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6 Common Leadership Styles — and How to Decide Which to Use When

• Rebecca Knight

Being a great leader means recognizing that different circumstances call for different approaches.

Research suggests that the most effective leaders adapt their style to different circumstances — be it a change in setting, a shift in organizational dynamics, or a turn in the business cycle. But what if you feel like you’re not equipped to take on a new and different leadership style — let alone more than one? In this article, the author outlines the six leadership styles Daniel Goleman first introduced in his 2000 HBR article, “Leadership That Gets Results,” and explains when to use each one. The good news is that personality is not destiny. Even if you’re naturally introverted or you tend to be driven by data and analysis rather than emotion, you can still learn how to adapt different leadership styles to organize, motivate, and direct your team.

Much has been written about common leadership styles and how to identify the right style for you, whether it’s transactional or transformational, bureaucratic or laissez-faire. But according to Daniel Goleman, a psychologist best known for his work on emotional intelligence, “Being a great leader means recognizing that different circumstances may call for different approaches.”

• RK Rebecca Knight is a journalist who writes about all things related to the changing nature of careers and the workplace. Her essays and reported stories have been featured in The Boston Globe, Business Insider, The New York Times, BBC, and The Christian Science Monitor. She was shortlisted as a Reuters Institute Fellow at Oxford University in 2023. Earlier in her career, she spent a decade as an editor and reporter at the Financial Times in New York, London, and Boston.

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Exploring Different Leadership Styles: A Comprehensive Guide

The way leaders guide and influence their teams can significantly impact productivity, engagement, staff turnover, staff wellbeing, and overall morale.

In fact, Gallup (2023) estimates that 70% of team engagement is attributable to the team leader. And a recent study by CMI found that 28% of job leavers cited a negative relationship with their manager as a key reason for quitting.

It is thus fair to say that how we lead really matters, even more so than who we lead. This guide provides a comprehensive overview of different leadership styles and suggestions for further reading and development.

Before you continue, we thought you might like to download our three Positive Leadership Exercises for free . These detailed, science-based exercises will help you or others adopt positive leadership practices and help organizations thrive.

This Article Contains

Goleman’s leadership styles, the 4 most effective positive leadership styles, leadership coaching: improving your skills, 3 leadership programs to enhance your leadership style, 4 recommended leadership books, 4 recommended youtube videos, positivepsychology.com resources, a take-home message.

In their influential book Primal Leadership: Unleashing the Power of Emotional Intelligence , the psychologists Daniel Goleman, Richard E. Boyatzis, and Annie McKee (2002) turned the term “emotional intelligence” into a household concept. They also demonstrated the importance of emotionally intelligent leadership.

The authors champion leadership that is self-aware, empathic, motivating, and collaborative. These qualities are ever-more important in our increasingly economically volatile, fast-changing, and technologically complex world.

In the book, they also discuss the core features of six distinctive leadership styles. According to Goleman et al. (2002), each style has its own strengths and limitations. Ideally, effective leaders learn to adapt their style to the situation at hand.

1. The visionary leadership style

Goleman et al. (2002) define the visionary leadership style as the ability to move people toward a shared dream or vision.

Visionary leaders have a clear and compelling dream of the future, and they know how to communicate it. They inspire their team members with a sense of purpose and direction.

Their ability to articulate a compelling vision motivates and energizes their followers and fosters a sense of unity and shared commitment.

2. The coaching leadership style

The coaching leadership style is characterized by the leader’s focus on helping employees reach their full potential. Above all, coaching leaders seek to support personal development and growth.

By providing guidance and mentoring, offering constructive feedback, and promoting skill building, coaching leaders create an environment conducive to continuous learning and improvement. This style promotes employee engagement and generates long-term organizational success.

3. The affiliative leadership style

An affiliative leader prioritizes harmony and bonding among their team members. They emphasize building strong relationships, cultivating a sense of belonging, and creating a supportive work environment.

Goleman et al. (2002) argue that affiliative leaders aim to resolve conflicts and enhance team cohesion by focusing their energies on open communication, empathy, and trust.

4. The democratic leadership style

The democratic leadership style entails involving team members in decision-making processes and truly valuing their input and perspectives.

Goleman et al. (2002) suggest that democratic leaders seek to empower their teams. They foster a collaborative culture where everyone’s opinions are respected. This inclusive approach tends not only to result in high levels of job satisfaction , but also promotes creativity and innovation within an organization.

5. The pacesetting leadership style

The pacesetting leadership style is characterized by leaders who consistently set high standards and expect their team members to meet them. This style can be both inspiring and demanding.

Pacesetting leaders strive for excellence and inspire their team members through role modeling. However, although effective in the short term, this style may leave little room for creativity, development, and autonomy in the long run. It is also important to remember that a great challenge should ideally be accompanied by significant support.

6. The commanding leadership style

The commanding leadership style is assertive, direct, top-down, and expects immediate compliance. While commanding leaders may excel in crisis situations, they may create a negative work environment if they overuse that style in non-urgent settings.

This style can be effective for short-term results but may impede employee engagement and creativity over time.

Adjectives to describe more problematic leadership styles include autocratic, top-down, transactional, bureaucratic, laissez-faire, or military. We will now explore four well-known effective leadership styles in more detail.

The four positive leadership styles that are currently attracting the most interest among researchers and positive psychology practitioners are coaching leadership, transformational leadership, authentic leadership, and servant leadership. All of them are viewed as positive and constructive leadership styles that bring out the best in the people who are being led.

Coaching leadership

Coaching leaders focus on developing those whom they lead and seek to support their growth and learning. Coaching leadership revolves around cultivating a supportive and encouraging environment that promotes growth and excellence in team members.

Unlike traditional leadership styles that emphasize top-down decision-making and unquestioning compliance, coaching leaders adopt a facilitative approach. They focus on building strong relationships, fostering collaboration, and nurturing individual talents.

A coaching leader is in effect a powerful catalyst who reminds people of their own resources and strengths and encourages them to use and develop them.

Key principles of coaching leadership include:

1. Active listening

Effective coaching leaders actively listen to their team members, encouraging them freely to express their thoughts, feelings, and aspirations. This practice helps leaders gain a deeper understanding of their team’s needs and enables them to provide tailored guidance. Because they listen carefully to what others say, coaching leaders can also truly benefit from the collective intelligence of their teams and their team members’ insights.

2. Empowerment

Coaching leaders strive to empower individuals by fostering a culture of autonomy and accountability. They encourage their team members to take ownership of their work, to make informed decisions, and to learn from both their successes and their failures.

3. Growth mindset

Coaching leaders promote a growth mindset culture, in which mistakes are seen as learning opportunities and continuous improvement is valued. This mindset encourages individuals to step out of their comfort zones , explore and develop their skills, and embrace new challenges.

Benefits of coaching leadership include enhanced employee engagement and a focus on skill development and improved communication. By valuing people’s needs and aspirations, coaching leaders create a more engaged and motivated team.

This commitment leads to increased productivity and better overall team performance (van Woerkom et al., 2016). Through mentoring, skill-building exercises, and feedback, coaching leaders help their people develop new competencies and refine existing ones (Webb, 2019).

By listening actively and providing constructive feedback, leaders can foster trust, improve team interactions, and boost collaboration among team members (van Woerkom et al., 2016).

Transformational leadership

Transformational leaders inspire and motivate their teams by articulating a compelling vision and encouraging personal growth. They seek to create a sense of community and commitment, challenge existing norms, and drive positive change within their organization (Bass & Riggio, 2006).

At its core, transformational leadership is about empowering and inspiring individuals to transcend their limits by promoting a collective sense of purpose and growth. This leadership approach moves beyond traditional managerial practices by focusing on developing strong relationships, cultivating vision, and promoting personal and professional growth.

The four pillars of transformational leadership are:

1. Idealized influence

Transformational leaders serve as role models. They lead by example and demonstrate high ethical standards. By being charismatic visionaries, they inspire team members to trust, respect, and emulate their behavior.

2. Inspirational motivation

These leaders are adept at articulating a compelling vision and conveying it in a passionate way that instills inspiration within their teams. By sharing a clear purpose and setting high standards, they inspire employees to achieve their full potential and support the bigger-picture aims of their teams and organizations.

3. Intellectual stimulation

Transformational leaders value creativity and encourage innovative thinking in their teams. They challenge employees to question the status quo and build environments that are conducive to learning, curiosity, and growth.

4. Individualized consideration

Recognizing the diverse needs and aspirations of each team member, transformational leaders provide individual support, coaching, and mentoring . They genuinely care about their employees’ personal and professional development, fostering a sense of belonging and creating a supportive work culture.

Numerous studies have shown the positive influence of transformational leadership on both individual wellbeing and organizational outcomes (see, for example, Avolio et al., 2004; Bass & Riggio, 2006; Judge & Piccolo, 2004; Wang et al., 2011).

Through its emphasis on inspiration and personal growth, this leadership style has been linked to higher employee engagement, job satisfaction, and overall workplace wellbeing . Transformational leaders also tend to foster stronger commitment, loyalty, and organizational citizenship behavior among employees.

Transformational leadership can have a ripple effect throughout organizations, enhancing team performance and increasing overall productivity. By encouraging open communication, generating a shared vision, and valuing innovation, transformational leaders cultivate an environment that nurtures creativity, adaptability, and continuous improvement.

Authentic leadership

Authentic leaders seek to lead with integrity and transparency, inspiring trust and creating an environment where individuals can be their true selves. They prioritize being genuine, self-aware, and acting consistently according to one’s values (Avolio & Gardner, 2005).

Authentic leadership emphasizes genuine self-awareness, transparency, and a commitment to one’s core values. At the core of authentic leadership lies self-awareness, a deep understanding of our values, beliefs, strengths, and weaknesses.

These leaders cultivate awareness through introspection, reflection, and a sincere desire to learn and grow. A study by George et al. (2007) suggests that self-awareness helps leaders align their actions with their core values, which enhances their credibility and authenticity.

Authentic leaders are transparent about their intentions and decisions. They also risk being vulnerable in front of their teams. This transparency promotes trust and psychological safety , enabling followers to reciprocate with their own authenticity. Research by Luthans and Avolio (2003) describes authentic leaders as being down to earth, approachable, and actively engaged with their teams.

Their words and actions are aligned. In other words, they say what they think and do what they say. Even when faced with challenging situations, they uphold their values and ethics. Research by Avolio et al. (2004) suggests that leaders who demonstrate this kind of consistency and integrity are more likely to inspire and motivate their followers, cultivating a sense of trust, purpose, and commitment within their teams.

Authentic leaders possess a high degree of emotional intelligence, which enables them to truly understand and empathize with others. They leverage this empathy to connect with their team members. Positive psychology research conducted by Clapp-Smith et al. (2008) suggests that authentic leaders who display empathy can provide effective support, understanding, and compassion to their followers.

Servant leadership

Servant leaders prioritize the needs of their team members and work to help them reach their full potential, always placing the team’s success above their own. They demonstrate humility, empathy, and a strong commitment to serving others (Greenleaf, 1977).

Servant leadership , as described by Robert K. Greenleaf (1977), centers on the idea that leaders should be driven by a deep-rooted desire to serve and support their team members and the organizations they work for. This counterintuitive approach presents an antidote to traditional leadership styles. It emphasizes the wellbeing, growth, and success of those within the leader’s sphere of influence.

Some key features of servant leadership include:

1. Empowerment rather than control

While many leaders exert their authority and micromanage their teams, servant leaders recognize the importance of empowering individuals to be creative and resourceful on their own terms (Laub, 1999).

By actively listening, providing guidance, and creating a culture of trust, they enable their team members to thrive, pursue innovative ideas, and take full ownership of their responsibilities and decisions (Laub, 1999).

2. Building trust and collaboration

One of the foundational pillars of servant leadership is the cultivation of trust and fostering collaboration among team members. Servant leaders seek to create an environment in which people feel safe, respected, and valued.

By promoting open communication, embracing diverse perspectives, and actively involving everyone in decision-making processes, servant leaders seek to create a cohesive and nurturing team culture.

3. Emotional intelligence

Servant leaders possess strong emotional intelligence, which enables them to empathize with their team members’ experiences, needs, and aspirations. This heightened understanding allows them to provide the necessary support, guidance, and motivation, which, in turn, leads to increased satisfaction and personal growth among team members (Van Dierendonck, 2011).

By practicing servant leadership, leaders not only enhance the wellbeing and productivity of their teams but also seed a legacy of ethical and compassionate leadership. Servant leadership creates a positive ripple effect, inspiring others to adopt a similar people-centric approach. In that way, servant leaders can create sustainable cultures of humility, empathy, and continuous learning in organizations (Greenleaf, 1977).

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Whichever leadership style appeals to you, the good news is that leadership can be learned. It is a teachable skill, and the best way to develop as a leader is by opting for leadership coaching.

Leadership coaching (which differs from the coaching leadership style discussed above) focuses on developing leadership skills through one-on-one coaching and feedback sessions. This personalized and experiential approach helps leaders identify their strengths and areas for improvement and unlock their full potential (Grant et al., 2019).

Leadership coaching is a collaborative and personalized process aimed at improving leadership effectiveness. It can maximize potential and foster growth in individuals or groups (Hattrick & Scholz, 2020). Rather than dictating solutions, coaches empower leaders to discover their unique leadership style, overcome challenges, and achieve their professional and personal goals. They educate their coaches to help themselves and strengthen their own problem-solving capacities and resilience.

Leadership coaching has the following positive effects:

1. Enhanced self-awareness

Leadership coaching aids in fostering self-awareness , enabling leaders to understand their strengths, weaknesses, values, and areas where personal growth is required (Kumari et al., 2020). By recognizing and harnessing their unique qualities, leaders can guide and inspire their teams more effectively.

2. Improved communication and emotional intelligence

Leadership coaching emphasizes developing strong interpersonal skills, effective communication, and emotional intelligence. By honing these qualities, leaders can build better relationships, resolve conflicts with more equanimity, and create a positive work environment (Oakley et al., 2019).

3. Clarifying goals and strategies

Coaches assist leaders in clarifying their goals and defining strategies to achieve them. This process helps leaders focus on their vision and align their actions with their objectives (Salas-Vallina et al., 2021).

4. Increased resilience

Leadership coaching plays a crucial role in fostering resilience in leaders . By developing adaptive and coping strategies, leaders who are receiving coaching can better handle challenges, setbacks, and pressures (Passarelli et al., 2019). This resilience leads to improved decision-making and enhanced overall leadership performance.

To further develop your leadership skills, consider participating in the following leadership programs. Each program focuses on specific aspects of leadership, equipping individuals with the tools and knowledge to become more effective leaders.

Organizations such as the Harvard Business School, the Center for Creative Leadership, and the Henley Business School in the United Kingdom offer some of the most renowned leadership development programs.

1. Harvard Business School

The Harvard Business School is perhaps one of the most prestigious business schools. It offers four comprehensive leadership programs that offer business management and leadership curriculum and personalized coaching.

Find out more about their offerings to choose an option that appeals: Comprehensive leadership programs .

2. The Center for Creative Leadership

The Center for Creative Leadership offers numerous different and inspiring leadership development programs too, including one that focuses specifically on transformational leadership.

You can have a look at their options here: Leadership programs .

3. The Henley Business School

The Henley Business School, which is affiliated with the University of Reading, offers a comprehensive six-day in-person leadership program.

Find out more about The Leadership Programme .

To deepen your understanding of leadership and to develop new insights, you may enjoy reading one of the following books.

1. Leadership: A Very Short Introduction – Keith Grint

This book is a great comprehensive overview of leadership and leadership styles. No longer than a long essay, it is a perfect choice for those pressed for time and needing a good overview, and thereafter you can dive into styles and topics most appealing.

Keith Grint invites us to rethink our understanding of leadership in Leadership . His guide includes valuable reflections on how leadership has evolved over time and also considers the different contexts from which different leadership theories emerge.

Grint goes back all the way to the early reflections on leadership by writers including Plato, Sun Tzu, and Machiavelli.

Find the book on Amazon .

2. The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations – James M. Kouzes and Barry Z. Posner

This international bestseller, which is now in its seventh edition, offers valuable practical guidance for becoming an exemplary leader.

The two authors deliver an essential strategic playbook for effective leadership. They explore the five practices of exemplary leadership, providing real-life examples and actionable strategies.

Crucially, the authors also emphasize that leadership is a skill to be learned as well as a practice grounded in relationships. New sections include reflections on how to lead in hybrid environments and how to combat disengagement and cynicism.

3. Dare to Lead: Brave Work, Tough Conversations, Whole Hearts  – Brené Brown

In this famous book and number one New York Times bestseller, Brené Brown combines research, personal stories, and practical advice to explore the qualities that make courageous leaders.

Brown’s take on the topic is unique. Above all, she emphasizes vulnerability, as well as self-awareness, curiosity, and empathy, as the key qualities of a great leader. She invites us to see power not as something we should hoard but as something to share with others.

