Leary's Rose: what is it and how do you apply it in the workplace?

Communication in the workplace is more than exchanging words. The way people react to each other largely determines how collaboration proceeds and how leaders motivate their team. Rose of Leary is a powerful communication model that provides insight into that interpersonal dynamic — and how you can consciously influence it.

What is the Leary Rose?

Leary's Rose is a communication model developed by the American psychologist Timothy Leary in the 1950s. The model describes how people's behavior elicits an automatic response in others. Simply put: behavior elicits behavior.

The model works with two axes:

• Vertical axis (Dominance–Submission): behavior that varies from above (leading, directing) to below (following, compliant)
• Horizontal axis (Together–Against): behavior that varies from seeking rapprochement (friendly, cooperative) to distancing oneself (critical, hostile)

Together, these axes form a circle with eight segments that describe different behavioral styles: leading, helping, cooperating, dependent, withdrawing, rebellious, aggressive, and competitive.

How does the Leary Rose work in practice?

The central principle of Leary's Rose is that behavior elicits complementary or symmetrical behavior. This means that if you exhibit dominant behavior (top behavior), the other person will automatically exhibit following behavior (bottom behavior). Conversely, someone who communicates submissively unconsciously invites the other person to take the lead.

This mechanism is constantly at play in team meetings, performance reviews, and customer interactions. As a manager who always calls the shots, employees will take less initiative—not because they don't want to, but because your behavior elicits it. Conversely, those who go along with things too much lose authority.

Practical example

Imagine you are a team leader and an employee comes to you with a complaint about a colleague. If you immediately pass judgment and resolve the situation (dominant behavior), you implicitly confirm that the employee cannot resolve this themselves. A better approach: ask questions, offer space, so that the employee arrives at a solution independently. In doing so, you shift from a 'top-down collaborative' approach to working 'alongside the other' — which fosters ownership.

Applying Leary's Rose as a manager

For managers and leaders, the Leary Rose is a valuable tool. By recognizing your own behavior and consciously steering it, you can positively influence the dynamics within your team. Practical applications:

• In feedback conversations: Choose an open, equal position instead of a judgmental attitude.
• In case of conflicts: Recognize when you are in an escalation pattern (attacking-rebellious) and break this by consciously becoming kinder.
• In negotiations: Understand that excessive compliance projects weakness; a firm but respectful position inspires confidence.

Do you want to further develop your communication skills as a manager? At Kenneth Smit, we offer targeted leadership training in which models such as the Leary Rose are practically practiced. Also our management training delve deeper into communication dynamics and team management.

Pitfalls when using Leary's Rose

The model is powerful, but it also has limitations. Behavior is not always predictable, and people sometimes react differently than the model suggests—especially in situations involving stress, cultural differences, or a strong personality. Therefore, use the Leary Rose as a tool for raising awareness, not as an absolute predictor.

Moreover, the model assumes that behavior has an influence, whether conscious or unconscious. Those who know this can also consciously choose to break a pattern — and that is precisely where the power lies for every professional who wants to strengthen their communication.

Conclusion: communicating consciously with the Leary Rose

The Leary Rose is more than a theoretical model. It is a practical compass for anyone who wants to communicate better, lead more effectively, or prevent conflicts. By understanding the behavior you provoke in others, you can choose how you communicate more consciously — and you will notice that difference immediately in your results and relationships.

Ready to take your communication skills to the next level? Check out our range. leadership and communication training join Kenneth Smit and discover how we help managers and professionals grow.