Much has been written about common leadership styles and how to identify the right style for you, whether it’s transactional or transformational, bureaucratic or laissez-faire. But according to Daniel Goleman, a psychologist best known for his work on emotional intelligence, “Being a great leader means recognizing that different circumstances may call for different approaches.”

Drawing on research and experience, Goleman has identified six distinct leadership styles that managers can adapt, depending on the situations and the needs of their team members. He first introduced these styles in his 2000 Harvard Business Review article, “Leadership That Gets Results,” and they have since been widely recognized as an essential framework for effective leadership. The six leadership styles include:

Coercive leadership style, which entails demanding immediate compliance.

Authoritative leadership style, which is about mobilizing people toward a vision.

Pacesetting leadership style, which involves expecting excellence and self-direction.

Affiliative leadership style, which centers around building emotional bonds.

Democratic leadership style, which involves creating consensus.

Coaching leadership style, which focuses on developing people for the future.

Read this HBR article to find out more.