Brown writes:

From corporations, nonprofits, and public sector organizations to governments, activist groups, schools, and faith communities, we desperately need more leaders who are committed to courageous, wholehearted leadership and who are self-aware enough to lead from their hearts, rather than unevolved leaders who lead from hurt and fear.

(Brown, 2018, p. 4)

4. Leaders Eat Last: Why Some Teams Pull Together and Others Don’t – Simon Sinek

In Leaders Eat Last , the international bestselling author Simon Sinek investigates great leaders who sacrifice not just their place at the table, but often their own comfort and even their lives for those in their care.

They range from Marine Corps officers to the heads of big business and government. They all share that they put aside their own interests to protect their teams. For them, leadership is not a rank, but a responsibility.

If you do not have time to read a book on leadership, you may enjoy watching one of our four recommended YouTube videos instead.

In this short video, Brian Tracy explains five different leadership styles that people can use to lead their teams to success: structural, participative, servant, freedom, and transformational leadership.

Kurt Lewin describes different leadership styles in this slightly longer video. Lewin focuses on autocratic, democratic, and laissez-faire leadership. He discusses the advantages and disadvantages of each style as well as the situations in which each style is most useful.

In this much-watched TED talk, Peter Anderton argues that great leadership requires only two simple rules. Curious to find out what they are? Watch the video.

In this last video, Jenn, a career coach, shares insights into eight key leadership styles. Importantly, she also discusses how we can find out which style might be best suited for us. Many of us will have been wondering about this question. Jenn shares practical advice on how we can choose and develop our own natural leadership style.

PositivePsychology.com offers a range of resources to enhance your understanding of various leadership styles. On our website, you will find numerous in-depth articles on specific leadership theories and styles, many of which were only briefly discussed in this article.

In addition, there are a multitude of articles to assist in improving leadership as well as creating a positive working environment.

• How to Use the Johari Window to Improve Leadership
• Assertiveness in Leadership: 19 Techniques for Managers
• Strength-Based Leadership: 34 Traits of Successful Leaders
• 15 Ways to Give Negative Feedback, Positively (+ Examples)
• Job Satisfaction Theory: 6 Factors for Happier Employees
• Why Team Building Is Important + 12 Exercises

Free tools and numerous inspiring activities to identify and enhance your leadership style can be found in our article offering leadership activities , games, and exercises.

If you’re looking for more science-based ways to help others develop positive leadership skills, check out this collection of 17 validated positive leadership exercises . Use them to equip leaders with the skills needed to cultivate a culture of positivity and resilience.

17 Exercises To Build Positive Leaders

Use these 17 Positive Leadership Exercises [PDF] to help others inspire, motivate, and guide employees in ways that enrich workplace performance and satisfaction. Created by Experts. 100% Science-based.

Perhaps the most important point about leadership is that leadership can be improved. Remember that great leadership is, after all, a combination of skills and qualities that we can work on, practice, and enhance.

As leadership expert Warren Bennis puts it:

“The most dangerous leadership myth is that leaders are born — that there is a genetic factor to leadership. This myth asserts that people simply either have certain charismatic qualities or not. That’s nonsense; in fact, the opposite is true. Leaders are made rather than born.”

(Bennis, as cited in Hunter 2004, p. 42)

Everyone can be a great leader — introverts as well as extroverts, feelers as well as thinkers, visionaries as well as people who care for detail and process.

What matters most is that we cultivate self-awareness, that we remain humble, that we truly care for those whom we lead, that we keep learning, and that we foster a growth mindset both in ourselves and others.

We hope you enjoy using these resources to advance your leadership journey and that they will help you unfold your true potential as a leader.

We hope you enjoyed reading this article. Don’t forget to download our three Positive Leadership Exercises for free .

• Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly , 16 (3), 315–338.
• Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly , 15 (6), 801–823.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.
• Brown, B. (2018). Dare to lead: Brave work, tough conversations, whole hearts. Random House.
• Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2008). Authentic leadership and positive psychological capital: The mediating role of trust at the group level of analysis. Journal of Leadership & Organizational Studies , 15 (3), 227–240.
• Gallup. (2023). Gallup state of the global workplace report 2023 . Retrieved November 9, 2023, from https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx.
• George, B., Sims, P., McLean, A. N., & Mayer, D. (2007). Discovering your authentic leadership. Harvard Business Review , 85 (2), 129–138.
• Goleman, D., Boyatzis, R., & McKee, A. (2002). Primal leadership: Unleashing the power of emotional intelligence . Harvard Business Review Press.
• Grant, A., Curtayne, L. & Burton, G. (2009). Executive coaching enhances goal attainment, resilience and workplace well-being: A randomised controlled study. The Journal of Positive Psychology , 4 , 396–407.
• Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness . Paulist Press.
• Hattrick, S. C., & Scholz, U. (2020). Beyond the dyad: Group-level patterns of change in leadership coaching. Frontiers in Psychology , 11 .
• Hunter, J. C. (2004). The world’s most powerful leadership principle: How to become a servant leader. Crown Business.
• Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology , 89 (5), 755–768.
• Kumari, S., Chaturvedi, S. K., & Isaac, M. (2020). Leadership development in medical education: From knowledge gained to real-world implementation. Frontiers in Psychology , 11 .
• Laub, J. A. (1999). Assessing the servant organization: Development of the Servant Organizational Leadership Assessment (SOLA) instrument  [Doctoral dissertation, Florida Atlantic University].
• Luthans, F., & Avolio, B. J. (2003). Authentic leadership: A positive developmental approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 241–258). Berrett-Koehler.
• Oakley, C. A., Baker, V. L., Baca, L., & Rowland, K. R. (2019). A strategic approach to coaching leaders: Expanding aftercare models to include emotional intelligence and psychological capital. Frontiers in Psychology , 10 .
• Passarelli, A., Caroli, M. E., Caetano, A., & Correia, A. M. (2019). Effects of a cognitive-behavioral leadership coaching program on the stress levels of leaders. Frontiers in Psychology , 10 .
• Salas-Vallina, A., Salanova, M. Martínez, I. M., Bresó, E., Schaufeli, W. B., & García-Renedo, M. (2021). Truly understanding work engagement: Efficacy, discipline, and extraversion as burnout antidotes. Frontiers in Psychology , 12 .
• Van Dierendonck, D. (2011). Servant leadership: A review and synthesis. Journal of Management , 37 (4), 1228–1261.
• van Woerkom, M., Meyers, M. C., & Rutte, C. G. (2016). Coaching leadership style and employee work outcomes: The role of feedback and goal orientation. Journal of Business and Psychology , 31 (3), 339–354.
• Wang, D., Liu, J., Zhu, W., & Mao, J. (2011). The influence mechanism of transformational leadership on employee innovative behavior: A moderated mediation model. Acta Psychologica Sinica, 43 (10), 1121–1132.
• Webb, K. M. (2019). Coaching at work: Leveraging the science of coaching. Frontiers in Psychology , 10 .

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By Hannah L. Miller Leaders Staff

Hannah L. Miller

Senior Editor

Hannah L. Miller, MA, is the senior editor for Leaders Media. Since graduating with her Master of Arts in 2015,...

Learn about our editorial policy

Updated Dec 16, 2022

Learn the 7 Distinct Leadership Styles

• Style #1 - Servant Leadership
• Style #2 - Democratic Leadership
• Style #3 - Autocratic Leadership 
• Style #4 - Transformational Leadership 
• Style #5 - Transactional Leadership
• Style #6 - Laissez-Faire Leadership
• Style #7 - Charismatic Leadership

Using Different Leadership Styles

When it comes to common leadership styles in management, there’s no “one-size-fits-all.” Effective leadership begins with identifying your strengths and then using the unique advantages of your style of leadership to drive growth within your organization.

For example, Elon Musk uses the autocratic leadership style, labeling himself as a perfectionist and “ nano-manager .” However, this same leadership style makes him decisive, clear about what he wants to achieve, and motivational. On the flip side, a charismatic leader like Richard Branson has found success by leading in a much different manner. He tackles challenges with positivity, obsesses over building a strong team culture, and uses emotional intelligence to develop businesses people love working for. 

This goes to show different styles work for different people. Nevertheless, each leadership style does have both its advantages and drawbacks. Learn which leadership style you have below and how to implement the others so you become more effective at leading your team and growing your business.

Style #1 – Servant Leadership

What is servant leadership.

Servant leadership is leading with a servant’s heart. In essence, this type of leader focuses primarily on addressing the needs of their employees and customers. When serving teams, they operate with a heavy emphasis on learning and growth, practicing coaching leadership. For this reason, those under the guidance of servant leaders can expect to be nurtured but also challenged into achieving their full potential.

Being a servant leader goes far beyond oneself. So much so, that the goal is to multiply more autonomous leaders at every level. Furthermore, organizations operated by servant leaders ensure those joining in fulfilling the business’s endeavors align with the company’s core values. For example, the process of becoming a franchise owner at Chick-fil-A is rigorous and intensive. Approval can take up to a year, while only 5% of applicants are accepted. Owners must demonstrate, “humility, passion for service, compassion, and genuineness,” says CEO and servant leader Dan Cathy.

Examples of Servant Leaders:

• John Mackey, CEO of Whole Foods Market
• Cheryl Bachelder , former CEO of Popeyes Louisiana Kitchen
• John C. Maxwell, Co-founder of EQUIP® and author of 5 Levels of Leadership

Attributes:

• Leads to serve
• Naturally develops a following
• Calls others to join their cause or mission
• Practices altruism
• Is a strong positive influence on people’s lives
• Spends time teaching, empowering, and caring for team members
• Strengthens communities
• Fosters personal and professional growth through a coaching leadership style
• Develops a trusting team
• Exhibits a high level of emotional intelligence

Potential Weaknesses

Rather than lead with force, those who practice this style gain followers by being a positive influence. While people can work on servant leadership skills, they must have the heart for it. For instance, out of all the leadership styles, those who are money-driven or egocentric will find this particular one impossible to authentically implement.

Additionally, they must be careful to keep a balance between serving others and taking care of themselves. Without the latter, burnout can quickly ensue, thus affecting the company and its people in a variety of negative ways.

Style #2 – Democratic Leadership

What is democratic leadership.

One of the most popular types of leadership styles is the democratic leadership style. This approach encourages participation and collaboration among team members. The key to being a democratic leader is creating a team culture where individuals feel they are valued and important. Providing an open environment that prompts discourse through the exchange of ideas helps those practicing this style of leadership keep team members feeling engaged and motivated. Democratic managers and executives let people of all levels know their participation makes a difference in shaping the organization. In doing this, they develop a culture of voluntary contribution.

Examples of Democratic Leaders:

• Tony Hsieh, CEO of Zappos
• Larry Page, Co-founder of Google
• Indra Nooyi, former CEO of PepsiCo
• Encourages idea-sharing and creativity
• Facilitates open communication  
• Lets employees problem solve
• Supports collaboration
• Develops an environment of mutual respect
• Provides team members with an equal chance to provide insight no matter their job
• Brings individuals’ talents to light through coaching leadership
• Listens when others speak
• Responds with emotional intelligence  
• Takes time to acknowledge and reward participation

While democratic leadership can be one of the most effective leadership styles, it isn’t always a great way to manage time-sensitive decisions. In addition, this approach can potentially create tension between those with differing perspectives and opinions. Regardless of these factors, the pros typically outweigh the cons, resulting in an environment full of dynamic individuals who feel engaged at work.  

Style #3 – Autocratic Leadership 

What is autocratic leadership.

The authoritarian (or autocratic) leadership model requires explicit power over an organization or group. For instance, during the decision-making process, they rarely involve others. Due to high levels of isolated control, authoritarian executives are commonly associated with dictators. While decisiveness is one of the strongest characteristics of authoritarian, bureaucratic leadership, most companies with these leaders need a system of checks and balances that allows for a sustainable workplace.

Although this management style gets a bad rap, “Autocratic or authoritarian leadership is sometimes necessary, especially in situations where rapid, decisive action is required under pressure,” says CEO of Tribe Builder Media, Danielle Sabrina, in an article for Entrepreneur.com . 

Examples of Autocratic Leaders:

• Martha Stewart, Founder of Martha Stewart Living Omnimedia
• Henry Ford, Founder of the Ford Motor Company
• John Chambers, former Executive Chairman and CEO of Cisco Systems
• Shows an aptitude for efficiency and decisiveness
• Favors bureaucratic leadership where they dictate processes, systems, and operations
• Acts as the top commander
• Controls decision making
• Separates themselves from employees
• Struggles to respond positively during personnel challenges
• Less receptive to other’s thoughts, opinions, or ideas
• Expects compliance and respect from those doing their job
• Establishes structure, rules and forms of discipline 

While traits like quick thinking and decision-making benefit companies, working solely within this framework is not an effective long-term way of managing people. “Autocratic leadership only works until it doesn’t work . . . There needs to be a balance between strong leadership, autonomy, and empowerment of employees,” Vivek Wadhwa for Inc.com explains.

With this in mind, incorporating qualities from the other less bureaucratic leadership styles helps instill a sense of balance. Similarly, business owners and CEOs who recognize an inclination toward authoritarianism can keep themselves in check by including diverse leadership styles on their teams.

Style #4 – Transformational Leadership 

What is transformational leadership.

Leaders using the transformational leadership style inspire people through their clear vision. Additionally, they tend to excel in effective communication and focus on instilling purpose in employees and customers alike. Through the words they speak and the example they set, they motivate their team toward being changemakers. Most of all, they are purpose-driven individuals who believe in maximizing positive outcomes in others’ lives. Because they understand they cannot achieve their mission without their employees, they are also experts at developing excellent team cultures with high levels of job satisfaction.

Because of these factors, spiritual leaders such as pastors Steven Furtick, Craig Groeschel, and Andy Stanley serve as great examples. Additionally, co-founders of Ancient Nutrition, Josh Axe and Jordan Rubin serve as transformational leaders who help customers and employees make positive shifts in their lives. For instance, at Ancient Nutrition, there’s an established leadership growth model for all, plus health and lifestyle benefits.

Examples of Transformational Leaders:

• Nelson Mandela, the former President of South Africa
• Malala Yousafzai, founder of the Malala Fund
• Reed Hastings, Co-founder and CEO of Netflix
• Speaks with conviction and charisma
• Describe overarching vision when communicating
• Delivers purpose-driven objectives targeting the company’s mission
• Creates an atmosphere of creativity and innovation at work
• Implements a strong set of organizational values
• Develops work cultures that individuals love being part of
• Helps employees feel confident to experiment, make mistakes and even fail
• Values growth and development
• Encourages team spirit and working together
• Focuses on changing the world

While this type of person inspires organizational change by communicating big-picture ideas, they are typically less skilled with details and processes. Because of this, they often need logistical minds on the team who can carry out the planning and implementation of company objectives.

Additionally, some of the challenges of this style of leadership are personality-based. With generally high levels of extroversion, charisma, and influence, this type of person can potentially lead through unintentional manipulation. These types of leaders can benefit from having an accountability partner or mentor to offer insightful, balanced perspectives.

Style #5 – Transactional Leadership

What is transactional leadership.

Transactional leadership is a results-driven approach that follows a distinct organizational hierarchy. For example, this type of leader views their relationship with their employees as an exchange. Additionally, those practicing this leadership style create clear measures for success and failure. If individuals achieve the goals set by the organization, they are rewarded for a job well done. But if they fail, they will be held accountable for not meeting the determined mark. Out of all the common leadership styles, transactional leadership is most favorable within large-scale companies due to the desire to measure progress and performance.

Examples of Transactional Leaders:

• Bill Gates, Co-founder of Microsoft Corporation
• Vince Lombardi, NFL coach
• Howard Schultz, former CEO of Starbucks
• Holds an upper-level ranking position in the organization
• Creates short-term and long-term performance measures such as KPIs
• Sets goals and delegates tasks
• Communicates with the team about what work needs completion
• Monitors the progress of goal achievement
• Conducts employee reviews
• Provides rewards for hard work such as raises, promotions, time off, and bonuses
• Holds employees accountable for not reaching anticipated results

Transactional executives and managers tend to create work environments that are too rigid. When results are the sole focus, those on the team suffer. For instance, people need a working environment that allows room for mistakes, creativity, and innovation. While business leaders should be concerned with the overall health of the organization, this also includes employees’ well-being. Also, putting too much weight on predetermined measures of success doesn’t leave much room for growth and development.

Those practicing this leadership style can improve by seeking to align employee motivating factors with rewards. Emily Lundberg, marketing manager for Prialto adds in a blog : “Research shows that goal commitment increases when managers ask for employee input. Before launching new performance objectives, have a meeting with your employees where you discuss what you want them to achieve and give them an opportunity to share their ideas.” Including employees in the goal setting and performance measuring process helps people feel empowered, rather than controlled.

Style #6 – Laissez-Faire Leadership

What is laissez-faire leadership.

