Leading with Range: The Four Approaches of Person-Centered Leadership

By Franceria Moore - Maxwell

“I just don’t think they get it,” she said, half-laughing, half-defeated. “I explain everything — the what and the how. But they still seem disconnected.”

A few years ago, I was coaching a newly promoted leader who was now supervising the same team she used to be a part of. She wasn’t new to the work and had earned the respect of her peers through years of excellence, consistency, and being the one others could count on. People knew her, trusted her, and had seen her lead informally long before she ever got the role.

Luckily, the foundational pieces like the systems, the workflows, and the daily rhythms of the team were already in place. On paper, she was set up for success and relationally, everyone was rooting for the internal hire, making it clear that they didn’t want anyone from the “outside’.. But then the team hit a crisis. Luckily, foundational pieces such as systems, workflows, and daily team rhythms were already established. On paper, she was poised for success, and relationally, everyone was rooting for the internal hire, making it clear they didn't want anyone from the "outside." However, the team then encountered a crisis.

And she froze.

Instead of stepping in with clear direction, she hesitated a lot, waiting for consensus in a moment that called for confident decision-making. What had once been a strength — her ability to get along with everyone — suddenly felt like a stumbling block. As new team members came on board, she struggled to establish credibility in the same way. Buy-in didn’t come as easily, and she began chalking it up to generational differences.

But the real issue wasn’t age. It was her leadership approach. She was relying on one style — collaborative — even when the moment required something else. And that’s the trap many leaders fall into: thinking leadership is about being a “type,” when it’s really about developing range.

The Four Approaches of Person-Centered Leadership

We define Person-Centered Leadership as the ability to lead with adaptability, authenticity, and a deep awareness of the people and context around you. It’s about choosing your leadership approach based on what the moment — and your people — truly need.

Here are the four leadership approaches we see most often in practice:

1. Transformative Leadership

Change the culture. Uplift the vision.

Transformative leaders are culture-shapers and vision carriers. They model the values they want to see and create the conditions for others to grow, reflect, and shift behaviors.

Best used when:

• You’re building or changing team culture
• There’s a need for healing, restoration, or innovation
• Your team is ready to go deeper, not just faster

How to grow this style:

• Share your “why” and invite others to do the same
• Facilitate reflective conversations and feedback loops
• Name and model values consistently in everyday interactions

2. Delegative Leadership

Trusting others to lead. Empowering growth.

Delegative leaders focus on autonomy and shared responsibility. This approach works best when your team is experienced, and you want to cultivate ownership and initiative.

Best used when:

• Your team has the skills and confidence to lead independently
• You want to create space for emerging leaders
• You need to step back to focus on strategic work

How to grow this style:

• Ask, “Who else could take the lead on this?”
• Clearly communicate the goal, then release control of the process
• Debrief after delegation to reflect and offer growth-oriented feedback

3. Authoritative Leadership

Clear direction. Confident decision-making.

Authoritative leaders step up when clarity, structure, or urgency is needed. They create stability during high-stakes moments and establish standards others can trust.

Best used when:

• Stakes are high, and decisions need to be made quickly
• Your team lacks direction or is overwhelmed
• You’re onboarding new staff who need guardrails

How to grow this style:

• Practice making timely decisions, even with limited information
• Set expectations clearly, then follow up with support
• Lead team check-ins that outline priorities and next steps

4. Transactional Leadership

Get it done. Keep it moving.

Transactional leaders focus on systems, accountability, and short-term outputs. It’s useful in fast-paced environments or when people need routines and structure to stay on track.

Best used when:

• Deadlines and deliverables are the priority
• Team members need clear benchmarks for success
• You’re troubleshooting performance issues

How to grow this style:

• Use tools like checklists and scorecards to clarify expectations
• Give consistent, data-based feedback
• Celebrate wins tied to performance and improvement

You Don’t Have to Be All Four at Once — But You Do Need to Flex

The best leaders aren’t the ones who master one style and stick to it. They’re the ones who can read the moment, meet people where they are, and choose their approach with intention.

That’s what makes leadership person-centered. It’s about who you are, how you show up, and how you respond — not just what you know.