative leadership can leave quieter voices behind or create uneven results.
4. Transformational
The transformational leader motivates through vision, energy, and personal connection. They focus on growth and shared purpose rather than micromanaging details. It’s good for organizations or teams going through change, or when innovation is an important factor, like startups or social impact work.
Pros:
Sparks enthusiasm and long-term commitment.
It builds a strong culture and personal development.
Cons:
High energy and emotional investment can lead to burnout for both the leader and the team.
Big ideas can sometimes outpace realistic planning.
5. Transactional
A leader who is transactional manages through clear expectations, rewards, and consequences. They believe performance equals results, so the style works in structured environments where consistency matters. Sales teams, call centers, and production lines are all great for transactional leadership.
Pros:
It’s straightforward and predictable, and people know what’s expected.
This style is effective for meeting short-term goals and maintaining standards.
Cons:
It can feel rigid or uninspiring over time.
Doesn’t always encourage creativity or growth beyond the task.
6. Servant leadership
The servant leader focuses on the team’s needs first by supporting, mentoring, and removing barriers. This way others can do their best work. It’s great for people-centric settings like healthcare, education, and mission-driven organizations.
Pros:
It builds loyalty, trust, and psychological safety.
Servant leadership promotes empathy, collaboration, and retention.
Cons:
This style can be slow when decisive leadership is needed.
The leader may struggle to set boundaries or make tough calls.
How to determine your leadership style: 7 tips to find the one that suits you best
Your leadership style is apparent in the ways you communicate, make decisions, and support others — but it’s not necessarily set in stone. Here’s how to uncover your natural style and refine it so it fits the people and situations you lead.
1. Map your defaults
Pay attention to what you do automatically. Do you prefer to make decisions quickly or talk them through first? Do you motivate through structure, recognition, or shared purpose? How do you lead in real moments, including meetings, emails, or problem-solving conversations?
If you’re fast and direct, you could lean toward an autocratic or transactional style. If you naturally ask for input, you might be closer to a democratic approach.
Related read: What is mindful leadership? 10 ways to lead with mindfulness
2. Study your wins and misfires
Think back on recent leadership moments, both the smooth ones and the ones that didn’t land well. What patterns are there?
Maybe your team came alive when you shared a clear vision (a transformational trait), or maybe a project stalled when you tried to manage every detail (a sign of overusing control). Connecting your behaviors to outcomes reveals what’s working — and what you might adjust.
3. Ask for focused feedback
Others often see your style before you do, so ask the people in your life how you’re doing. You could ask, “When do I make it easier for you to do your best work?” or “When do I get in the way?”
Getting feedback like this can help you identify which parts of your style are effective and which might need softening or support.
💙 Learn how to improve your leadership skills by listening to Calm’s Mindful Leadership Wisdom series with Prof. Megan Reitz.
4. Notice your stress patterns
Under pressure, leadership habits can intensify. Ask yourself how you respond when stress spikes. Some patterns for different types are:
Democratic leaders tend to over-consult.
Autocratic bosses typically tighten control.
Laissez-faire managers usually pull back.
5. Match your style to the situation
The best leaders adapt rather than default. To help make decisions in different situations, ask yourself how capable your team is and how urgent the work feels.
For instance, when your team is new or unsure, a structured, directive style offers clarity. But when they’re skilled and motivated, a more participative approach can give them room to shine. During periods of change or uncertainty, a transformational touch—connecting the work to a larger purpose—can boost morale and focus.
💙 Need extra support? Listen to the Lead by Example session with Jay Shetty on the Calm app.
6. Make your values visible
Your leadership values only matter when they’re reflected in your actions. If you value fairness, explain your decision-making, and if development is your priority, schedule regular check-ins that focus on growth.
When you consistently link your actions to your values, it helps your team trust that what you say aligns with what you do.
Related read: “What are my values?” 5 tips to help you find what matters most
7. Experiment and evolve
Leadership isn’t static. Try small, intentional experiments to stretch your range. If you usually take charge, ask for input earlier. If you lean too collaborative, set clearer deadlines. Reflect afterward on what changed: Was morale higher? Did work flow better?
Over time, these experiments build adaptability, helping you lead with both confidence and nuance.
Related read: How to be yourself: 14 ways to stay true to you
Leadership styles FAQs
What are the 6 different styles of leadership?
The six most common leadership styles are autocratic, democratic, laissez-faire, transformational, transactional, and servant leadership. Each of these has a unique approach to decision-making and motivation.
Autocratic leaders make quick, clear decisions, democratic leaders build engagement through collaboration, and laissez-faire leaders trust capable teams to self-direct. Transformational leaders inspire through vision, transactional leaders focus on structure and rewards, and servant leaders prioritize support and growth to build trust and loyalty.
Which leadership style is most effective?
No single style is considered the best. An autocratic approach can stabilize chaos but limit creativity, while transformational leadership fuels innovation but still requires strong follow-through.
In general, the most effective leaders are adaptive. They understand their natural tendencies and adjust them to fit the context. They also know how to read the room and shift styles without losing authenticity.
What are some quick examples of leadership styles in action?
Leadership styles show up in different ways. Here’s an example of each:
Autocratic: A project manager with this style might assign roles without input to meet a tight deadline.
Democratic: This kind of leader could hold open discussions before deciding on anything major.
Laissez-faire: A manager with this style might trust experienced team members to run a campaign independently.
Transformational: A founder might inspire their employees through a bold mission.
Transactional: A sales lead could tie rewards to results.
Servant: This type of leader might focus on mentoring and removing obstacles for their team.
How do I figure out my natural leadership style without a test?
Start by noticing how you typically make decisions, motivate others, and handle challenges. Reflect on whether you prefer control and clarity or collaboration and flexibility. Ask for honest feedback about how others experience your leadership, and track moments when you feel confident versus drained.
Over time, patterns will reveal your natural style — the one that feels both effective and authentic.
Can I change my leadership style?
Yes. Leadership style is learned and can evolve with practice. To change yours, consider making small shifts, like asking for more input before making decisions, delegating more intentionally, or trying clearer goal-setting when structure is lacking.
You could also share your efforts with your team so they can support your growth. With time and feedback, you’ll build the flexibility to choose the right style for each situation.
Can my leadership style be applied to places outside of work?
Definitely. Leadership shows up anywhere you influence others. It can show up in families, friendships, volunteer projects, and community efforts.
A democratic style might help with shared household decisions, a servant approach can deepen mentorship, and a transformational mindset can inspire group collaboration. The more you practice your style across different settings, the more consistent it becomes.
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