Laissez-faire, or delegative leadership, is a “hands-off” style that gives individuals freedom and control over their job. In French, the term roughly translates as “let it be.” Because of laissez-faire leaders’ belief in minimal regulation, employees within the company make their own choices with minimal input from the person guiding them. For example, under laissez-faire leadership, workers might decide they don’t need to come in on Fridays as long as they complete their work on time. Due to their choice of limited interference, a laissez-faire leader likely wouldn’t intervene. In essence, this leadership is the opposite of autocratic.  

Examples of Laissez-Faire Leaders:

• Queen Victoria, Queen of the United Kingdom of Great Britain and Ireland
• Warren Buffett, CEO of Berkshire Hathaway
• Andrew Mellon, former U.S. Secretary of the Treasury
• Grants employees a high level of freedom when working
• Instills a sense of trust into the team
• Encourages problem solving and decision making
• Provides any resources or tools needed
• Limits input and guidance 
• Decreases pressure on work production
• Encourages team to take responsibility for unsuccessful choices and actions

Laissez-faire leadership can be good for those who have employees with a track record of great self-management, but it isn’t suitable for all business models. Furthermore, if the team isn’t full of highly-driven, qualified self-starters, the company will suffer. In fact, some people do not consider laissez-faire as a style of leadership at all.

Style #7 – Charismatic Leadership

What is charismatic leadership.

Those who exhibit this dominant style are driven, influential, and determined to see their life mission come to fruition. As skilled orators with a distinct vision, they inspire the mobilization of efforts toward a collective cause. While very similar to the transformational style, the charismatic style primarily motivates others through emotional connection. Dr. Ronald Riggio for Psychology Today explains, “Charismatic leaders are essentially very skilled communicators . . . They are able to articulate a compelling or captivating vision, and to arouse strong emotions in followers.”

Examples of Charismatic Leaders:

• Martin Luther King, Jr., minister and civil rights activist
• Oprah Winfrey, chairman and CEO of OWN
• Winston Churchill, the former Prime Minister of the United Kingdom
• Communicates a powerful vision
• Connects to their audience’s emotions when speaking
• Uses storytelling and persuasion when sharing their message
• Creates positive beliefs
• Inspires action
• Focuses on outcomes
• Keeps employees engaged by asking questions
• Listens intently

One drawback of this leadership style is that it can quickly burn out employees. Charismatic executives’ dedication and resolve to their mission will likely never match those being managed. This is why it’s important to keep employee recognition and appreciation at the forefront of interaction with employees. For example, create a system of rewards for achieving short-term and long-term milestones that makes people feel acknowledged for their work. Additionally, launching initiatives in realistic, measured steps also prevents burnout , fatigue, and disengagement.

When emulating charismatic leadership , understand this might be a challenge for those who don’t naturally have this personality trait. Regardless, it is a learned behavior people can develop by having charismatic influences in their lives and educating themselves about it.

Even though Elon Musk’s leadership style is autocratic, he isn’t just a rigid, controlling, one-dimensional leader. He shows other types of leadership, carrying many of the traits of a transformational leader who inspires his team to reach huge goals and change the world. It goes to show, the best leaders are ones who use the top characteristics from all of the common leadership styles.

Understanding the seven leadership styles above helps business owners, executives, and managers recognize their strengths and weaknesses. This can be done through leadership coaching or personal studies—either way, make it a point to learn other ways of leading.

Start expanding your leadership skills today by:

• Writing down a list of areas requiring progress within the company.
• Looking through the bullet points of each of the dominant leadership models.
• Classifying each issue with a leadership style that could help.
• Analyzing any patterns. For example: Are there several problems tagged “transformational leadership” or “delegative leadership”?
• Once realizing where you could improve, make it a point to learn more about these individual types of leadership.
• Finally, practice emulating them with your team.

Want the CEO title like Elon Musk? Find out how to become a CEO .

Interested in learning more about effective leadership? Check out these articles next:

The Difference Between Leadership and Management

What is Leadership, and How is Influence the Answer?

Leadership Qualities: 25 Traits of Effective Leaders

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• Your leadership style: why understanding yourself matters
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• http://orcid.org/0000-0003-0110-2378 Clare Felicity Jane Price-Dowd
• People Directorate , NHS England and Improvement , Leeds , West Yorkshire , UK
• Correspondence to Dr Clare Felicity Jane Price-Dowd, People Directorate, NHS Improvement, Leeds LS1 4HG, West Yorkshire, UK; clare.price-dowd{at}improvement.nhs.uk

Understanding of personal leadership style has been shown to be a key part of effective leadership practice. It has been a topic of interest for many decades as we have tried to understand, and replicate, what makes those considered to be ‘great leaders’ so successful. This article gives a brief introduction to different leadership ‘theories’, leadership ‘styles’ and the effect they have on the ‘climate’ in organisations. Having an understanding of the different approaches can help leaders be more effective through comprehending how and why they do what they do, as well as helping them identify where and when they need to adapt their style. By considering how our understanding of leadership has evolved, it is possible to show how effective leadership is not linked to one approach. It is a combination of knowledge, attitudes and behaviours with a focus on both the task in hand and concern for those undertaking that task. Furthermore this understanding supports impactful personal development, which creates positive climates in organisations where compassionate and inclusive leadership behaviours can, and do result in better outcomes for staff and patients.

• effectiveness
• leadership assessment
• role modeling

https://doi.org/10.1136/leader-2020-000218

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Introduction

Who, when flipping through a publication has not been tempted by the ‘personality quiz’, hoping to get the ‘mostly A, B or C’ that indicates we have the attributes for long and successful careers or lots of friends? While this level of ‘knowing how we are’ could be dismissed as flippant, when it comes to leadership, understanding our personal approach can be invaluable. If you asked people around you ‘what sort of leader do you think you are?’ they would most likely answer in the singular ‘I lead by example,’ ‘I build relationships with people,’ or ‘I don't tolerate underperformance’. They are unlikely to say ‘I do this here, and that on other occasions’ yet the most effective leaders are those who attune to their context, consciously adapt their practice and have an awareness of how their own style effects others. This article introduces the different theories and styles of leadership and how they can be used to create positive work climates. The key terms are given in table 1 .

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Evolution of leadership theory and understanding of style

A desire to understand what makes a successful leader is not new. For centuries there has been debate about what differentiated leaders from non-leaders, and leaders from followers. In a comprehensive review of leadership theories by Stogdill, 1 a number of categories were identified and in the 80+ years since Lewin et al 2 published their theory on patterns of behaviour in 1939, we have seen an evolution from trying to identify ‘common traits’ based on inherent characteristics of ‘great men and women’ through to the what we now understand to be the successful combination of person, place and approach. Looking further into this evolution, although this is not a comprehensive list, it is possible to group the stages of development as follows:

Trait theory—for example as seen in the work of Carlyle 3 and Stodgill 1 is concerned with the type of person that makes a good leader and the innate qualities and associated leadership traits they have. A meta-study by the Centre for Excellence in Management and Leadership 4 identified over 1000 leadership traits in the literature, which they distilled to 83 more or less distinct attributes. While no specific trait or combination was found to guarantee success, trait theory did help in identifying qualities that are helpful when leading others such as integrity and empathy.

Later, behavioural theory identified what good leaders do—effectively how they ‘lead well’. Examples include the Tannenbaum and Schmidt continuum 5 —seven stages of reducing control namely Tells, Sells, Suggests, Consults, Joins, Delegates and Abdicates; the Action-Centred Leadership Model of Adair 6 which sets out the three responsibilities of the leader—‘achieving the task, managing the team and managing individuals’ and the Blake Mouton Managerial Grid 7 also referred to as ‘The Power to Change’ which outlines two behavioural dimensions: Concern for Results and Concern for People.

Situational and contingency theory: looks at the leader in the context of where they lead. By considering how the leader’s success is directly influenced by their environment, it became possible to identify the conditions that support or constrain leaders as seen in work including Feidler 8 Vroom and Yetton 9 Yukl 10 ; Hersey and Blanchard 11 ; Thompson and Vecchio. 12

Transactional theories—as seen in the work of Weber 13 and later by Bass, 14 focuses on the leader getting results by using process and structures while applying reward and penalty in response. Within this are power and influence theory, exchange and path-goal theory by House 15 16 which concentrate on the relationship between leader and led as a series of trades or ‘leader-member exchanges’.

In more recent years, while the transactional and positive view of hero leadership has never entirely gone away, the notion of ‘Hero to Host’ 17 which describes the move to transformational and ‘new wave’ styles outlined by Burns 18 Bass 14 and Kouzes and Posner 19 among others. Transformational leadership not only serves to enhance the motivation, morale, satisfaction and performance of followers, but also sees the leader role model compassionate and inclusive behaviours, which are valued. In ‘Good to Great’ by Collins, 20 the Level 5 leader is described as possessing both indomitable will, but also humility and is often self effacing and shy, the opposite of what we might have previously described as leadership traits!

Relevance for leaders

Every day, leaders in healthcare must constantly analyse complex situations, engage, motivate, empower and delegate. Many leaders now operate within complex adaptive systems—organisations that are an interconnected whole of many parts, which may and may not function effectively together depending on changing circumstances. This calls for leadership skills and behaviours that can move between each required activity with seemingly effortless ease and without loss of effectiveness.

Having an appreciation of different theories and styles also helps us identify our reaction to these changing situations. In considering the global COVID-19 pandemic, the leadership behaviours required, and experienced, may be different to anything encountered before. The effect of leadership in this situation is profound and will have a lasting impact. Displaying command behaviours may be necessary but uncomfortable, while teams may not be used to being directed with minimal consultation. Sustained pressure may have a negative effect, but it does not follow that leadership behaviours slide into being disrespectful or non-inclusive—it is about the leaders focusing on the task and ensuring individuals and teams are clearly instructed on the part they have to play; consulted where possible and informed of when and when they need to do as instructed.

However, knowing about ‘how we are’ is only part of the picture, equally important is understanding the effect we have on other. Goleman 21 found that the one of the biggest mistakes leaders make was to default to a style of personal choice rather than responding with the most appropriate in the situation, while Blanchard 22 suggests that 54% of leaders only ever apply one preferred leadership style regardless of the situation. The result is that almost half of the time, leaders are using the wrong style to meet their current objective or lead the people around them well.

The danger here is trying to be the most popular leader and everyone’s favourite, rather than developing an authentic repertoire of skills. If you have never considered your leadership style or the types of leadership behaviours you have there are a number of tools to help such as the National health Service Healthcare Leadership Model. Based on research of the behaviours of effective leaders, Storey and Holti 23 defined nine domains (Inspiring shared purpose: leading with care: evaluating information: connecting our service: sharing the vision: engaging the team: holding to account: developing capability and influencing for results) against which can leaders can self assess and gain pointers on how to strengthen their style.

Relevance for the work environment

Research by KornFerry Hay Group 24 shows an up to 70% of variance in climate and an up to 30% increase business performance can be directly attributable to the climate leaders create through their style of leadership. This includes feeling included, supported and having a role that is meaningful. To help leaders create a positive climate, Goleman 21 defined six leadership styles—see table 2 —which he then correlated with the type of climate each created for those around them. Those able to deploy the styles in the left column have been shown to create high performing teams in positive climates.

Leadership Styles and the climate they support (adapted from Goleman 21 )

These are not the only leadership styles: others include Autocratic leadership where leaders/managers make the decisions and employees follow orders as previously stated; laissez-faire leadership where the manager empowers employees but gives them few rules to follow with little oversight or direction: bureaucratic leadership where hierarchies and job titles to determine responsibilities and rules and servant leadership which focuses on the needs of employees, seeing them as the organisation’s most important resources and often treating them as clients, but only the six here were included by Goleman.

The effects of the leadership styles displayed and the effects they have on the climate within organisations has far reaching impact for team members. The ability to flex your leadership style and create a positive climate has been shown to create greater job satisfaction and pride in work, greater collaboration and creativity. Having an awareness of the effects of personal style, is therefore an essential part of a leaders toolkit and something every leader should have awareness of

In practice

Delivering health and care is highly complex and effective leadership calls for a match of style and approach to context and presenting challenge. Leadership styles is not a neat category of things, the increasingly interconnected world with ever-evolving technology has dictated a need for leaders who can adapt effortlessly as the situation dictates. Daniel Goleman 21 likens leading to being a golfer—one game but choosing the right club, at the right moment, for the next shot. Lets think about what this could look like: again, thinking about the COVID-19 pandemic the deteriorating clinical condition requires a leader who draws on all their experience, interprets the situation, takes control and ‘tells’ in order to get the best outcome for the patient—transactional and it’s wholly appropriate. At other times, that same leader will need to take time to build relationships and coach others in order to give the best care possible.

We all have a natural tendency towards our preferred style and when under pressure, there is evidence that we ‘revert to type’, relying on the most comfortable part of our personality to see us though. Unfortunately this means using fewer of the leadership skills that usually provide balance. Skilful, mature leadership is about leading ourselves as much as leading others. This level of understanding our style helps us recognise triggers that support adopting the right style for the given situation.

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Different situations require different leadership style and each style can be considered a tool in itself. How we lead needs to be a combination of concern for the task in hand and also the people undertaking it, as both individuals and collectively as teams. We have looked briefly at small number of the plethora theories and styles that can help us understand how we lead. Leaders who understand themselves and can move effortlessly between a range of styles in response to changing situations have been found to have more positive outcomes for their teams and patients.

• Stogdill RM
• Lippitt R ,
• Carlyle T ,
• Tannenbaum R ,
• Blanchard K
• Thompson G ,
• Wheatley M ,
• KornFerry Hay Group
• Newstrom JW ,
• Griffin MA ,

Twitter @clarepricedowd

Contributors CFJP-D completed all part of this paper:

Funding The authors have not declared a specific grant for this research from any funding agency in the public, commercial or not-for-profit sectors.

Competing interests None declared.

Patient consent for publication Not required.

Provenance and peer review Not commissioned; externally peer reviewed.

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How to Lead: 6 Leadership Styles and Frameworks

Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Amy Morin, LCSW, is a psychotherapist and international bestselling author. Her books, including "13 Things Mentally Strong People Don't Do," have been translated into more than 40 languages. Her TEDx talk,  "The Secret of Becoming Mentally Strong," is one of the most viewed talks of all time.

Aaron Johnson is a fact checker and expert on qualitative research design and methodology. 

Authoritarian Leadership (Autocratic)

Participative leadership (democratic).

• Delegative Leadership (Laissez-Faire)

Transformational Leadership

Transactional leadership, situational leadership.

Leadership styles are classifications of how a person behaves while directing, motivating, guiding, and managing groups of people. There are many leadership styles. Some of the most widely discussed include: authoritarian (autocratic), participative (democratic), delegative (laissez-faire), transformational, transactional, and situational.

Great leaders can inspire political movements and social change. They can also motivate others to perform, create, and innovate. As you start to consider some of the people who you think of as great leaders , you can immediately see that there are often vast differences in how each person leads.

Fortunately, researchers have developed different theories and frameworks that allow us to better identify and understand these different leadership styles.

Lewin's Leadership Styles

In 1939, a group of researchers led by psychologist Kurt Lewin set out to identify different styles of leadership.   While further research has identified more distinct types of leadership, this early study was very influential and established three major leadership styles that have provided a springboard for more defined leadership theories.

In Lewin's study, schoolchildren were assigned to one of three groups with an authoritarian, democratic, or laissez-faire leader. The children were then led in an arts and crafts project while researchers observed the behavior of children in response to the different styles of leadership. The researchers found that democratic leadership tended to be the most effective at inspiring followers to perform well.

What Kind of Leader Are You? Take the Quiz

If you're curious about your leadership style, this fast and free leadership quiz can help you determine what kind of leader you are:

Authoritarian leaders, also known as autocratic leaders, provide clear expectations for what needs to be done, when it should be done, and how it should be done. This style of leadership is strongly focused on both command by the leader and control of the followers. There is also a clear division between the leader and the members. Authoritarian leaders make decisions independently, with little or no input from the rest of the group.

Researchers found that decision-making was less creative under authoritarian leadership.   Lewin also concluded that it is harder to move from an authoritarian style to a democratic style than vice versa. Abuse of this method is usually viewed as controlling, bossy, and dictatorial.

Mental Health in the Workplace Webinar

On May 19, 2022, Verywell Mind hosted a virtual Mental Health in the Workplace webinar, hosted by Amy Morin, LCSW. If you missed it, check out  this recap  to learn ways to foster supportive work environments and helpful strategies to improve your well-being on the job.

Authoritarian leadership is best applied to situations where there is little time for group decision-making or where the leader is the most knowledgeable member of the group. The autocratic approach can be a good one when the situation calls for rapid decisions and decisive actions. However, it tends to create dysfunctional and even hostile environments, often pitting followers against the domineering leader.

Lewin’s study found that participative leadership, also known as democratic leadership, is typically the most effective leadership style. Democratic leaders offer guidance to group members, but they also participate in the group and allow input from other group members. In Lewin’s study, children in this group were less productive than the members of the authoritarian group, but their contributions were of a higher quality.

