Leadership Styles: Why One-Size-Doesn’t Fit All

I remember working with a leader who felt completely lost after stepping into a senior role. He had always admired his previous boss—a strong, charismatic leader who commanded the room with authority. Naturally, he tried to do the same. But it didn’t feel right. His team resisted, decisions felt forced, and morale took a hit. He came to coaching feeling like he was failing. But was he really?

What he needed wasn’t to replicate someone else’s style, but to find his own. Leadership isn’t about mimicking great leaders—it’s about discovering what works for you and your team.

The Myth of the Perfect Leadership Style

It’s tempting to believe that there’s a ‘best’ leadership style—the one that guarantees success. The truth? There isn’t. Leadership is dynamic. It depends on your strengths, your team, the situation, and even the culture you’re working in.

Some leaders thrive by inspiring a vision (transformational leadership), while others build strong, trusting relationships (servant leadership). Some situations require a hands-off approach (laissez-faire), while others demand quick, decisive action (autocratic). The best leaders aren’t rigid—they adapt.

Finding Your Natural Leadership Style

We all have a default leadership style—an approach that feels most natural to us. Some leaders are naturally collaborative, preferring to involve their team in decisions. Others are directive, providing clear guidance and structure. Neither is right or wrong—it’s about recognising what comes naturally to you and when you might need to flex.

Think about a time when you led a project or team. How did you make decisions? How did you motivate others? Did you lean towards guiding and coaching, or were you more focused on results and performance? Recognising these patterns can give you clues about your leadership style.

The Power of Adaptability

While having a natural leadership style is useful, the most effective leaders adapt their approach based on the context. A start-up founder leading a fast-growing company may need to shift between being visionary, hands-on, and directive at different points. A senior leader in a multinational company may need to adjust their style when managing teams across different cultures.

One of my clients, a highly analytical leader in finance, struggled when his team asked for more emotional engagement. He preferred a logical, structured approach but realised that his team needed more personal connection. Instead of forcing himself to be someone he wasn’t, he made small shifts—actively listening, checking in with his team’s well-being, and balancing data-driven decisions with empathy. The result? A stronger, more engaged team and a leader who felt more confident in his own style.

Leadership and Culture

Leadership styles also vary across cultures. In Scandinavian countries, leadership tends to be democratic and consensus-driven, while in many Asian cultures, hierarchical leadership is more common. The Middle East has traditionally favoured a hierarchical leadership approach, with strong authority figures and clear decision-making structures. However, this is evolving. Many organisations in the region are shifting towards more collaborative and inclusive leadership models, especially in industries driving innovation and digital transformation.

In France, leadership has often been centralised, with decision-making resting at the top. Leaders are expected to be knowledgeable and decisive, and structured authority is valued. However, modern workplaces in France are becoming more open to participative leadership styles, particularly in younger and more international organisations.

Germany has traditionally favoured structured, rule-based leadership, with a strong emphasis on planning, efficiency, and expertise. Leaders are expected to be competent and logical, and decision-making tends to be systematic. However, as work environments become more global and dynamic, there is a growing emphasis on flexibility and collaboration within German leadership approaches.

For example, an American leader accustomed to open debate and direct feedback might struggle when managing a team in Japan, where indirect communication and respect for seniority are valued. Similarly, a Western leader working in the Middle East may need to adjust their style to balance respect for hierarchy with increasing expectations for participative leadership. Awareness of these differences helps leaders adjust their style without compromising their authenticity.

The Role of AI and the Importance of Emotional Intelligence

With AI automating many analytical and operational tasks, the human side of leadership is becoming even more critical. Leaders who rely solely on authority or technical expertise may find themselves struggling in environments where emotional intelligence (EI) is key. The ability to connect, inspire, and build trust remains one of the most valuable leadership skills in an AI-driven world. As technology advances, emotional intelligence will differentiate great leaders—those who can lead with empathy, adapt to change, and foster collaboration in increasingly diverse and digital workplaces.

Leadership Style During Transitions

Leadership style becomes especially important during transitions—whether stepping into a new role, navigating organisational change, or redefining your leadership identity. It’s in these moments that we have the opportunity to reconnect with who we are and who we want to be as leaders. This isn’t just a topic for emerging leaders but also for seasoned executives who find themselves in evolving leadership landscapes. Transitions are a time of growth, reflection, and refinement, making leadership style a crucial factor in how we lead ourselves and others through change.

Steps to Develop Your Leadership Style

Self-Reflection – Take time to assess your natural leadership tendencies. What feels intuitive? What challenges you?
Seek Feedback – Ask colleagues or team members for honest feedback on your leadership approach.
Experiment & Adapt – Try different approaches in different situations. Leadership is about learning and evolving.
Develop Emotional Intelligence – Understanding your own emotions and those of others will help you navigate leadership challenges more effectively.
Invest in Growth – Read, attend training, or work with a coach to refine your leadership skills.

Final Thoughts

Leadership isn’t about copying others—it’s about self-awareness, adaptability, and finding an approach that feels authentic to you. The most successful leaders embrace growth, remain open to learning, and understand that leadership is a journey, not a destination.

I help leaders navigate transitions—whether stepping into a new role, managing change, or refining their leadership style. Leadership style is often a key part of this conversation. If you’re looking to explore your leadership approach and gain clarity, let’s start a conversation.

Additional Resources

Daniel Goleman – Emotional Intelligence: Why It Can Matter More Than IQ
Richard Boyatzis & Annie McKee – Resonant Leadership: Renewing Yourself and Connecting with Others Through Mindfulness, Hope, and Compassion
Travis Bradberry & Jean Greaves – Emotional Intelligence 2.0
Amy Edmondson – The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth