The study, leadership styles as a tool to promote a cordial staff relationship, examined and described some leadership styles that can enhance the cordial relationship among staff members. The study hypothesises that the leadership style employed by a leader, who could also be a member of the staff team can promote or destroy staff relationship. It is, therefore, essential for those in leadership positions to be cognisance of their leadership styles and utilise the models or approaches that will encourage a cordial relationship among staff members and avoid methods that will create and promote hatred and animosity within the staff. The study discovered that for leadership styles to help friendly staff relationship, some essentials of staff relationship are vital. These include communicating effectively and efficiently among staff, clarity of expectations, staff meetings, staff retreat, setting clear goals and providing feedback, team building, and evaluating consistently. Moreover, the study revealed and discussed four primary leadership styles that promote cordial staff relationship, which includes democratic, transactional, transformational and servant leadership styles. Also, other leadership styles such as autocratic, authoritative and laissez-faire was not considered as a tool to promote cordial staff relationship because it does not encourage collaboration, stifles cooperation and creates an avenue for staff members to act as they wish. The study, therefore, recommends that leaders should cultivate the culture of leadership approaches that are open and participatory; encourages commitment, recognises and rewards positive contributions from staff and be selfless by paying attention to the needs of staff members. Further, it suggests that leaders should have it as part of the agenda of the organisation to appreciate staff members publicly to enhance productive staff. Besides, leaders should avoid closed, divide and rule model of leadership, which tears a relationship apart. Also, staff members should have a sense of belonging, acceptance and be part of the decision making of the organisation.