Aarti
It’s possible that you’ll become a leader in your field at some time in your career. It might be helpful to identify with or embrace a specific leadership style, whether you’re leading a meeting, a project, a team, or an entire department.
Most professionals establish their own distinct leadership style in response to their unique set of experiences, character traits, the demands of their workplace, and the norms of their industry. While there is no one “right” way to be a leader, research has identified eight distinct approaches.
Types of leadership styles
From authoritarian to visionary, these are the eight most frequent forms of leadership, along with some commentary on the advantages and disadvantages of each.
1. Autocratic leadership style
Often referred to as the “authoritarian style of leadership,” this sort of manager places a premium on productivity and authority within the workplace. Workers under autocratic management are expected to do what they are told, whether or not the leader is present for the decision-making process.
Self-assured and self-driven characterize autocratic dictators. They are trustworthy, reliable, and always play by the book. They prefer and thrive in supervised, highly regimented job settings.
2. Bureaucratic leadership style
Leaders who take a bureaucratic approach are similar to autocratic leaders in that they demand strict adherence to established policies and procedures. The bureaucratic approach emphasizes strict hierarchies and assigned tasks for each employee, leaving little room for improvisation and teamwork.
This form of management is optimal in highly regulated fields, such as banking, healthcare, and government. A leader with this style tends to be methodical, focused on getting things done, very disciplined, and committed to their work.
3. Coaching leadership style
A coaching leader is someone who is able to swiftly assess their team members’ abilities, areas for growth, and reasons for wanting to get better. A good example of a leader who encourages growth through feedback and tough assignments is one who helps team members create appropriate goals and then offers regular feedback. They establish high standards and foster an inspiring atmosphere.
The coach leadership style is highly beneficial for both the business and its employees. Unfortunately, it’s also one of the least-used styles of leadership, probably because it requires more time investment than other methods. Leaders who coach are encouraging and see education as essential to their teams’ development. They have insight into their own nature, and they guide rather than command.
4. Democratic leadership style
Combining elements of autocratic and laissez-faire leaders, the democratic style (also known as the “participative style”) is a hybrid of the two. A democratic leader solicits and weighs the opinions of their team members prior to making any major decisions. It is widely believed that a more democratic leadership style leads to greater levels of employee engagement and pleasure in the workplace since team members feel their contributions matter.
Leaders in a democratic system are open to input from their followers and make sure everyone has the facts before making a call. They encourage open communication and are known for their common sense and adaptability in the workplace.
5. Laissez-faire leadership style
Laissez-faire leadership is the polar opposite of authoritarian leadership, with an emphasis on outsourcing numerous responsibilities to team members with minimal oversight. A leader who takes a more hands-off approach to managing their team can use that extra time to focus on other priorities.
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Managers can take a hands-off approach if they have a fully capable workforce that needs little in the way of direction or guidance. However, it might lead to a decrease in output if workers are unsure of their leader’s expectations or if some members of the team require constant motivation and boundaries in order to function well.
6. Pacesetter leadership style
One of the most efficient strategies for getting things done quickly is setting the pace. Leaders who set the pace prioritize results, regularly raise the bar, and insist on personal accountability from their subordinates.
Although a pacesetting leader can inspire their team to action in high-pressure situations, they may be better served by a mentor who can provide constructive criticism and guidance.