Participative leaders encourage group members to participate, but retain the final say in the decision-making process. Group members feel engaged in the process and are more motivated and creative. Democratic leaders tend to make followers feel like they are an important part of the team, which helps foster commitment to the goals of the group.

Delegative Leadership (Laissez-Faire)

Lewin found that children under delegative leadership, also known as laissez-faire leadership, were the least productive of all three groups. The children in this group also made more demands on the leader, showed little cooperation, and were unable to work independently.

Delegative leaders offer little or no guidance to group members and leave the decision-making up to group members. While this style can be useful in situations involving highly qualified experts, it often leads to poorly defined roles and a lack of motivation.

Lewin noted that laissez-faire leadership tended to result in groups that lacked direction and members who blamed each other for mistakes, refused to accept personal responsibility, made less progress, and produced less work.

Observations About Lewin's Leadership Styles

In their book,  The Bass Handbook of Leadership: Theory, Research, and Managerial Applications , Bass and Bass note that authoritarian leadership is often presented solely in negative, often disapproving, terms. Authoritarian leaders are often described as controlling and close-minded, yet this overlooks the potential positives of stressing rules, expecting obedience, and taking responsibility.

While authoritarian leadership certainly is not the best choice for every situation, it can be effective and beneficial in cases where followers need a great deal of direction and where rules and standards must be followed to the letter. Another often overlooked benefit of the authoritarian style is the ability to maintain a sense of order.

Bass and Bass note that democratic leadership tends to be centered on the followers and is an effective approach when trying to maintain relationships with others. People who work under such leaders tend to get along well, support one another, and consult other members of the group when making decisions.

Additional Leadership Styles and Models

In addition to the three styles identified by Lewin and his colleagues, researchers have described numerous other characteristic patterns of leadership. A few of the best-known include:

Transformational leadership is often identified as the single most effective style. This style was first described during the late 1970s and later expanded upon by researcher Bernard M. Bass. Transformational leaders are able to motivate and inspire followers and to direct positive changes in groups.

These leaders tend to be emotionally intelligent , energetic, and passionate. They are not only committed to helping the organization achieve its goals, but also to helping group members fulfill their potential.

Research shows that this style of leadership results in higher performance and more improved group satisfaction than other leadership styles. One study also found that transformational leadership led to improved well-being among group members.

The transactional leadership style views the leader-follower relationship as a transaction. By accepting a position as a member of the group, the individual has agreed to obey the leader. In most situations, this involves the employer-employee relationship, and the transaction focuses on the follower completing required tasks in exchange for monetary compensation.

One of the main advantages of this leadership style is that it creates clearly defined roles. People know what they are required to do and what they will be receiving in exchange. This style allows leaders to offer a great deal of supervision and direction, if needed.

Group members may also be motivated to perform well to receive rewards. One of the biggest downsides is that the transactional style tends to stifle creativity and out-of-the-box thinking.

Situational theories of leadership stress the significant influence of the environment and the situation on leadership. Hersey and Blanchard's leadership styles is one of the best-known situational theories. First published in 1969, this model describes four primary styles of leadership, including:

• Telling : Telling people what to do
• Selling : Convincing followers to buy into their ideas and messages
• Participating : Allowing group members to take a more active role in the decision-making process
• Delegating : Taking a hands-off approach to leadership and allowing group members to make the majority of decisions

Later, Blanchard expanded upon the original Hersey and Blanchard model to emphasize how the developmental and skill level of learners influences the style that should be used by leaders. Blanchard's SLII leadership styles model also described four different leading styles:

• Directing : Giving orders and expecting obedience, but offering little guidance and assistance
• Coaching : Giving lots of orders, but also lots of support
• Supporting : Offering plenty of help, but very little direction
• Delegating : Offering little direction or support

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Choi SL, Goh CF, Adam MB, Tan OK. Transformational leadership, empowerment, and job satisfaction: The mediating role of employee empowerment . Hum Resour Health. 2016;14(1):73. doi:10.1186/s12960-016-0171-2

Nielsen K, Daniels K. Does shared and differentiated transformational leadership predict followers’ working conditions and well-being? The Leadership Quarterly . 2012;23(3):383-397. doi:10.1016/j.leaqua.2011.09.001

Hussain S, Abbas J, Lei S, Haider MJ, Akram T. Transactional leadership and organizational creativity: Examining the mediating role of knowledge sharing behavior . Cogent Bus Manag. 2017;4(1). doi:10.1080/23311975.2017.1361663

Kark R, Van Dijk D, Vashdi DR. Motivated or demotivated to be creative: The role of self-regulatory focus in transformational and transactional leadership processes . Applied Psychology . 2017;67(1):186-224. doi:10.1111/apps.12122

Hersey P, Blanchard KH. Life cycle theory of leadership . Training and Development Journal . 1969;23(5).

Blanchard KH, Zigarmi P, Drea Zigarmi.   Leadership and the One Minute Manager: Increasing Effectiveness Through Situational Leadership . William Morrow, An Imprint Of HarperCollins; 2013.

Hersey P, Blanchard KH. Management of Organizational Behavior: Utilizing Human Resources . Prentice Hall, 1969.

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

The 8 Types of Leadership Styles Explained – With Examples

Written by samantha ferguson.

Last updated on 4th March 2024

At the head of every successful project is a great leader. But not all great leaders are the same. 

There are many different ways to lead a team. And different leaders have different traits that make their specific brand of leadership work. 

In this article we’re going to take a look at 8 leadership styles (with examples), so you can discover which one is the right leadership style for you, your business, and your team. 

1. Transformational Leadership

Transformational leadership is a leadership style that requires the leader to inspire employees and motivate them towards achieving their collective goal. 

Transformational leaders often embody their vision and believe in it so strongly that they can empower others to do the same.  

Transformational leadership: advantages and disadvantages

Millennials are a demographic that respond really well to transformational leadership because of the focus on aligned values.

However, even the most inspired and motivated people have a breaking point. Think of the start ups that work 80 hour weeks in a bid to disrupt their industry – yes, it’s exciting. But in the long run it can also be incredibly tiring. 

If you want to be a successful transformational leader, it’s important to strike the perfect balance.

Example of a transformational leader

There are many examples of transformational leaders throughout history, because these are exactly the type of people to go down in history. They have bold visions and they make them a reality. 

Think of Churchill’s “we shall fight on the beaches” speech. Churchill is a great example of a transformational leader that inspired an entire nation of people to work towards a common goal. 

In today’s world, Elon Musk is another example of a transformational leader. His company SpaceX was the first ever private spaceflight company to send a crewed spacecraft to space. And he is famously quoted as saying:

Richard Branson is also an excellent example of a transformational leader. His Virgin Group owns several companies across a range of industries, from broadband to international travel.

Branson himself isn’t an expert in all of these industries, but his charismatic personality gives him the power to inspire others to get excited about these ideas and make them work.

2. Autocratic Leadership

An autocratic or authoritarian leadership style imposes policies and procedures, sets expectations and defines outcomes. 

Authoritarian leaders are individuals who take full control of their team and makes all of the decisions with little input from anyone else. 

Autocratic leadership: advantages and disadvantages

On the face of it, this leadership style can sound a little tyrannical, but if the leader is the most knowledgeable person on the team – and if they act with fairness and kindness – then this leadership style can work well.

Example of an autocratic leader

Martha Stewart has her autocratic leadership style to thank for her self-made empire. She has been described as a meticulous boss that’s very demanding of her employees. 

And that’s because Stewart has a very clear vision to share with her staff and her customers. It’s this same attention-to-detail that’s boosted her to be a household name, with almost every home in America using her merchandise at one point or another. 

3. Participative (Democratic) Leadership

Also known as democratic leadership, participative leadership allows everyone on the team to get involved and work together to make important decisions.

While everyone’s input is encouraged, it’s the leader who will have the final say in the decision-making process. 

Participative leadership: advantages and disadvantages

The participative leadership style is a great way to create an atmosphere of inclusion and it can really help employees feel more aligned with the company, which is a big focus of democratic leaders. However, we all know the saying about too many cooks!

Example of a participative leader

Southwest Airlines has had many different leaders over the years, and all of them seemed to embody the participative leadership approach.

It’s likely that this is the trait that has taken the business from a small Texas airline to a major US carrier.

Ex-CEO, James Parker referred to participative leadership in his book, Do the Right Thing :

4. Transactional Leadership

Transactional leadership uses a model of rewards and punishments to motivate employees. 

Clear goals are set at the start of a project, with everyone informed on the reward if those goals are met and the consequences if they are not. 

Transactional leadership: advantages and disadvantages

This “give and take” leadership style can motivate employees and increase productivity and satisfaction, so long as the goals outlined are clear and achievable. 

However, not everyone will be motivated by a ‘carrot and stick’ method like this, and the implementation of rigid rules makes it difficult for the business to adapt quickly if needed.

Example of a transactional leader

A classic example of a transactional leader is the ex-football manager, Sir Alex Ferguson. When he was managing Manchester United, he got a lot out of his team using this leadership style. 

Players were rewarded financially if they played well consistently. However, those that were seen as underachieving felt the wrath of Ferguson’s notorious temper. 

This is touched upon in his book, Leading , in which he states:

5. Delegative Leadership

Also known as “laissez-faire leadership”, delegative leadership is a hands-off approach that allows every team member to use their own initiative to make decisions.

There are similarities to participative leadership here, in that employees are valued for their opinions and decisions are made somewhat collectively. 

Delegative leadership: advantages and disadvantages

Delegative leadership allows employees the autonomy to make their own decisions and be rewarded for their innovation. This provides many opportunities for skills development, but can also result in accountability issues if roles and responsibilities aren’t clearly communicated.

Example of a delegative leader

The American investor, Warren Buffet has been the CEO of the holding company Berkshire Hathaway since 1970. He’s currently 93 years old and quite comfortably holds the record for longest reigning CEO of an S&P 500 company.

He’s noted as a delegative leader because of his method of empowering his employees to make their own decisions and solve their own problems. 

6. Bureaucratic Leadership

The bureaucratic leadership style puts the needs of the company first and relies on stringent rules being in place for all team members to follow. 

This is common in long-established industries where rules have been laid out by predecessors.

Bureaucratic leadership: advantages and disadvantages

The bureaucratic leadership style can be advantageous in industries where there’s little room for error, such as healthcare organisations. However, doing things just “as they’ve always been” can lead a team – and a company – to go stale and possibly fall behind. 

Example of a bureaucratic leader

Bureaucratic leaders, because of the nature of this leadership style, are typically forged by the businesses that they work for. 

An example of a business that does things as they’ve always done is McDonalds. Despite their leadership team changing over time, McDonalds has always been run in the same way because their barometer for success is profit. 

As long as the business is profitable, the shareholders are happy and the company is classed as successful – and ultimately, customers get the same experience every time. 

This is why entrepreneurs that opt to buy a McDonalds franchise are expected to adhere to strict rules and regulations when running their branch. 

7. Servant Leadership

Servant leadership places the value of the team ahead of the individual. As such, a servant leader is someone who can shed personal agendas and whose main goal is for their team (and the company) to thrive. 

Servant leaders do everything they can to serve their team and ensure that everyone is happy and fulfilled.

Servant leadership: advantages and disadvantages

Servant leaders – because of their selfless nature – see potential in their team and enjoy raising them to new heights.

However, because of this focus on serving the team, servant leaders can sometimes be undermined if they are seen as lacking authority. Plus, balancing the needs of individual employees with overall organisational success can be difficult.

Example of a servant leader

Leadership expert and author of Leaders Eat Last: Why Some Teams Pull Together and Others Don’t , Simon Sinek strongly believes in this leadership style. 

He explains this in more detail here: 

8. Coaching leadership

The coaching leadership style is a great way to develop your team members and get the best out of them. It involves giving employees guidance and frequent feedback to help them grow and develop.

Coaching leadership: advantages and disadvantages

Coaching is a highly nurturing leadership style, which can lead to increased job satisfaction and enhanced employee morale.

On the other hand, it’s high-maintenance and requires a lot of time and energy input. Coaching leaders need to be consistent in their feedback and guidance, which can be difficult in large teams. Plus some employees could be resistant to feedback or coaching and become demotivated as a result.

An example of a terrific leader that embodied this style was Apple’s co-founder Steve Jobs. He encouraged creativity in his team members and was known for giving them helpful criticism when necessary. His vision and use of the coaching leadership style helped to propel Apple to be the billion-dollar success it is today.

Final thoughts

There are many ways to lead your team to success. Effective leadership styles come in all shapes and sizes – and, quite simply, the most effective leadership style is the one that best suits you and your team.

However, one thing that all leaders need – regardless of style – is the correct tools at their disposal.

A project management tool can help you successfully manage your projects by keeping everything – communication, files, tasks – in one place, so that you have complete visibility of your team’s work. 

To find out more and get started for free, head to Project.co . 

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3 Common Leadership Styles & How to Identify Yours

• 22 Oct 2019

Leadership is an indispensable skill that can drive career advancement. According to a recent survey by the National Association of Colleges and Employers , leadership is one of the top attributes sought by hiring managers on a job seeker’s resume.

Effective leadership can lead to organizational success, too. A recent report by global consulting firm DDI found that companies committed to developing employees with high leadership potential are four times more likely to financially outperform those that don’t.

To take charge of your professional development and boost performance at your organization, it’s vital to establish a personal leadership style that informs how you handle demanding situations and motivate colleagues.

Before diving into some of the ways you can identify and develop your leadership approach , it’s important to understand what the term “leadership style” means.

What Is a Leadership Style?

A leadership style entails the patterns of behavior that are consistent across how you make decisions, interact with others, and use your time. It’s also characterized by how your colleagues would describe their working relationship with you.

In the online course Leadership Principles , Harvard Business School Professors Anthony Mayo and Joshua Margolis explain that your leadership style can be examined through three frameworks:

• Imprint: The way you’re experienced by those you work with and lead
• Functions: The practices you employ to mobilize colleagues and get things done
• Motivations: The desire, stimulus, or incentive that drives you to take a certain course of action

Using these frameworks, you can hone your personal style and become more effective in your role. But first, here’s a look at three common leadership styles that can inform how you determine the approach that works best for you.

3 Common Leadership Styles

Leadership imprint, one of the key tenets of leadership style, can be mapped along seven dimensions and consolidated into three primary groups. Those groups are:

1. Approachability

Approachability is comprised of authenticity and warmth—attributes that help you forge deeper connections with teammates. Being an approachable leader means conveying openness and showing empathy in your interactions.

This leadership style requires a high degree of emotional intelligence , or the ability to understand and manage your emotions, as well as those of others. According to EQ provider TalentSmart, emotional intelligence is the highest predictor of workplace performance , underscoring how important it is for you to hone this highly valued skill.

2. Credibility

Credibility encompasses competence, humility, and resolve. This leadership style imparts knowledge and authority. A credible leader can set a plan and guide others in the right direction.

This leadership style involves a great deal of trust between you and your employees, and requires strong decision-making skills, even when faced with difficult choices . Sharpening your ability to make tough calls can not only enable you to become a more effective leader , but help your team build resilience.

3. Aspiration

Aspiration is a combination of two leadership imprints: Elevation and faith. Elevation refers to the ability to set high expectations others feel motivated to pursue, while faith is the capacity to create a sense of belief and confidence in what can be achieved.

An aspirational leader brings out the best in both themselves and others. Through empowering employees and nurturing their growth, you can cultivate a high-performing team that’s driven to achieve organizational goals.

Related: 6 Characteristics of an Effective Leader

How to Identify Your Leadership Style

Understanding common leadership styles and the imprints they’re comprised of is just one part of developing your personal approach. Here are three ways you can expand on that knowledge and identify your own.

1. Build Self-Awareness

Being an effective leader starts with knowing yourself. Through honest reflection and self-assessment—using tools like the Myers-Briggs test or similar resources—you can gain a deeper understanding of your strengths and weaknesses and build greater self-awareness .

Research shows that leaders with high degrees of self-awareness are more effective in their roles, have better work relationships, and report lower levels of stress.

Look to your colleagues for feedback. Be open to their perspectives on your leadership tendencies so you can identify areas for improvement and growth.

2. Consider Your Core Functions as a Leader

Examining your leadership functions is the second of the three frameworks for developing your personal style. In Leadership Principles , two sets of practices are explored:

• Structure and direction: The behaviors you employ to mobilize others and clearly communicate tasks that need to be done
• Support and development: The behaviors you exhibit to rally others and provide instructional guidance

It’s important to use self-assessment to determine where you tend to fall on the spectrum between these two sets of practices. This knowledge can enable you to adapt your leadership approach to different business challenges, and figure out which function you should bolster to be more effective in your role.

3. Understand Your Motivations

Motivating your team members and equipping them with the resources to succeed is one of your key functions as a leader. But it’s important to also understand what inspires you to do your best work.

