Do Leadership Styles Impact Well-being?
Leadership is more than just setting direction and achieving targets - it shapes the well-being of both leaders and their teams. As work environments are often high-pressure, the way leaders behave, communicate, and support others can be the difference between members of the team thriving and burning out. But do different leadership styles impact wellbeing? Let’s explore how various approaches affect wellbeing and burnout, and how coaching can support healthier, more resilient workplaces.
Comparing Leadership Styles
There are many different leadership styles recognised. Here is a short description of some of the more common types.
1. Transformational Leadership
Transformational leaders inspire and motivate their teams to go beyond the status quo by articulating a compelling vision, modelling ethical behaviour, and providing individualised support. They foster a sense of purpose, encourage innovation, and empower employees to grow. This approach is strongly linked to higher job satisfaction, psychological well-being, and lower stress, as employees feel valued and motivated to develop their potential.
2. Servant Leadership
Servant leaders put the needs of their team first, focusing on empowering, supporting, and developing others. They prioritise empathy, ethical behaviour, and personal growth, creating an inclusive and psychologically safe environment. Research shows that servant leadership is positively associated with employee well-being, as it encourages work-life balance, personal development, and a sense of belonging. Employees under servant leaders are more likely to feel heard, supported, and motivated, reducing the risk of burnout.
3. Coaching Leadership
The coaching style centres on empowering individuals to unlock their potential through personalised guidance, constructive feedback, and mentorship. Coaching leaders cultivate collaboration, trust, and open communication, focusing on long-term growth of the team’s performance, rather than short-term results. This leadership style enhances self-awareness, resilience, and adaptability, all of which are crucial for well-being. Coaching also builds psychological safety, allowing employees to express themselves without fear of judgment, which is a key factor in reducing workplace stress and burnout.
4. Transactional and Authoritarian Leadership
Transactional leaders rely on a system of reward and punishment to drive performance, focusing on structure, routine, and compliance. While this can be effective for clear, short-term goals, it often leads to reduced motivation, creativity, and well-being if overused. “Command and control” styles, where leaders make decisions unilaterally and expect compliance, are associated with higher stress, lower job satisfaction, and greater risk of burnout due to a lack of autonomy and psychological safety. Whilst there are times when this might be a necessary approach, it is important to revert to a more collaborative leadership style during periods of business as usual.
5. Delegative Leadership
Delegative leaders take a hands-off approach, giving team members significant autonomy. While this can empower highly skilled teams, it may lead to confusion, lack of direction, and increased anxiety if roles and expectations are unclear. Employees may feel unsupported, which can negatively impact well-being, especially in less experienced teams, who may need more support to develop their capacity.
Leadership Styles and Their Effects on Well-being and Burnout
Positive Impacts on Wellbeing:
Transformational and servant leadership styles are consistently linked to higher employee engagement, job satisfaction, and psychological safety.
Coaching leadership builds resilience, adaptability, and trust, supporting both individual and team well-being.
Risks for Burnout:
Transactional and authoritarian styles can increase stress and disengagement, particularly if employees feel micromanaged or undervalued.
Delegative leadership risks creating ambiguity and lack of support, which can increase anxiety and reduce well-being.
7 Top Tips for Leaders to Enhance Wellbeing and Prevent Burnout
Prioritise and delegate: Focus on what truly matters and delegate tasks to avoid overload, ensuring that team members are developed and have the skills and capability to deliver the tasks assigned to them.
Set boundaries: Learn to say no to non-essential tasks. Healthy boundaries are vital for both leaders and teams to avoid burnout. Engage with staff and actively address workload issues to ensure boundaries are respected and balance is maintained.
Foster accountability and trust: Create a culture where responsibility is shared and mistakes are treated as learning opportunities. Adopting a reflective coaching style encourages learning, reduces the burden on individuals, and builds resilience.
Model self-care: Demonstrate healthy behaviours such as taking breaks, unplugging after hours, and encouraging others to do the same. Leaders who model wellbeing set the tone for the entire organisation.
Celebrate effort and growth: Recognise achievements and progress, not just outcomes. This builds confidence and motivation, supporting a growth mindset.
Encourage open communication: Regular check-ins and honest conversations about workload, challenges, and well-being help identify issues early and build psychological safety.
Invest in development: Provide opportunities for professional growth, mentoring, and coaching. This not only enhances skills but also signals to team members that their well-being and development are valued and prioritised.
The Role of Coaching in Supporting Leadership and Well-being
Coaching is increasingly recognised as a powerful tool for supporting leaders and teams in building resilience, self-awareness, and sustainable performance. Through coaching, leaders and team members can:
Reflect on their leadership style and its impact on others
Develop active listening and empathy, strengthening relationships
Learn to ask powerful, open-ended questions that foster autonomy and growth
Build confidence to set boundaries and prioritise effectively
Gain support in navigating challenges, managing stress, and preventing burnout
Organisations that invest in coaching report lower burnout rates and higher employee engagement, as coaching provides a safe space for leaders to explore challenges, develop strategies, and sustain positive change.
Conclusion: Leadership Style Matters
The evidence is clear: leadership style has a profound impact on well-being, for both leaders and their teams. Transformational, servant, and coaching leadership styles foster environments where people feel valued, supported, and empowered to grow. In contrast, authoritarian, transactional, and “command and control” approaches increase the risk of stress, disengagement, and burnout.
By embracing a leadership style that prioritises empathy, empowerment, and accountability - and by leveraging the support of coaching - leaders can create healthier, more resilient workplaces where well-being is not just a buzzword, but a lived reality.
