Leary's Rose is one of the most widely used communication models in training and businesses. This model helps professionals better understand how they behave in communication and how others perceive this. In this article, you will read what Leary's Rose is, how the model works, and how you can practically apply it in the workplace.
What is Leary's Rose?
Leary's Rose is a communication model developed in the 1960s by the American psychologist Timothy Leary. The model shows how people exhibit behavior in interpersonal situations that can be analyzed on two dimensions: from cooperation to opposition and from dominant to subordinate behavior.
The model is also known as the Leary diagram and is widely used in organizational training, particularly in the Netherlands. It helps managers, team leaders, and professionals gain insight into their communication style and that of their colleagues. By applying these insights, better working relationships can develop and collaboration can improve.
Many training organizations, including Kenneth Smit, use this model as the basis for training in effective communication. It is a practical tool that is directly applicable in daily work interactions.
The two axes: together-against and above-below
Leary's Rose is represented as a circle with two intersecting axes. These axes define the two dimensions of behavior:
The horizontal axis runs from cooperation (left) to opposition (right). This axis determines the extent to which someone is focused on cooperation and support, or on resistance and criticism.
The vertical axis runs from top (dominant, leadership behavior) to bottom (subordinate, following behavior). This axis determines whether someone takes initiative and leads, or instead processes information and follows.
Together, these two axes create eight segments in the circle, each with its own behavioral style. No one is rigidly bound to a single segment: depending on the situation and the other person, we can operate within different segments.
The eight behavioral styles
The eight segments of the rose represent different behavioral styles, each with its own strengths and weaknesses:
Authoritarian behavior (dominant and collaborative): Someone takes the lead, provides clear directions, and strives for cooperation. This is effective when quick decisions are needed.
Responsible behavior (dominant and collaborative): Someone demonstrates leadership with consideration for others, delegates consciously, and collaborates on solutions.
Critical behavior (dominant and obstructive): Someone sets high standards, points out problems, and offers criticism. This can be valuable for quality control, but it can also be demotivating.
Rebellious behavior (subordinate and defiant): Someone resists, fails to comply, and does the opposite of what is asked. This can be innovative, but also destructive.
Dependent behavior (subordinate and uncooperative): Someone withdraws, feels like a victim, and refuses to cooperate. This leads to stagnation in communication.
Supportive behavior (subordinate and collaborative): Someone likes to follow, offers support, and cooperate. This is essential for teamwork but can lead to a lack of initiative.
Conformist behavior (subordinate and cooperative): Someone adapts, agrees with everything, and seeks harmony. This seems positive, but can signify a lack of authenticity.
Assertive behavior (dominant and collaborative): Someone expresses their opinion, sets boundaries, and remains cooperative. This is an effective combination.
The Leary Rose test
There is a test that allows you to determine where you place yourself on Leary's Rose. This test, also known as the Leary Test, consists of various questions about your behavior in interpersonal situations.
The test typically uses questions such as: “How do you react when someone opposes you?” or “What is your natural attitude when you have to lead?” Based on the answers, it is determined in which segments of the rose your behavior is concentrated.
An important insight from the test is that no one belongs in just one segment. You likely have a preferred style or styles, but you can and might exhibit your behavior in other segments as well, depending on the situation.
This flexibility is precisely the strength of insight into the model. You learn when which behavior is effective and how you can adapt more consciously to the situation and the other person.
Complementary and symmetrical behavior
An important concept in Leary's Rose is the notion of complementary and symmetrical behavior. This largely determines the quality of communication.
Complementary behavior occurs when two people operate in opposite segments. For example: one person displays dominant behavior, the other respectful, supportive behavior. This often leads to harmony and clear roles.
Symmetrical behavior occurs when two people operate in the same corner of the rose. Two dominant people can compete for power, but two supportive people can complement each other well.
In work relationships, we usually strive for complementary behavior for stable cooperation. However, permanent complementarity can also lead to rigidity. Flexibility and occasional symmetrical behavior can be refreshing.
Leary's Rose in the workplace
In a practical application, Leary's Rose helps you understand why certain interactions are difficult. Why can't you connect well with your boss? Perhaps you are both operating from the same dominant angle, and you would be better off adjusting your approach.
Within teams, the model helps to appreciate diversity in behavioral styles. One colleague is assertive and takes initiative, while another offers stable support. Both are necessary for effective teamwork.
The model is also valuable in customer contact. If you understand that a customer operates from a critical perspective, you can handle this better by not reacting defensively, but by remaining questioning and open.
Applying the model as a manager
Managers benefit greatly from insight into Leary's Rose. It helps you see which communication style you naturally use and where you might need to make adjustments.
A strong leader can flexibly switch between different styles. With one employee, you are directive and clear, while with another, you are more supportive and questioning. This requires awareness and practice.
Moreover, the model helps you assemble your team better. You understand which roles you need and how to deploy people so that their natural style aligns with their tasks.
Common mistakes
When applying Leary's Rose, certain mistakes are frequently made. First, the assumption that someone is stuck in a single segment. This is not true: behavior is situation-dependent and can change.
A second mistake is moralizing about behavioral styles. The rose is neutral: no style is inherently better. Every behavior has a context in which it is effective.
A third mistake is paying too little attention to flexibility. The goal is not to adapt your behavior so that you operate effectively in every specific segment, but rather to flexibly deploy different styles.
Training with Kenneth Smit
Kenneth Smit offers training courses that thoroughly cover Leary's Rose. The training courses Understanding Others en Effective Communication make intensive use of this model.
In these training sessions, you take the test, discover your own behavioral styles, and learn how to use them effectively. Practical exercises help you immediately apply what you have learned in your work.
The combination of theory, self-reflection, and practical application makes these training courses effective for personal and professional development. Participants report a better understanding of why certain interactions are difficult and how they can improve this.
Frequently asked questions about Leary's Rose
Leary's Rose is a communication model that maps interpersonal behavior along two axes: top-bottom (dominance versus submissiveness) and together-against (cooperation versus opposition). The model helps you understand how your behavior influences the behavior of others and how you can consciously switch gears.
As a manager, you use Leary's Rose to consciously choose which behavior to adopt. Do you need to direct? Choose top-together (leading). Do you want an employee to grow? Choose bottom-together (helping). The model makes you more flexible in your communication and more effective in various situations.
Complementary behavior means that dominant behavior elicits submissive behavior and vice versa. If you communicate dominantly, the other person often becomes submissive. On the together-versus-versus axis, it works symmetrically: cooperation elicits cooperation, opposition elicits opposition. This insight helps you consciously change the dynamic.
The Rose distinguishes eight behavioral styles: leading, helping, cooperating, following, withdrawn, rebellious, aggressive, and competitive. Each style is a combination of the two axes. Most people have a preferred style but can learn to switch flexibly between styles.
To break a negative pattern, consciously choose opposite behavior on the top-bottom axis. If an employee consistently reacts aggressively, you can choose helpful behavior instead of fighting back (symmetrically). This breaks the expected dynamic and opens space for a constructive conversation.