In examining your motivations as a leader, consider what external rewards stimulate you, such as salary and perks. Take stock of intangible forms of motivation as well, such as a sense of belonging at your organization or the opportunity to work on new and exciting projects.

With an innate sense of what drives you to perform at your best, you can, in turn, unleash that potential in others, enabling them to develop and deliver in the face of organizational challenges.

Related: 4 Tips for Developing Your Personal Leadership Style

Developing Your Leadership Style

Identifying and refining your personal leadership style is a process. By understanding common approaches to leadership, practicing self-assessment, and garnering feedback from colleagues, you can heighten your self-awareness and build a foundation upon which you can continue to learn and grow.

Do you want to enhance your leadership skills? Download our free leadership e-book and explore our online course Leadership Principles to discover how you can become a more effective leader and unleash the potential in yourself and others.

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Learn about Resonant Leadership, Emotional Intelligence the six leadership styles and how to practically switch between the styles  to become a more effective , flexible and impactful leader!

The Six Leadership Styles by Daniel Goleman

As a CEO, I find the six leadership styles based on Emotional Intelligence by Daniel Goleman the most useful set of leadership styles out there. I have used this framework for years, and it has helped me develop the methods and skills I use today in my job as a CEO of a global company. You can take our leadership styles webinar to learn more today.

The Six Leadership styles by Daniel Goleman are commanding, visionary, pacesetting, affiliative, democratic, and coaching leadership which should be used situationally in order to provide resonant leadership which is based on emotional intelligence.

• Commanding leadership style
• Visionary leadership style
• Democratic leadership style
• Coaching leadership style
• Affiliative leadership style
• Pacesetting leadership style

All the Goleman leadership styles should be used to different proportions depending on the situation. As a rule, pacesetting and commanding leadership should be used sparingly, and the visionary, democratic, affiliative, and coaching styles should be used regularly and in larger proportions.

Leadership Styles Webinar

This article explains each of the six leadership styles, the concept of Emotional Intelligence , and Resonant leadership which boost organizational performance. This theoretical and practical framework enables you to take your leadership capabilities to the next level. You will also get my personal advice on how to use these styles based on decades of leadership experience. Watch our video on the six leadership styles below, or continue reading below. 

After these two outline questions and answers, let us get introduced to the framework itself. You can find more information about the origins and background of the six leadership styles based on emotional intelligence closer to the end of this chapter. I assume that most of you want to understand the tool itself and its use rather than the theoretical background. (To read about other leadership styles and frameworks, you can visit our portal here: leadership styles .)

Emotional Intelligence

Resonant leadership through the six leadership styles, 1. the commanding leadership style, 2. the visionary leadership style, 3. the affiliative leadership style, 4. the democratic leadership style, 5. pacesetting leadership style, 6. coaching leadership style, summary on the six leadership styles by daniel goleman, further reading, six leadership styles based on emotional intelligence.

Emotional Intelligence is the basis of the entire framework, together with the concept of resonant leadership . To understand the six leadership styles and how to use them, you must take in the profound meaning of these concepts, so let us start at that end.

Emotional intelligence is one of the first and single most important parts of leadership. To lead, you as a leader must understand the emotional sides of different aspects as well as the emotions of the people you lead. For the team to believe you, understand you, and be willing to follow you, there needs to be some basic rapport and emotional understanding, and you need to know how you are perceived and understood by others.

Emotional Intelligence is a big topic, and you can read more details in this article: Emotional Intelligence. Since the six leadership styles based on Emotional Intelligence are the focus of this article, we will merely scratch the surface enough to put the leadership styles in context. (Get a free copy of our E-book "7 Tips on How to Improve Your Emotional Intelligence" here: Newsletter Emotional Intelligence E-book .)

Let me give you an example from my career. Many years ago, I worked with an overly optimistic leader. Being optimistic is generally a good thing, so I used the term “overly” for a reason. This leader was optimistic pretty much regardless of the setting. Imagine when this leader came in with a smile and said, “All right, team! What a great day! Let’s take a look at that list of people we need to fire to cut costs!” The team did not respond well. Everybody felt terrible and had been worrying about this moment. When someone aired an opposite emotion and stated how serious the situation is, the leader responded with something like, “It simply needs to get done. Let’s not get depressed about it!” in a cheerful tone. This reaction did not help get the task completed, and some people felt less respect for this leader after this interaction.

The four competencies of Emotional Intelligence are Self-awareness, Self-management, Social Awareness, and Relationship Management.

Self-Awareness

You need to understand your own emotions, strengths, weaknesses, values, and drivers. Accurate self-awareness means setting clear goals that are in sync with core values. Self-reflection is an important part, and a self-aware leader will consider what they need to improve, realize when they are making mistakes, and have a limited need for prestige. Self-awareness also means that you understand how your behavior is perceived and what emotions you signal.

Self-Management

Self-management is about emotional self-control while also being honest and open with your own emotions. It is not about never being worried or angry. It is about knowing when to be worried or angry. A leader with good self-control does not have sudden aggressive outbursts. If he or she gets angry, it will be in a controlled fashion, for good reasons, and at the right place at the right time. Self-management is also about adapting emotionally to change and having the capability of pushing yourself to your targets, i.e., an internal drive for success. A good leader will be positive and optimistic as a primary stance but will adapt emotionally when this basic stance is no longer suitable. Being positive all the time, regardless of what happens, will seem inauthentic to others after a while. Understanding and controlling your own emotions requires quite a bit of work inside your mind. I suggest you read our article on that topic: Intrapersonal Communication . 

Social Awareness

Empathy is a major cornerstone of Social Awareness. Through empathy, you will understand how others feel, how they perceive things, and how things impact them. Social awareness also means understanding social settings such as networks and hierarchies, formal and informal, in the world surrounding you. As part of understanding these social settings, you will also understand what your stakeholders need and expect from you. Ranging from your boss to your customers, team members, etc. you need to gauge their needs and expectations.

Relationship Management

The fourth of the Emotional Intelligence competencies involves influencing and developing others, bonding, handling conflicts, and many other interactions between people and teams. You need to be able to figure out how to get others to move in the desired direction. How to inspire people and how to get them to cooperate towards the same goal, for instance.

As you can probably tell, these four competencies connect and depend on each other. If you lack self-awareness, how will you be able to be genuinely empathetic? After all, you will not understand how your behavior impacts others. Furthermore, relationship management will be challenging if you lack self-management, etc.

All these competencies of Emotional Intelligence come together, and they need to be balanced. Develop your own Emotional Intelligence with purpose and proper goals. I will show you how to do this in my leadership styles course .

Let us go back to my example of the overly optimistic leader above. In that case, the leader did not have enough social awareness to understand how concerned the team was. Furthermore, poor relationship management meant the leader did not understand how closely connected some of the managers in this team were with the people about to be fired. The leader lacked self-awareness and failed to understand just how much optimism was signaled. Finally, there was a lack of self-management as this leader probably should have entered with a more serious mood to such a tough meeting topic. To this day, I do not think the leader understood what happened in that room. I know how I reacted, and I could tell and was also told, that some of the other team members responded the same. That said, no one is perfect, and this leader was great in many ways. We all make mistakes. Mastering the art of Emotional Intelligence means you will make fewer mistakes, perhaps very, very few mistakes. That is what we should aim to reach. (Get a free copy of our E-book "7 Tips on How to Improve Your Emotional Intelligence" here: Newsletter Emotional Intelligence E-book .)

Resonant Leadership

Resonant Leadership can be explained by using a description of a resonant leader from Goleman's book Primal Leadership:

“He was attuned to people’s feelings and moved them in a positive emotional direction.. ..and resonating with the emotions of those around him.. ..leaving people feeling uplifted and inspired..” (My edit, I have quoted only parts of a longer paragraph where some extra strong points are made.)

Given this, the leader in the previous example was creating the opposite of resonance, which is dissonance. Despite that, this leader was one of the most resonant leaders I have ever known. The weak moment described exemplifies dissonance, but this was a very infrequent behavior for this person.

Resonant leadership is the ability of a leader to create a positive emotional impact using Emotional Intelligence. Resonant leadership imprints positive and energetic emotions and puts people in emotional synch. Successful implementation of resonant leadership in a team results in emotional comfort, cooperation, idea sharing, and strong emotional bonds that help the team through difficult times. Check out our leadership styles webinar for better guidance on how to become a resonant leader and use the six styles by Goleman effectively.

Here is our video on Resonant Leadership. You can also read much more this leadership framework as well as how to implement it in our article on Resonant Leadership . The article continues below the video if you prefer reading more about the six leadership styles.

Goleman divides the six leadership styles based on emotional intelligence into two different categories:

Leadership Styles that create resonance and boost performance: Affiliative leadership , Coaching leadership , Democratic leadership , and Visionary leadership .

Leadership Styles that create dissonance if used the wrong way: Commanding leadership and Pacesetting leadership .

These leadership styles are briefly introduced below and described in detail in their own in-depth articles at Leadershipahoy.com, available via the links above or in our leadership styles portal. At this point, we are approaching some very concrete tools for you to deploy in your leadership.

The Six Leadership Styles

It is time to introduce you to the Six Leadership Styles based on Emotional Intelligence. (Join our newsletter and get some of my secret tips for each leadership style.)

Daniel Goleman’s 2000 article in the Harvard Business review described these six leadership styles and underlined that using each style is a strategic choice. Instead of finding one style that fits you or matches your behavior or personality, you should try to use the optimum leadership style for each situation. The strategic choice would mean to purposely   select which style to use  and not be reactive to situations spontaneously and emotionally, which leads us back to the concept of Emotional Intelligence above. Use the four competencies of Emotional Intelligence to determine which style should be used, how you can use it, and then execute. It is worth repeating that all these styles should be used on different occasions and to different degrees.

As Daniel Goleman puts it himself: “The best leaders don’t know just one style of leadership – they’re skilled at several, and have the flexibility to switch between styles as the circumstances dictate.” I can happily say that I have been able to master five of these six styles over the years. This achievement took a lot of time and a lot of development. At this point in my career, I can easily say that it was all worth it since these five styles are now some of the most critical tools in my toolbox as a CEO of a global company.

For the third time, the whole concept builds on using as many of these leadership styles as possible, depending on the circumstances such as the situation, the people involved, the topic at hand, and other factors. This cannot be stressed enough as you will set yourself up to fail if you focus on using one single style at all times. That would be a behavioral approach to leadership and that is unfit for the modern leader.

Each of the leadership styles and how they contribute to resonance is explained further below after the overview picture. Consider learning how to use the styles and switch between them by learning from our leadership styles webinar if you are serious about becoming a better leader.

Feel free to use the image, as long as you link back to this page.

This style is also known as the coercive or directive leadership style. Here's our video on the Commanding style, the article continues further below if you prefer reading.

In commanding leadership , the leader makes all the decisions and gives orders to his or her team without explanations. Close and tight control and follow-up combined with high clarity in rules, roles, and expectations are core parts of the commanding leadership style. Commanding leadership can in fact be efficient, but with few exceptions only in low-skilled teams, and when decisions must be made very quickly. Commanding leadership can easily lead to micromanagement, which is negative for employee engagement, especially in teams with high skills in complex environments.

This style drives resonance since it can reduce fears and panic in critical situations through high clarity and high execution speed. Outside of these situations, it quickly leads to dissonance with people feeling overrun, disrespected, treated like machines, victimized, and generally unhappy and unmotivated. According to research by Daniel Goleman, Commanding leadership has a negative correlation with team climate and is especially detrimental to concepts of flexibility and responsibility in the team.

One of the biggest problems with the commanding leadership style is that it is the image of how a boss should be according to lots of people. It is the “Now that I`m finally the boss, I`m going to set people straight around here and make them work hard!” mentality that borders on dictatorship or autocratic leadership. If you use this style all the time, I will say you are using the behavioral leadership style called autocratic leadership. Autocratic leadership is known for low productivity, low engagement, fear, and high turnover. Read more about Commanding leadership, so you completely understand the ins and outs of it. The first reason is so that you understand how and when to use it. The second reason is for you to be able to recognize when other people use commanding leadership – that way you can understand whether you need to act and how to act to counter it and its detrimental effects. Read more in our article available here: Commanding/Directive Leadership .

I have personally used this style very rarely, and it is the only one of the six leadership styles that I use infrequently. I have used it in the early stages of turnaround situations, and I have used it when employees have been severely out of line once or twice. The last time I led a low-skilled team was about twenty years ago, and the mechanics of low-skill work sometimes give less need for democracy, transparency, cooperation, etc. Still, I don`t recall being directive in that situation either. I always have and always will see it as a last resort.

The Visionary leadership style is sometimes also referred to as the authoritative leadership style. Here is our in-depth video on the visionary style. The article continues below the video image in case you prefer reading instead.

A visionary leader truly understands the big picture and sets a long-term path for the organization. When applying a visionary leadership style, the long-term vision is also properly communicated and explained to the organization’s members. A great visionary leader manages to communicate and market the vision so that members of the organization feel inspired and understand how they will benefit from its realization. Achieving this is often much more difficult than it sounds, especially if there are many layers in the organization where the vision can be misconstrued, diluted, or misunderstood while cascaded downwards . Visionary leadership is also about reaching that vision, so it has a portion of execution and getting things done within it. Implementing visionary leadership in a genuinely great way requires quite a bit of Emotional Intelligence on the leaders’ part. This style more than others requires powerful communication skills .

The Visionary leadership style drives resonance by bringing people together and working cooperatively towards the same end goal. Research shows a strong correlation with flexibility, clarity, commitment, rewards, and pretty much all aspects of a team climate.

Although this is a genuinely good leadership style, it still shouldn`t be overused. Too much of this can result in inattention to shorter-term activities and operational topics. In turn, that could hurt the organization and prevent the team from fulfilling the vision anyway. Learn about the pros and cons, how this style works, and how to become effective at visionary leadership in our in-depth article on Visionary Leadership .

I regularly use the visionary leadership style in my job. It can range from providing strategic vision to painting a picture on shorter-term items. Visionary leadership is not only about the long-term goal, but it can also be about painting the vision of what to avoid. If a customer service department keeps messing up, they might need a vision of what would happen if all customers left due to dissatisfaction. What would that mean, and why is it important to avoid? I try to paint some sort of vision for most of the bigger things we do in my team. What are we trying to achieve by opening a new office? A place to be or a way of expanding, providing better service, and creating closer relationships between our team members and our customers and suppliers? A rhetorical question, but I am sure you get my point. (Join our newsletter and get some of my secret tips for each leadership style.)

Affiliative leadership focuses more on relationships and people. While focusing on keeping all team members happy, the affiliative leader builds strong relationships and bonds with the team members and between them. The affiliative leadership style leads to trust and harmony in the team, taking teamwork to the next level. There is a lot of feedback, recognition, and rewards in this leadership style, which helps build team spirit and cohesion. Like the other styles, overusing affiliative leadership can have terrible effects. Too much of this, and you will seize being a leader and manager and instead become best buddies with your direct reports. Gone too far, affiliative leadership can lead to fear of conflicts and lack of accountability and productivity since team harmony and being friends has gotten too much priority. Here is our video on Affiliative Leadership. The article continues below.

The affiliative leadership style contributes to resonant leadership by bringing people closer together and creating a harmonious working environment with a lot of trust and emotional support. Goleman has found a positive correlation between affiliative leadership and clarity, rewards, standards, and other conceptual areas of a team`s climate. As with the visionary style , no negative correlation to team climate has been found. 

To learn the strengths and weaknesses and how to develop the affiliative leader within you, check out our extensive article here: Affiliative Leadership .

Affiliative leadership requires empathy and Emotional Intelligence in general, of course. If you push this style too hard without being genuine and authentic, i.e., doing it for show, people might distrust you and become uncomfortable around you since you might come off as being fake.

I use the affiliative leadership style to create the right level of family feeling within the team. Given how much time we spend together, it`s essential that we get to know each other and respect each other as human beings. Personal relationships become extra crucial if someone in the team is having a personal problem such as a sick child, or in tough times when we need to calm each other due to worries and uncertainties of the future.

The Democratic leadership style is part of several other leadership styles frameworks such as the Kurt Lewin Leadership styles which you can find in our leadership styles portal. It is also a style of many names, as I have seen it referred to as participative style, cooperative style, and several other names.

Democratic leadership is when an empowered team takes full part in the decision-making process. Any team member can bring forward ideas and suggestions, and there is a strive for consensus in decision making. In the end, the democratic leader approves or makes the decision. Democratic leadership is an effective leadership style but can sometimes be too slow when fast decisions are needed. Use it at the right time and to the proper extent, and it can prompt astounding creativity and idea generation. It can build sizeable commitment and bring people together as a team with significant reductions in blame games and politics as a result. Feel free to watch our video on democratic leadership below. The article continues just below the video if reading is your preference.

The democratic leadership style creates resonance by valuing input from everyone. This degree of participation most often leads to high commitment and engagement within the team. The research by Goleman et al. shows a positive correlation between democratic leadership and all aspects of team climate.

