The challenge of running an organization full of independent, smart, willing-to-learn people can be a bit overwhelming. Helping our CEOs and leaders understand that managing people isn’t a One Size Fits All approach. The reality is they need all six of these leadership styles to effectively manage.


First, recognize that leaders bring a ‘blend’ of styles to their approach to employees. A Stage 4 leader’s best blend of leadership styles are:


Dominant:  Coaching

Secondary:  Affiliative

Auxiliary:  Pacesetting



Coaching is the primary leadership style for a Stage 4 leader. A coaching style helps people identify their strengths and weaknesses and ties these to career opportunities. Coaches are good at delegating – giving employees challenging assignments that stretch them versus simple tasks that might not engage the employee in the overall vision for the company.


However, this style is difficult to use with people who lack motivation or who require excessive direction and feedback. Coaching works best with employees who show initiative and want to professionally develop. Again, that’s why it’s critical that there is a combination of styles a leader brings to the plate. They must be able to assess each situation and each employee and determine the right style to fit at the right time.


Pacesetting leaders focused on high performance, often think they are coaching when in fact, they are micromanaging. An example would be a leader who gets overly focused on short-term results like sales figures, putting more emphasis on the task of selling (which can create customer service issues and competition among employees) than an emphasis on the overall company revenue goals. (what is the ‘end result’ and how can we get there?)


Coaching is a tough style to develop as it takes patience and the ability to ask inquiring questions that allow the employee to think for themselves and solve problems. Coaches facilitate action, they don’t necessarily solve the problems.


Key competencies for this style include developing others, emotional self-awareness, and empathy. Emotional self-aware leaders are authentic. Empathetic leaders listen first before reacting or giving feedback.



Affiliative is the secondary style for a leader in a Stage 4 company. An Affiliative Style tends to value people and their feelings. Their emphasis is on a person’s emotional needs more than tasks and goals. An Affiliative Style has an open sharing of emotions.


This style is limited as a direct driver of performance but has a huge impact on a group’s climate. This style is only behind Visionary and Coaching in moving all measurements upward. Affiliative leaders garner great loyalty and strengthen connections among their staff.


The focus from an Affiliative leader’s perspective is on emotional needs over work goals. This style should be used to heighten team harmony, increase morale, improve communication, and repair broken trust. This style, however, should not be used alone for the following reasons: focusing on praise can allow poor performers to go unnoticed and an employee may think mediocrity is ok. This style should be used in conjunction with the Visionary Style to be most effective.


Visionary leaders state a mission, set standards, and let people know what behaviors further the group’s goals. Combine that with the caring approach of an Affiliative leader and you have a great leadership approach.


Successful Affiliative leaders know how to use empathy, and the ability to sense the feelings, needs, and perspectives of others, to gain the trust and respect they are looking for from their staff.



This style is the auxiliary style in the blend of a Stage 4 leader. Pacesetting leaders expect excellence and exemplify it. However, this is a Dissonant leadership style and works the best in technical fields, among highly skilled professionals, and/or a hard-driving sales team. It’s a critical style for a Stage 4 company in that the company is adding employees fairly quickly and group members are highly competent, very motivated and need better direction than was needed in Stage 2 or Stage 3.


However, a Pacesetting style should be used sparingly as it can be unnerving to staff who feel too pushed. Because the Pacesetting leader has a tendency to come across as micromanaging, the staff feel they have to second guess what the leader wants because it’s never ‘good enough’. The staff won’t feel they can do things ‘their own way’ which is the beginning of the leadership/staff gap that becomes almost unmanageable in Stage Three. The Pacesetting leader can also tend to make staff feel they only care about production, getting work done – not about the employee.


The more pressure put on people’s results, the more anxiety is created. This continuing pressure can be debilitating. As people shift away from pursuing an inspiring vision, pure survival kicks in. Pressure constricts their innovative thinking.


Successful use of this style must be combined with leadership competency, empathy. This leader must also have competencies in communication and collaboration and be extremely good at emotional self-management.


Your success. My passion.
Laurie Taylor, FlashPoint!