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The 4 Types of Leadership Styles in Management

Jean-Philippe Raiche
The 4 Types of Leadership Styles in Management

Leadership style is one of the most influential factors when it comes to employee engagement. Even more so than salary or autonomy, which also figure in the top drivers. In fact, the main reasons why people leave a company have to do with their immediate superior and not the company as a whole.

But how do you become a better leader? How to be an effective leader?

There isn't just one leadership style, but many, depending on your personality. Let’s review the four main leadership styles found in managers and the impact of their management style on their teams’ performance.

Key takeways:

  • Technical leaders possess a deep understanding of their field and are able to guide their team with expertise and knowledge.
  • Conqueror managers focus on achieving goals at all costs, often prioritizing results over relationships or teamwork.
  • Peacemaker managers excel at conflict resolution and fostering harmonious relationships within the team.
  • Managerial leaders strike a balance between technical expertise and people management skills, combining the best of both worlds.
  • Each leadership style has its own unique strengths and weaknesses. The most effective leaders adapt their approach based on the situation and the needs of their team.

The 4 common leadership styles :

  1. Technical leader
  2. Conqueror manager
  3. Peacemaker manager
  4. Managerial leader

Leadership style #1 : The Technical leader

Technical leader

This type of leadership style is very common among managers who used to be employed in operations themselves and is based on excellent knowledge of the field, equipment, products, and processes.

Technical leaders often provide a wealth of information for their team members and represent the ultimate point of reference for the technical performance of the activity. However, simply understanding their team members’ work and the conditions in which it is done is not enough to mobilize their team members.

Managers who fit this type of leadership style tend to get too involved in their team’s activity, saying “leave it, I’ll do it,” to continue creating value rather than helping the people they are responsible for to do so. Far from a lack of interest or conscientiousness, this is generally down to a lack of clarity about their manager role and inadequate support when new managers are promoted.

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Leadership style #2 : The Conqueror manager

Conqueror Manager

Characterized by high expectations and a directive tendency, for this type of leader, what matters is the performance at all costs. Although useful in a crisis when there is an urgency to obtain concrete results, or in competitive situations, this different style of leadership should be used sparingly when attempting to build a culture of continuous improvement, such as a coaching culture.

Indeed, in their exclusively results-oriented vision, authoritarian leaders tend to overlook human relations and the organization's long-term goals.

With this autocratic leadership style, the lack of consideration, communication skills, and the frequent use of disciplinary measures can lead to latent frustration within the teams, leading to employee who do not feel engaged, and to high levels of staff turnover.

Moreover, employees feel left out (especially new or inexperienced employees), and rarely come forward with suggestions for improvements in such an atmosphere, fearing being ignored or even dismissed.  

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Leadership style #3 : The Peacemaker manager

Peacemaker Manager


Gifted with emotional intelligence, good communication skills, and quick to show gratitude to their employees, this type of manager has a democratic leadership style. He creates a positive working environment where everyone, even new or inexperienced employees, is encouraged to express new ideas.

However, the peacemaker manager tends to forget to take account of the team members achievements on the performance axes (productivity, quality, health & safety, etc.). This often leads to situations where the deliverable is insufficiently measured and/or evaluated.

As the polar opposite of the conqueror manager and his autocratic leadership style, this democratic leader has trouble giving clear targets and ensuring everyone understands their accountability within the organization’s performance. Faced with this lack of alignment with organizational objectives, their team members often have trouble prioritizing their activities and time.

Leadership style #4 : The Managerial leader

Managerial Leader

As you may have guessed, our aim is to achieve balanced management. And to achieve this, here is a very effective leadership style.

The managerial leader knows how to motivate employees. Like a coaching leader, they encourage them to develop new skills, come up with fresh ideas, and give them regular feedback. With this type of management, team members and their well-being are as important as the company's performance.

This good leader is aware of themself and their impact on others. They have a thorough understanding of their role and responsibilities within the organization, and become a driving force for engagement, with long-term benefits for the organization's performance. They are able to create a positive work environment where corporate objectives, productivity and job satisfaction can coexist.

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Measuring management behaviors to progress as a leader

So what is the best style of leadership? Even if the managerial leader can often be considered as the « better leader », each leadership style has its strengths and weaknesses, depending on the situation, company goals, organizational culture, and employees.  

To evaluate your own leadership style, two key behavior indicators (or KBIs) can be monitored concerning your orientation toward performance and consideration for every team member. Although simple in theory, this involves two important areas of work that managers generally find difficult to integrate into their daily interactions.

Indeed, becoming an effective leader, giving clear objectives to team members and acknowledging good work in every management interaction, such as an active supervision tour, requires rigor and various skills. Those can be developed through awareness and appropriate management coaching.

FAQ - 4 Types of Leadership Styles

What are the key qualities of a technical leader in management?


How does a conqueror manager approach leadership and management?


What are the characteristics of a peacemaker manager in a leadership role?


What distinguishes a managerial leader from other types of leaders?


How does transformational leadership differ from technical, conqueror, and peacemaker management styles?


To adopt the best management behaviors into your everyday work, the support of a coach can make all the difference in the long run.

Proaction International executive and front-line management coaching experts have been helping managers from all kinds of organizations become better leaders for their teams since 2004.

Jean-Philippe Raiche

Jean-Philippe Raiche

Partner – Strategy and Development A partner at Proaction International, Mr. Raiche holds advanced degrees in mechanical engineering and quality. As an expert in the effective integration of performance and excellence best practices, he has accompanied more than a thousand companies in America and Europe over the past two decades, in addition to giving conferences and contributing to several publications about quality and performance.