One more reminder, all styles should be used, not just one. This statement applies to Democratic Leadership as well, and I strongly urge you to learn about this style's advantages and disadvantages. If you want to reap the benefits of democratic leadership, you should take my democratic leadership course : it fits everyone, not only managers, and builds on all the experience I have accumulated by leading teams as a global CEO. By taking that class, you get the tools to increase your performance, which is likely to give you better bonuses and salary increases, and even promotions. If you prefer reading a bit more, I suggest you read our in-depth article that you can find here:  Democratic Leadership .

The pacesetting leader has a complete focus on performance and results. This leader expects nothing but excellence from team members and employees. Please note that the pacesetting leader expects the same, or even more, from him or herself and leads by example. Hence, it is more of a “follow me – let’s overachieve” rather than bullying others to work harder. All others are expected to work as hard and be as productive as the pacesetting leader. Keep reading or watch our video on pacesetting leadership right here:

The pacesetting leadership style is excellent for short spurts when results are all that matter, but it can be exhausting for everybody in the long run and lead to demotivation and burnout within the team. Long-term pace setting can be devastating for morale and lead to high stress levels and high turnover rates – people feel like they are asked to perform beyond what is possible.

Pacesetting leadership contributes to the team's resonance by meeting challenges and goals together, giving the sense of accomplishment and feeling capable. If this is your only style or you simply use it too much, it will quickly start to erode resonance and build dissonance instead. As with the commanding style , research shows a negative correlation with most aspects of team climate.

Despite the risk, the style can be excellent if used appropriately. Do not write this one-off. Instead, make sure you learn more about how and when to use it. Like with the other dissonant style, commanding leadership, it is also useful to understand the style so you can recognize it among other leaders and colleagues. You can find all the background information, the pros and cons, what to do, and what not to do in my detailed guide available here: Pacesetting Leadership - A CEO's Blueprint , or read a bit more in our article on this style: pacesetting leadership . (Join our newsletter and get some of my secret tips for each leadership style.)

Coaching Leadership is when the leader coaches team members to develop themselves in the long term to become better individuals and professionals. Using this leadership style, you can create a very high commitment, engagement, and loyalty in your team. Developing the team members will eventually nurture them to become coaching leaders themselves. That next generation of coaches can continue to coach others, leading to even better improvement in performance in the long run. Coaching leadership is time-consuming and requires a lot of skill on the part of the leader. It will only work if the individual receiving coaching is motivated and open to feedback. Forcing this style on someone who thinks they have nothing to learn from being coached by you might have negative effects.

According to Goleman, coaching leadership builds resonance by creating strong connections between the organization's goals and any personal goals. Just as with affiliative , democratic , visionary , i.e., the other three styles of building resonance, coaching leadership positively correlates with all aspects of a team`s climate. If you prefer a video, you can watch our in-depth Coaching Leadership video right here. If not, then keep scrolling, the text continues just below.

I try to use coaching leadership as much as I can, but just the other styles, you need to use a mix and not just one style. It cannot all be about all team members' long-term development since some focus needs to remain on short-term and operational issues. I do some coaching with as many as possible and then deeper coaching with regular coaching sessions with a few selected individuals. This means very strong focus, ensuring some people's development rather than minor levels of coaching of everyone. The people being coached like this can of course change over time, which can be incorporated into the long-term coaching plan. I.e. the one no longer coached can have a leadership development plan for what to achieve until the tight coaching starts again in 6 or 12 months.

Read more about coaching leadership so you understand how this can help you as a leader. Learn about the pros, the cons, how to do it, and many other things in our article on coaching leadership .

By now, you should have a clear picture of the importance of Emotional Intelligence in building resonant leadership. You currently have an overview understanding of the six leadership styles by Daniel Goleman and have read some of my examples and how I use these styles. (Join our newsletter and get some of my secret tips for each leadership style.) Do not stop here. Read all our articles on these six leadership styles and check out our leadership styles webinar to learn more and become a better leader. Learning on your own without guidance will be difficult and take much longer, so it is worth an investment right now to speed up your leadership development. Once you learn more, you increase your chances to master these styles and take your leadership to an entirely new level, and the styles webinar is a great first step. I will share more of my story and how I managed to reach quite extraordinary results in my job as a CEO for a global company by implementing this leadership styles framework, and you can learn from my experience and become a more successful person by taking our democratic leadership course as well. As far as I'm concerned, the Goleman styles is the only framework you will need to become a great leader.

Further reading at leadershipahoy.com:

• Improve your career prospects today by taking the leadership styles webinar or the in-depth democratic leadership course , it can change your career development faster than you think and lead to a higher salary and even promotion. I teach you some of the secret sauce I use in my job as a CEO.
• Join our newsletter and get some of my secret tips for each leadership style.
• Leadership Styles : read about more than 25 other leadership styles and frameworks in our leadership styles portal.
• Affiliative Leadership
• Coaching Leadership
• Commanding/Directive Leadership
• Get the Pacesetting Leadership - A CEO's Blueprint or read our article here: Pacesetting Leadership
• Democratic/Participative Leadership
• Visionary Leadership
• Join our newsletter and get a free copy of our E-book "7 Tips on How to Improve Your Emotional Intelligence" by clicking here: Newsletter Emotional Intelligence E-book .

Primal Leadership (ad, amazon), by Daniel Goleman, Richard Boyatzis, and Annie McKee

Please also refer to all sources listed on each of the leadership style pages, i.e., visionary, affiliative, directive, democratic, coaching, and pacesetting articles, see links above under further reading.

Examples of references are listed in the deep-dive articles. http://www.mchnutritionpartners.ucla.edu/sites/default/files/images/HBRLeadershipGetsResults1.pdf

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Types of leadership styles to maximise your team's potential

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What’s a leadership style?

18 types of leadership styles, 6 tips for identifying your leadership style, is it possible to change your leadership style, ready to become a better leader.

Every team makes mistakes, whether that’s missing deadlines or creating information silos . As a team leader, working with your team is how you make a difference. A good leader charts a course for their team, aligns members to a unified goal, and creates a culture of accountability in the workplace .

There’s no “correct” way to be a leader . It’s not about which leadership style is the best, it’s about the one that suits your team’s needs. And being a leader is different from being a manager . Managers might be responsible for leading teams, but leaders are people who inspire and motivate their team toward a shared vision, regardless of their seniority.

If you need some guidance to give your leadership more structure, choosing a style can help. Knowing what type of leadership style speaks to you can guide you toward a more consistent decision-making and team-building process. Here’s what the different types of leadership styles are and how to choose one to become a better leader.

A leadership style is how you lead and interact with your team based on your team’s needs, your personality, and company culture . Finding out what your leadership style is will help define your strengths and skills. It can help you find opportunities for growth or any areas for improvement to become an effective leader .

Finding your leadership style isn’t a short, one-time process, since you’ll need to adapt it to new situations. As well, your style may evolve over time as you learn new things and work with different teams. It depends on factors such as the size and composition of your team, the nature of the work you’re doing, and the stage of your team's development. 

Everyone experiences leadership challenges , from delegating tasks to giving feedback . Identifying your leadership style can help you overcome any challenges you face.

Learn about 18 common ways to lead, and see if one style jumps out to you as one you’re already following or that could be effective for your team. 

1. Transformational leadership

If you’re a transformational leader , you focus on inspiring and motivating your team to achieve a shared vision or goal. You emphasize creating a positive organisational culture that fosters creativity, innovation, and personal development . As its name suggests, transformational leadership is all about helping people and teams transform.

To be a great transformational leader, you should care deeply about the company and its employees. It requires a high degree of personal investment and emotional intelligence . That’s why this style is a good choice for fast-growing teams who love to innovate.

Steve Jobs is a great example: he inspired his team at Apple while taking his company from the brink of bankruptcy to one of the most valuable businesses in the world.

Here are some of the types of leadership skills you’ll need to be a transformational leader:

• Communication  
• Active listening
• Empathetic leadership
• Strategic thinking

2. Delegative leadership

A delegative leadership style empowers team members to make decisions and take responsibility for their work. If you’re a delegative leader, you provide guidance and support but ultimately employ a hand-off approach. You trust your team to make the right choices. 

The increased autonomy from this type of leadership fosters better accountability, teamwork, and trust. Sometimes, though, a delegative leadership style can create confusion within your team if you don’t communicate correctly. Team members may not know who to look to for direction or conflict resolution.

Key skills for delegative leaders include:

• Communication 
• Transparency

3. Authoritative leadership

If you give clear direction with specific goals, you might have an authoritative leadership style. As an authoritative leader, sometimes known as an autocratic leader , you’re confident and assertive, and you provide guidance to help team members achieve results. 

This eliminates confusion, leading to faster decision-making and improved performance. Unfortunately, offering one-sided authority can seem inflexible and extreme. A heavy hand that doesn’t let team members make their own choices might make them feel undervalued.

An authoritative leader should have:

• Communication
• Goal-setting

4. Transactional leadership

If you’re a transactional leader , you enforce the exchange of rewards (or consequences) to help your team achieve specific goals. You set clear expectations and provide incentives for achieving them. 

This style lays out clear expectations and can lead to improved performance and productivity. It’s most useful in structured work environments. But a transactional leadership style can also restrict your team’s creativity and add unnecessary stress.

It’s not well-suited to complex or quickly-changing environments like tech startups because expectations can get lost in the hustle. Key skills you’ll need as a transactional leader include:

• Constructive feedback
• Negotiation

5. Visionary leadership

As a visionary or affiliative leader, you inspire teams to focus on the big picture and prioritize teamwork and collaboration . You create a positive work culture and emphasize the well-being of the team as a whole.

From this leadership style, team members feel like they’re part of something, and can be less likely to experience burnout at work . But this can result in a lack of direction or accountability and be overly reliant on consensus instead of individual voices.

If you want to be a visionary leader, you should strive to have these skills:

• Collaboration

6. Participative leadership

As a participative leader, you zero in on collaboration and involve team members in your decision-making process. You encourage open communication and feedback not just between coworkers, but between employees and managers.

Participative leadership is similar to a democratic leadership style because it acts as a democracy, fostering a safe space for everyone to pitch and implement new ideas.

This can also be a time-consuming leadership style because you need to give space to every person on the team. You could also develop a lack of clear direction if your team members aren’t self-motivated or creative thinkers. Use participative leadership styles on smaller teams and in less structured work environments.

Key skills for participative leaders include:

• Time management
• Conflict resolution

7. Democratic leadership

Democratic leadership , like participatory leadership, prioritises collaboration. However, as a democratic leader, you take this one step further by promoting a democratic environment where all team members can contribute ideas, from planning to decision-making.

This style is ideal for teams in less-structured work environments that require creativity and innovation. Democratic leadership fosters diverse perspectives and approaches while ensuring everyone's voice is heard. But it can lead to slower decision-making processes as more people get involved.

The key skills for democratic leaders include:

• Flexibility
• Employee empowerment
• Trust-building
• Visionary thinking

8. Adaptive leadership

As an adaptive leader , you prioritise flexibility in response to changing circumstances, like the needs of your team or project hiccups. This leadership style requires a willingness to embrace change, take risks, and be innovative since you need to adjust quickly to new situations while staying on track for overall goals.

Adaptive leadership requires a combination of strategic thinking, practical problem-solving skills, and strong communication and collaboration. Use adaptive leadership in rapidly changing environments like startups, where traditional leadership approaches may be too slow or bureaucratic to be effective. 

These are some key skills for adaptive leaders:

• Risk-taking
• Emotional intelligence

9. Authentic leadership

As an authentic leader, you prioritise transparency and honesty in your leadership style. You’re true to yourself and your values and encourage team members to be the same. By emphasising everyone’s unique qualities, you empower your team to bring their own subject matter expertise to the table.

Authentic leadership requires self-awareness, strong communication skills, and the ability to build relationships based on trust and respect. As an authentic leader, you’ll clearly communicate your values and vision to inspire your team to work towards goals.

Authentic leaders have skills like:

• Self-awareness

10. Charismatic leadership

If you’re a charismatic leader , you motivate team members through your natural charisma. You articulate a clear vision and inspire your team and stakeholders to follow your lead.

Charismatic leadership can be highly effective in driving change and achieving results. But it can also be a double-edged sword. You may end up relying on your personal charm to get things done rather than nurturing your team's abilities.

Key skills for charismatic leaders include:

• Strong communication skills
• Self-confidence
• Ability to inspire and motivate others

11. Coaching leadership

If you employ a coaching leadership style , you prioritise developing your team members’ skills through personalised mentoring and one-on-one meetings . By promoting a culture of continuous learning and improvement, you help your team reach their full potential — both together and on an individual level.

Important skills for coaching leaders include:

• Constructive and positive feedback

12. Distributed leadership

As a distributed leader , you share leadership responsibilities and decision-making power with your team members. You rely on the expertise and skills of everyone involved, rather than just your own, to drive success.

To use distributed leadership effectively, you need to have a high level of trust and collaboration among your team members. You also need to let go of control , which can be difficult but worth it.

This leadership style has the potential to be highly effective in promoting innovation, creativity, and a culture of ownership within your team. Distributed leaders have skills like:

• Decision-making

13. Empathetic leadership

As an empathetic leader , you understand that your team isn’t just a means to an end. They’re people with their own lives, experiences, and emotions. That’s why you make a conscious effort to get to know them on a personal level, whether through regular check-ins, team-building exercises , or one-on-ones.

By demonstrating empathy, you create an environment where team members feel valued, supported, and motivated to do their best work.

To be an empathetic leader, you need to listen and respond to the needs of team members, which can sometimes be hard to do when people have different needs. You should also commit to building a culture of trust and mutual respect. 

Key skills for empathetic leaders include:

• Supportiveness

14. Inclusive leadership

Inclusive leaders actively seek out diverse perspectives. If you’re inclusive, you’re open to feedback and ideas from team members with different backgrounds and experiences. You focus on creating a work environment that values and respects diversity in all its forms so that all your team members feel seen, heard, and valued. 

Inclusive leadership requires a deep understanding of different perspectives and experiences to create a sense of psychological safety within the team. This helps people reach their full potential with creativity, innovation, and problem-solving . Inclusive leadership impacts the entire business , so it requires effort and commitment.

Key skills for inclusive leaders include:

• Open-mindedness

15. Servant leadership

Servant leaders prioritise team members’ needs above their own. If you’re a servant leader, you focus on empowering your team members through mentorship, guidance, and servitude.

By doing so, you build trust and respect within your team and encourage members to contribute their best work. This leadership style promotes teamwork, collaboration, and accountability.

Key skills for servant leaders include:

• Selflessness
• Coaching and mentoring

16. Situational leadership

Situational leadership is a flexible leadership style that focuses on adaptability. As a situational leader, you pivot and meet project developments based on the skillsets of your team members. This lets you promote growth and meet problematic situations head-on.

To be an effective situational leader, you need to have a deep understanding of your team members' strengths and weaknesses. You also need to provide the right level of support and guidance for each team member based on their individual needs.

Situational leaders are skilled at providing feedback, setting clear goals, and communicating expectations.

Key skills for situational leaders include:

• Flexibility and adaptability
• Problem-solving

17. Strategic leadership

As a strategic leader , you set a clear direction and develop a plan to achieve it. Effective strategic leadership requires a deep understanding of the organisation's strengths, weaknesses, opportunities, and threats (SWOT) since these let you develop in-depth plans.

Use strategic leadership to promote growth and long-term success. Empower your team to take calculated risks, experiment with new ideas, and set big goals.

Key skills for strategic leaders include:

• Strategic planning and execution
• Analytical and critical thinking
• Effective communication

18. Organisational leadership

As an organisational leader , you manage people and resources with efficiency. You optimise the performance of your team, create a positive work culture, and align individuals toward company goals.

To be an effective organisational leader, you’ll need to delegate tasks and create systems that operate smoothly. Use this type of leadership in large, structured work environments where you need to standardise outputs and have streamlined work processes in place.

Key skills for organisational leaders include:

• Team management and delegation
• Process optimisation
• Employee engagement and motivation
• Change management

No leadership style works for everyone. The key to effective leadership is figuring out which works best for you, your team, and your environment. And sometimes, that takes trial and error.

Here are six tips to help you identify your leadership style:

Identify your purpose: Understanding your purpose and what you want to accomplish can help you find which style works best for you and your team’s goals . For example, if you’re short on time and need to get things done, a delegative style might work best.

Make mistakes: Play around with different leadership styles to find the one that feels the most natural and effective. What may have worked for a previous group may not work for your current one. Some might appreciate transactional leadership, and others might dislike the pressure.

Be authentic: Your leadership values are part of what helps you succeed. Be true to yourself, and while it’s good to take cues from other leaders, don't focus on emulating someone else's leadership style. If an authoritative leadership style doesn’t feel right, try adjusting it in a way that works for you.

Ask for feedback: Ask your team members how they want to be led. This will help you understand how they’ll respond to your leadership style. They might prefer more direct instruction than participative leadership allows, or they might thrive under transformational leadership.

