The leader develops people for the future, in a phrase try this: helping people see where they are strong and weak and connect this to what they want from their life and career, agreeing development plans and giving instruction and feedback, tolerating short-term failure for long-term learning; it rests on developing others, empathy and self-awareness. It fits helping someone make a bigger contribution to the team, where the person wants to improve; it fails with people resistant to changing their ways. Its climate effect is positive (flexibility .17, standards .39, rewards .43, clarity .38, commitment .27), yet the study found it the least used style, because leaders think it too slow.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.