Brainstorm: Consider different scenarios and challenges you may face in your role, and think about which leadership style would be most effective in each situation. Then you can assess what style might work best for your roles and responsibilities . This is also known as situational leadership .

Find a coach to help you: If you’re feeling stuck, a second opinion about your leadership style can help. Getting input from a trusted mentor or career coach is a great way to identify your leadership style, improve your skills, and gain a better understanding of what works best for you and your team.

Anyone can change their leadership style. In fact, you should change it to adapt to different situations and workplaces. To be an effective leader, you need to empower your team members to reach their goals — and since every team is different, they need different leadership approaches.

But changing the way you lead is easier said than done. Leadership considers more than just your team. It’s about your personality, instincts, and tacit knowledge . Altering your leadership style takes effort and work.

Start by seeking out some leaders you admire. This can be a famous leader, a mentor, or someone on your team. You can also consult leadership books and resources to discover more about the mindsets and decisions of different leaders. Find out how they define and practise their leadership styles, and choose one to emulate.

Next, list the skills you should have to be that kind of leader. While effective communication and goal-setting are key to most leadership styles, each also has its own focus areas, like conflict resolution, team-building, or cognitive empathy . If you don’t already have these skills — or if they just aren’t your strengths — decide how to help them grow. 

Remember: charting the course for a new style doesn’t mean that you’ll never change again. You may need to adjust your approach depending on the needs of your team or the circumstances of a particular project.

You might also discover that one leadership style doesn’t work for you, and that’s okay. Being a leader (and simply being a person) is a process of ongoing learning and growth.

Identify what type of leader you want to be and start paving the way to get there. Remember that your leadership style can, and will, change over time as you evolve, whether you’re working on a team of democratic leaders or prefer to take the authoritative route.

By identifying your strengths, weaknesses, and preferences, you can help lead your team to success. Finding a type of leadership style that works can help you become a better leader — and maybe even a great one.

Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

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Feb 15, 2023

Essays on Leadership for Students | 200 - 500 Word Essays

Are you writing an essay about leadership? Check out these examples!

Leadership is often defined as "the action of inspiring others to act in concert to achieve a particular goal." It signifies the harmony in actions that lead to a common objective. A genuine leader not only exudes confidence but also paves the way for their followers towards triumph. Over the years, various leadership styles have been identified and discussed by psychologists.

 Qualities such as intelligence, adaptability, extroversion, innate self-awareness, and social competence often emerge as the hallmarks of impactful leaders. There's a consensus that these traits mold an individual into an effective leader. Interestingly, some theories suggest that extraordinary situations can thrust an ordinary individual into the spotlight, bestowing upon them the mantle of leadership. It's also believed that leadership isn't a static trait but an evolving journey. It underscores the belief that with dedication and the right resources, anyone can hone their leadership abilities.

 True leadership goes beyond merely advocating for a cause. It involves taking responsibility, igniting motivation in others, and differentiating oneself from just being a 'boss'. A leader's essence lies in their ability to inspire and propel people towards grand visions, whereas a manager typically focuses on oversight and operational aspects.

What Is a Leadership Essay?

A leadership essay falls under the category of student application essays and serves to provide student admissions officers with insight into your past leadership experiences. Despite appearing to be very specific, this type of essay acknowledges that the nature and perception of leadership can vary significantly depending on the individual and the context.

 If you find yourself in need of further insights or a unique angle for your leadership essay, consider exploring an expert essay-writing tool designed to assist students in crafting compelling narratives by analyzing vast data and generating fresh ideas within minutes. In this article, we'll also delve into various leadership essay examples to offer a clearer understanding of the genre and inspire your writing journey.

4 Examples of Leadership Essays

Qualities of a good leader, introduction.

Confidence is the most important attribute first of all. One of the most important qualities in a leader is confidence in one's own abilities. A lack of self-assurance is fatal to a person's leadership potential. If you want others to follow you, you need to exude self-assurance. It's imperative for a leader to have faith in his own judgment and actions. How can people want to follow him if he doesn't even know what he's doing?

Every effective leader knows that they need to be an inspiration to their followers. A leader needs to set an example for his team. In addition, he ought to inspire them whenever feasible. A leader must also maintain optimism in trying times.

What qualities a good leader must have?

Leadership is the ability to influence and guide individuals or groups toward a common goal. A leader must possess several qualities to be effective, including:

Communication skills: A leader must be able to communicate their vision and goals clearly and effectively, both verbally and in writing. This requires excellent listening skills, empathy, and the ability to adapt to different communication styles.

Emotional intelligence: A leader must be able to understand and manage their own emotions, as well as those of their team members. This includes being able to understand and respond to the emotions of others, and handling conflicts in a constructive manner.

Visionary: A leader must have a clear and inspiring vision of the future, and be able to articulate this vision in a way that motivates others to work towards it.

Strategic thinking: A leader must be able to think critically and creatively to identify and solve problems, make decisions, and develop plans and strategies to achieve their goals.

Flexibility: A leader must be able to adapt to changing circumstances and be open to new ideas and perspectives. This requires the ability to embrace change, be innovative, and continuously learn and grow.

Integrity: A leader must have strong ethics and values, and be willing to make difficult decisions that are consistent with their beliefs. This requires honesty, transparency, and accountability.

Decisiveness: A leader must be able to make tough decisions quickly, without undue hesitation or procrastination. This requires courage and the ability to take calculated risks.

Empowerment: A leader must be able to delegate responsibilities, give team members the resources they need to succeed, and foster a sense of ownership and accountability among their team.

Conclusion 

These qualities are essential for effective leadership, and when combined with hard work, determination, and a commitment to excellence, can help leaders to achieve great things.

How one can be a Great Leader?

Leadership is the act of performing the duties of a leader. In the business world, for instance, it is essential to have someone in charge of a team to ensure everything runs well. Effective leadership is essential for any group that wants to maximize its prospects of success.

Leadership Comes from Experience

As we've shown, leadership can be innate in some cases but is more often learned through practice and exposure. Sometimes the best traits of a leader must be learned over a lengthy period of time, so that one can become a notable one, proving that leadership is not always about a person's innate qualities. Leaders should continuously be on the lookout for opportunities to grow their leadership skills.

Nobody can disagree that experience is a key component of leadership. Numerous examples exist to back up this claim, such as:

Instance 1:

Our school's head boy or girl has traditionally been an older student who has been around for a while and thus has a better grasp of the ins and outs of school politics.

Instance 2:

When there is a vacancy for a team leader, it is common practice for the employee who has consistently put in the most effort and attention to the office job to receive a higher number of votes than their coworkers. 

“The best teacher for a leader is evaluated experience.” - John C. Maxwell

How one can be a Great Leader/Skills to be a Great Leader?

Effective leadership is a skill that develops through time. Developing into a leader with all the qualities that are needed takes a lot of hard work and potential. Being a prominent leader calls for a wide variety of traits. Some of these characteristics are addressed in further detail below:

One should be a Good Communicator

To be an effective leader, one must be able to convey his thoughts clearly to his/her/its subordinates.

Should have Confidence

The individual should have faith in what he says and does.

Give Credit to other Team Members too

A leader not only needs to impose his viewpoints and opinions instead he must also hear to the suggestions of other members of the team and offer them credit if their concept is appropriate.

Good Bond with the Team

A leader's ability to command respect from his team members depends on his ability to develop and maintain positive relationships with them.

Leads with Responsibility

A leader needs to be completely committed to his position. It's important that he takes on responsibility so that he can effectively deal with the various challenges he will inevitably face.

Any group or organization needs a leader above all else. Leadership development takes time and effort. One needs to have lived through a lot to be an effective leader. It's not enough to simply have years of experience in the field; one must also have the traits that make one an effective leader. You can't be a great leader unless you possess certain traits.

What makes a Good Leader?

Trying one's hand as a leader appears easy when viewed through this lens. Is that so tough? Of course not; leading is difficult, and not everyone aspires to be a leader. The vast majority of us have settled into well-established careers where we report to superiors and make a living. Still, not everyone is content to go along with the crowd. They become leaders in whatever field they pursue. A leader is an example to followers and will prioritize the needs of those around them.

Some Unique Qualities of a Leader

Many individuals resort to their leaders to vent their frustrations, therefore it's important for them to be good listeners.

A leader ought to be completely forthright; they can't play favorites or give anyone preferential treatment. One of the most essential qualities of a strong leader is the ability to make decisions with integrity.

They need to be aware of the bigger picture and understand what makes an individual stand out or become a leader. It's their expertise in addition to other distinguishing traits. Their awareness of current events and the results of recent studies is essential. In many ways, this is helpful, and it's the leader's responsibility to stay current.

Since some might not understand them, they should utilize straightforward, easily comprehended language. Leaders need to be able to communicate effectively at all times. In reality, what sets them apart is their exceptional communication skills. Adolf Hitler was such a gifted orator that his followers believed every word he said.

No matter how you're feeling or what's going on in the world, if you listen to a leader, they may make you feel energized. Since leaders are in charge of inspiring confidence in their followers, they can't afford to be wary or unsure of themselves. People tend to blindly follow their leaders.

Whether you're a leader or a doctor, you should devote yourself completely to your chosen field. Everything we do is for the benefit of others; engineers, for example, spend much of their time designing and constructing buildings for other people. So, take pride in what you do, and if you possess the aforementioned traits, you are also a leader who doesn't have to rely on others to succeed. No matter what you do, aspiring to leadership positions will always benefit others.

What is Leadership in Management and what are the weaknesses and strengths of a Leader?

Simply said, leadership is acting as a supervisor or manager of a group. Different mental pictures pop up when we hear the word "leadership" used in conversation. One might think of a political leader, team leader, corporate leader, school leader, etc. Leaders facilitate order and efficiency in the workplace. Teamwork and success are fundamental to effective leadership. Leaders utilize their managerial abilities to establish courses and guide their teams to success.

Strengths and Weaknesses of Leadership

Able to express oneself more clearly

Growth of character.

Self-awareness.

Possession of teamwork skills.

Gain assurance in yourself.

Weaknesses:

Acting favorably toward one's teammates.

Having no faith in the leader.

Thinks they're better than everyone else, but act hypocritically.

Not living up to the promised standard.

Insufficient morals.

Leadership and Management

Management and leadership are inextricably linked to one another. Leadership and management are both vital to the efficient operation of an organization; but, they accomplish very different things in the process. Leadership is a necessary skill for anyone aspiring to be an effective manager. The terms management and leadership are synonymous with one another. In this manner, we are able to draw the conclusion that a manager who demonstrates the traits of a successful leader is, in fact, a manager who is effective.

Leadership in School

Leadership is essential in nearly every group, as we've seen above. That group includes one's educational institution. Every school needs an outstanding figure to serve as its head of school. Class monitor, assembly captain, cultural leader, etc. are all examples of leadership roles that can be taken on at school, but this raises the question of what makes a person a successful school leader.

Any student hoping to be chosen as a student body leader will need to demonstrate a wide range of competencies. He or she needs to be a consistent student who pays attention in class and does well in extracurricular activities. For the simple reason that no intelligent and hardworking kid would ever be considered for leadership. Student leaders are most often selected from among those who participate fully in all activities.

Leadership in Organization

Leadership in an organization, also known as organizational leadership, is the process of establishing long-term objectives that further the company's mission and help it reach its ultimate destination. This is a classic illustration of how Bill Gates often works with his team: they agree on a strategy, and Gates implements it. To the same extent, it is the responsibility of the leader in each given organization to determine what it is that the group is trying to accomplish.

Leadership in Politics

Leadership in politics, also known as political leadership, is the process of becoming actively involved in a political party in the role of a party leader. Knowledge of political processes, their outcomes, and the political agenda is central to the idea of political leadership.

An effective leader can be developed in anyone who has the determination and drives to do so. Both the strengths and the areas for improvement should be nurtured. Whether in the classroom, the workplace, or the political arena, leadership is always necessary. Therefore, one can exercise leadership anywhere they like inside their own organization.

What are the types of Leadership?

The ability to lead is a rare trait that not everyone possesses. The ability to do so is a gift, so count your blessings if you possess it. It's recommended that you hone it even more so that you can propel your career forward and serve as an example to people around you. However, it is crucial to grasp the various leadership styles before you go ahead and polish your skills.

Types of Leadership Styles

Democratic Leadership

In this style of management, subordinates are given a voice in decision-making. Although the subordinates' efforts are highlighted, the leader is ultimately held responsible for the group's actions. Many people find this type of leadership to be effective.

Transformational Leadership

Transformational leaders motivate and inspire others to adopt new behaviors and ways of thinking in order to improve their own performance and that of their teams and organizations. A transformational leader is someone who encourages their team to strive for greater things and works to boost morale and output.

Team Leadership

A good leader fully incorporates his team into the task at hand. Members of the team are motivated to reach their goals and advance in their careers thanks to the leadership of the group.

Strategic Leadership

It requires a chief executive who doesn't restrict himself to brainstorming sessions with his superiors. He contributes on every level of the team. He is well-liked for his ability to unite the need for fresh ideas with the necessity of grounding them in reality.

Autocratic Leadership

The leader in a command and control structure is the center of attention. The chief executive has absolute power in this setting. He decides things on his own, without polling his staff. He relays this information to his staff and stresses the importance of swift action. The buck stops with him, and he alone must answer for his actions. Not much room for negotiation exists. It's no secret that this method of leading has its detractors.

Visionary Leadership

This kind of leader appreciates the abilities and requirements of his team members. He describes his ideal outcome and the teamwork that will be necessary to attain it.

Coaching Leadership

Leaders who coach their teams do so regularly in an effort to raise output. He inspires his employees to do better and works to keep them motivated. This approach to leadership has been much praised.

Facilitative Leadership

With occasional guidance, a facilitative leader ensures that the process runs smoothly for his team. As a precaution in case his team is ineffective. If the team is highly effective, the leader will take a hands-off approach.

Cross-Cultural Leadership

The leadership of this type is necessary when interacting with people from various cultural backgrounds. Because of the wide variety of cultures represented in the workforce across the United States, many managers and executives hold cross-cultural positions.

Laissez-Faire Leadership

The members of the team are given responsibility in this style of management. They are free to choose how they spend their time at work, with minimal oversight from the boss. It's not a good way to lead, according to experts.

Transactional Leadership

An interactive approach is integral to this kind of leadership. When team members successfully implement their leader's ideas and choices, they are rewarded with immediate, material benefits.

Charismatic Leadership

In order to bring out the best in his followers, this kind of leader makes the effort to change their attitudes, values, and actions.

This article should dispel the notion that leadership qualities can't be further subdivided. It should also assist you in pinpointing your own personal brand of leadership so you can perfect it over time.

Final Words

In conclusion, leadership is a complex and multifaceted concept that involves various qualities and skills. Effective leaders possess traits such as integrity, vision, empathy, decisiveness, and the ability to inspire and motivate others. They are able to navigate challenges, make difficult decisions, and lead their team toward success. Leadership also involves continuous learning and self-improvement, as leaders must adapt to changing circumstances and remain relevant. Effective leadership can have a positive impact on both individuals and organizations, fostering growth and creating a culture of success.

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Leadership Essay

27 August, 2020

12 minutes read

Author:  Richard Pircher

As a college student, you must write essays on a regular basis since the latter is one of the most common types of home assignments. All this means is that in order to get good grades and be successful with writing the papers, you need to have a sound understanding of the structure. Additionally, what you should never neglect is the variety of essay types. Indeed, your essay will significantly differ from one type to another: description essay will most likely have a structure that is slightly different from an argumentative one.

What you may have already encountered in your academic life is the work on a leadership essay. Although it sounds pretty complicated and vague, it is mostly possible to master an essay on leadership. Below is a guide for you to get an insight into this particular essay type.

What is a good leadership essay?

A good leadership essay is the one in which the essay writer has fully covered the topic of leadership and understood its core ideas. More specifically, to end up with a flawless leadership essay, you will need to indicate what makes a person a good leader. For achieving the latter, you will most likely need to conduct research and trace how a particular person reaches his or her goals. In other words, the task is to discover which actions the person undertakes, what their followers say about him or her, and how the person organizes the work. So, a leadership essay implies providing real-life success examples and further revealing them.

Above all, a good leadership essay is the one that follows a precise, clear, comprehensive structure. Structuring your essay about leadership in the most coherent way leads to a win-win situation: you have fewer troubles and barriers to writing a brilliant essay, and your teacher is able to comprehend the essay easily. This guide is what you will need to refer to to get an insight into how the flawless structure for a leadership essay looks like and how it will let you take a benefit.

How to write a Leadership essay?

To write a leadership essay that stands out, you first need to brainstorm all the ideas that you have and come up with a topic for your essay. If you are struggling with this step, you may think of some of the most influential people, read about them, and find out what makes them unique. Or, you can pick any topic which is mentioned at the end of this article. After you have chosen an issue, it is time to structure your essay appropriately.

As you already know, an essay constitutes three essential sections: introduction, main body, and conclusion. Below is the more detailed description of each of the parts.

Introduction

Of course, your leadership essay introduction will always vary depending on the topic of the essay. However, you can always begin by stating your vision of leadership regardless of the topic. Additionally, to motivate the reader and instantly catch his or her attention, you may use a quote of a famous leader, or simply a quote which you find relevant to the topic. Be aware that you should avoid outlining the essence and the role of the leadership in your introduction; leave it for the body paragraphs.

What you may also do in your leadership essay is ask a question, which will most likely intrigue the leader. Or it will at least give your reader an overview of what you will dwell on  in your essay.

Body Paragraphs

You will need to divide the main body into 3-5 paragraphs to make the structure more comprehensive. What you have to do at this point  is  give your reader a sound understanding of your ideas. Therefore, try to fit each idea in a single body paragraph so that you do not confuse your reader. Do not hesitate to indicate your examples to strengthen your arguments. For instance, you may explain a fact that makes a particular person you are writing about a real leader.

Also, always stick to your thesis statement and don’t forget that the body paragraphs should reveal the parts of your thesis statement.

As you may already know, you need to restate your opinion and briefly summarize all the points from the main body in conclusion. For instance, if you wrote your essay on qualities of an effective leader, state the most fundamental qualities and indicate why they matter the most. Besides, try not to copy what you have already written in the body – it is better to restate your opinion using different words. And, of course, beware adding any new and extra information; indicate only those points that you have already outlined in the text. Finally, keep in mind that it is always favorable to keep your concluding remarks short.

Leadership Essay Examples

Writing a leadership essay requires some research and time. In case you feel the necessity to go through an essay example, below is a leadership essay sample you can refer to.

Is leadership an inborn or an acquired feature?

Is everyone capable of becoming a leader, or is this ability innate? A lot of researchers have been struggling to answer this question. One assumption about leadership implies that the leader is the person who possesses particular characteristics. Another assumption claims that leaders are capable of acquiring specific features over their life span. As the evidence shows, leaders own many features that distinguish them among others and make more and more people become their followers. These might be cognitive abilities, psychological traits, professional qualities, and a lot more, and all of them will be either acquired or innate. Based on the importance of leadership qualities, such as commitment, stress resistance, and the ability to make quality decisions, it is reasonable to claim that leaders are made, not born. 

One can deem commitment as one of the top fundamental qualities of the leader. In essence, such a feature indicates that a person is passionate about the common goal, strives to be a team player, and makes every effort to reach a shared goal. As the history shows, none of the successful companies was uncoordinated by an influential, committed leader: Apple, Amazon, Microsoft – all of these companies are examples of dominant teams led by a dedicated leader. A committed leader also inspires his or her team to achieve common goals and put more effort into the shared activity. Besides, commitment is unlikely to be an innate feature; it instead comes with experience. This is so, since commitment implies dedicating oneself to the shared task, and one can reach it only via learning and continuous self-improvement.

Stress resistance is another incredibly important feature that every good leader should possess. This is because only a stress-resistant leader has sufficient capabilities to overcome any complexity and not let the anxiety and stress prevent him or her from making proper decisions. Besides, such a leader will most likely have a positive influence on the team, as long as leading by example will motivate the team members to attain the same emotional stability. What is so far familiar about stress resistance as an effective leader’s feature is that it can be either innate or attained. However, although some researchers admit that emotional stability is something one is born with, it is not entirely true; many people still put a great effort into self-improvement, changing the attitude to unfortunate situations, and so on. Therefore, being resistant to stress can be mostly attributed to a personality.

An ability to make high-quality decisions most likely determines the chances for an enterprise’s success. In particular, such quality is incredibly fundamental for a company of any size and professional orientation. Additionally, it is one of the top tasks of a good leader to make final decisions. What he or she should do implies brainstorming, discussing various opinions in the group, making forecasts, analyzing all the pros and cons. However, the leader is the one to make a final decision. Thereby, he is in charge of researching the market, discovering all the hidden truths, and analyzing the organization’s potential and capabilities to result in the most effective decision. As it flows logically from the latter, an ability to make sound quality decisions is purely a professional quality. This leads to the conclusion that one has to work hard to become a genuine leader and master the skill of making effective decisions. 

Overall, the leader may possess a multitude of different skills and master them perfectly. However, what has so far become transparent is that any leader, regardless of which team he leads, must possess three essential qualities. These qualities are commitment to the common goal, ability to handle and resist stress, and, finally, an ability to make effective decisions. All of the three qualities are most likely to be acquired over a lifetime. The statement below leads to the conclusion that even though some qualities can be innate, most are not the ones that leaders are born with. Hence, this answers an essential question: leadership feature is acquired, and not necessarily inborn.  

20 leadership essay topics

When coming up with your next leadership essay topic, it is imperative to brainstorm ideas and think of what leadership might be related to. If you are struggling with a topic of the importance of leadership essay or any relevant type of essay, you may quickly take a look at some of the possible topics we prepared for you:

• What are the main qualities of the leader?
• Successful Time Management as a feature of an effective leader
• The role that rhetoric plays in leadership
• The most exceptional leader in the history of the 20-th century
• The role of female leadership
• What are the challenges of the leader of the 21-st century?
• How college helps students develop leadership skills?
• Qualities of the leader that motivate people to follow them 
• Top things to avoid doing to become a team leader
• Examples of effective and ineffective leadership in the history
• Top techniques for developing leadership skills
• The interconnection of creativity and leadership 
• Is a university’s role fundamental in developing leadership skills?
• Dictatorship as an anti-example of leadership
• Liberal vs Authoritative leadership: which one works better?
• The influence of the leader’s role model on the followers’ mindset
• Main difficulties that the new leader may face in a new team
• Leadership of today vs leadership of the past: what has changed?
• Reasons why I want to become a member if the leadership program
• The role of cognitive abilities for the leader 

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Leadership Styles: Democratic, Autocratic and Laissez-Faire Essay

Introduction, comparison of the leadership styles, differences in leadership styles and related problems.

Leadership determines success in organizations. Each leader has a unique leadership style he or she uses to lead or influence others within an organization. Leaders inspire employees to work towards certain organizational objectives (Daft, 2005). They influence change in employees and help organizations to achieve their desired goals. Leadership is the act of providing guidance or inspiration to others.

Thus, a leader guides or directs employees towards a particular goal. In the workplace, a manager’s leadership strategies and personal traits define his or her leadership style.

Each leadership style is effective for a particular situation and thus, an effective leader should approach each situation with a different style. A leader may adopt two or more of these styles in inspiring others to achieve particular organizational goals. The common leadership styles include democratic (participative), autocratic and laissez-faire (Daft, 2005). Specific personal traits and values define an individual’s leadership style.

Each leader has certain traits that are characteristic of a particular leadership style. The writer’s leadership style is the participative leadership style, which is often regarded as an effective leadership approach in an organizational context. One of the distinguishing traits of democratic leaders is that they tend to involve group members in decision-making (Daft, 2005).

Thus, besides providing guidance, participative leaders engage their subordinates and incorporate their input into the final decision. Such leaders seek the views of their staff, but have the ultimate say during decision-making. The involvement of employees inspires and motivates them to become more creative and innovative.

In organizations, democratic leaders share their decision-making role with their staff by engaging them in seeking solutions for work-related problems. They gather information from employees, which they rely on to make a decision. According to McNichol and Hamer (2007), the participative approach, compared to the other styles, enhances the productivity of employees for a prolonged period of time as it encourages cooperation and increases staff morale.

Moreover, in organizations, a democratic leader formulates a performance evaluation plans that allow employees to evaluate their work. Since performance appraisals are crucial to staff development and organizational success, the democratic leadership style helps organizations to achieve their goals and objectives. Besides encouraging staff participation, democratic leaders allow employees to develop their careers by encouraging career growth and development through promotions and rewards.

The democratic leadership style is effective in certain scenarios. It is applicable when organizations want to implement new systems or seek solutions to workplace problems. It is also most effective when the leader wants to involve employees in decision-making or inform them about the issues affecting their performance (Daft, 2005). Leaders should adopt a democratic approach when seeking for ways of enhancing staff job satisfaction and career growth.

A complex problem in an organization can be solved through the involvement of employees as they understand the challenges affecting them. Thus, a democratic leadership approach is required when seeking a solution for complex organizational problems.

A participative style is also applicable when the leader wants to cultivate a culture of teamwork and cooperation among employees. However, the democratic leadership style may be less effective in some situations. For instance, when a decision is urgent, due to time constraints, it would be impractical to seek the input of all employees.

In contrast, in an autocratic leadership, also called authoritarian leadership, the leader and his or her subjects are distinct in terms of their roles and responsibilities. An autocratic leader issues directives on “what needs to be done, when it should be done, and how it should be done” (Daft, 2005, p. 69). Unlike a democratic leader who makes a decision after consulting his or subordinate staff, an autocratic leader does not consult anyone when making a decision.

This tends to stifle creativity and innovation in the organization as employees are required to adhere to specific rules and procedures. Moreover, autocratic leaders tend to be controlling and dictatorial while participative leaders are democratic. Under autocratic leadership, the manager has the power and authority to make unilateral decisions without consulting the staff. In contrast, democratic leaders allow their employees to play an active role in the decision-making process.

According to McNichol and Hamer (2007), autocratic leaders are “punitive, task-oriented, authoritative and controlling individuals” (p. 67). On the other hand, democratic leaders are “participative, consensual and employee-centered” (McNichol & Hamer, 2007, p. 68). Autocratic leaders, unlike democratic leaders, make independent and unilateral decisions that employees are expected to follow.

They also encourage adherence to rules and procedures. In contrast, democratic leaders give staff autonomy, which is essential for personal growth. Both approaches motivate employees through rewards. The situations where the autocratic leadership style is effective include when the staff is new and unfamiliar with their tasks or work procedures, when supervision requires specific instructions or when there is no time to seek staff input.

A charismatic leader inspires his or her followers to support his or her vision for the organization. They are very enthusiastic in what they believe. Charismatic leaders are also transformational, which makes them good project managers (Daft, 2005). However, charismatic leaders tend to have less trust in their team members and thus, organizational performance may be affected when the leader is incapacitated or leaves his employment. Such leaders initiate change in organizations or teams through charisma and influence.

The charismatic leadership style is similar to the participative style in many respects. First, both styles are worker-oriented. However, a participative leader involves his or her subordinate staff in decision-making while a charismatic leader encourages employees to make personal decisions.

Also, unlike a participative leader, a charismatic leader does not make the final decision; rather, he or she delegates the decision-making role to his or staff. Both styles are useful when seeking employee support and goodwill for a particular course of action.

Effective Leadership

Effective leadership is essential for organizational success. A successful leader must understand his or her leadership style as well as those of others. Daft describes good leaders as “those who are deeply interested in others and can bring out the best in them” (2005, p. 118).

Thus, it is by understanding the leadership styles of the others that a leader can learn to use an appropriate leadership approach to motivate others. It also helps leaders to hire or assign the right candidate an appropriate leadership role in an organization. As a democratic leader, the writer uses each of the leadership styles to manage his subordinates in the workplace. In particular, the writer uses the charismatic, transformative, bureaucratic and autocratic leadership styles to address different situations in the workplace.

The writer uses the charismatic style to influence his subordinates to support his ideas. Daft (2005) writes that effective managers motivate their staff to work towards achieving certain goals and objectives.

Thus, a participative leader who understands how each leadership style affects workplace behavior and attitudes would use a style that suits a particular situation to achieve the desired outcomes. For instance, a charismatic style would allow a participative leader to develop a vision for the future and influence his staff to follow him.

On the other hand, an autocratic leadership style works well during crises. A task-oriented approach enforces measures that must be followed by everyone to help the organization maneuver through crises. A participative leader can use an autocratic leadership style to turnaround a company or help employees to handle work-related challenges. Strict deadlines, independent decisions and quick responses to certain situations, which are characteristics of an autocratic leadership style, are effective when a firm is going through a crisis.

When anticipating a transformation, the participative leadership style can be useful. It allows a leader to engage staff in strategic discussions, address their concerns and respond to the challenges associated with the change. Changes such as mergers and layoffs require a participative style to prevent possible chaos, turnover or industrial action. In this situation, an autocratic style would increase employee resistance to the change, affect morale and output, and increase turnover.

A participative approach is also useful during decision-making. Since informed decisions require facts or data, engaging the staff would help a leader evaluate different alternatives before choosing the best option. A participative approach can also help a leader in evaluating the employees’ skills, in risk-assessment and in role delegation.

On the other hand, a bureaucratic leadership style can help a participative leader in handling company operations. This style emphasizes on following set out procedures and guidelines on workplace operations. A participative leader can use this style when overseeing industrial operations that involve the use of heavy machinery.

In the workplace, each worker may have a different leadership style. This means that there may be a clash of goals, priorities or interests from time to time. This may lead to conflicts between employees in a team or between a leader and his or her subordinates. Basic leadership styles such as democratic leadership and authoritarian leadership style have conflicting values, which breed workplace problems.

One such workplace problem relates to decision-making. A democratic leader usually involves his or her subordinates in seeking solutions to organizational problems. He or she seeks the input of the group members, assesses their input and makes an informed decision. In contrast, an autocratic leader enforces his independent decision to all the employees. This may breed a conflict as it will discourage employees with a democratic style.

This would lead to low work satisfaction and high turnover. It may affect output and productivity in an organization. On the other hand, autocratic employees can devalue a democratic leader’s decision-making role leading to a slower and lengthy process of making decisions. Also, self-directed employees with a laissez-faire leadership style may devalue a leader’s decision-making role as they are often critical of a leader’s decisions.

Another problem encountered with the leadership styles is reduced standards/ productivity. An autocratic style (controlling approach) can hinder creativity and hinder accountability by preventing the development of feedback systems. This affects staff performance and productivity.

Unclear expectations, lack of trust and autocratic rules can stifle creativity leading to low standards in the workplace. Moreover, autocratic and laissez-faire styles enhance compliance to regulations, but may affect creativity and innovation. Also, autocratic rules can increase absenteeism and turnover, which affect staff productivity.

To overcome the aforementioned problems, the writer suggests two solutions. First, a division of the decision-making role among different units or departments in an organization can enhance staff participation and speed up the process of decision-making.

Departments such as finance, marketing, human resource and production can be allowed to make decisions in a horizontal version, which can then be passed to administrators for action taking. This will ensure that everyone in the organization participates in decision-making. Thus, a horizontal and hierarchical system can accommodate the diverse views, priorities and values of the different leadership styles.

The solution to the problem of reduced standards and productivity is an implementation of constructive feedback systems. A feedback system focuses on the roles and performance of a department or an individual (Ruggieri, 2009). Employees at each level can utilize feedback systems to obtain information about their performance and make appropriate decisions at the personal level. Thus, adequate feedback systems in an organization can enhance accountability, which will improve productivity.

Advantages Created Between Leadership Styles

Leadership styles in an organization have many benefits. One such benefit is enhanced communication. Participative, charismatic and transformation leaders enhance communication as they encourage participation and exchange of views and opinions (Ruggieri, 2009).

They create an atmosphere of cooperation, which promotes creativity and innovation leading to improved productivity. On the other hand, bureaucratic and autocratic leaders emphasize on adherence to strict procedures and communication channels in the company. Although this may affect communication, it ensures a clear flow of information and instructions that employees need to do their work.

The second potential benefit leadership styles bring to an organization is enhanced employee cooperation. Organizations planning to improve work procedures, efficiency and productivity must seek staff input (Ruggieri, 2009). Some individual’s in leadership positions value staff input and consult employees when implementing new changes. A democratic leader seeks and uses staff input to enhance work processes.

This helps reduce resistance to a new change. Furthermore, workplace problems can be resolved through employee involvement in decision-making. Democratic and charismatic leaders involve employees in seeking solutions to their problems. This increases staff morale and performance.

The third benefit relates to goal setting. Leadership styles affect goal-setting at individual level as well as at organizational level. Transformational and charismatic leaders rely on inspiration to influence staff to work towards particular goals.

They set goals for each worker and provide them with the resources necessary to achieve those goals. Leadership that focuses on staff empowerment also involve goal-setting. Autocratic leaders emphasize on a strict adherence to organizational procedures to achieve certain goals while servant leaders seek employee consensus when developing company goals.

As a participative leader, the writer can use the advantages created by leadership styles to increase company productivity in many ways. Elaborate communication channels in a company will motivate staff and promote creativity. Moreover, communication creates a positive work environment, which leads to improved productivity.

On the other hand, employee involvement increases staff morale leading to improved performance. Moreover, their input would ensure informed decisions on the part of the leader and increase staff confidence in the organization’s goals. At an individual level, goal-setting can encourage employees to work towards achieving specific goals. Thus, performance appraisal based on these goals can enhance productivity in a company.

Daft, R. (2005). The Leadership Experience. Toronto: Southwestern.

McNichol, E., & Hamer, S. (2007). Leadership and Management: A 3-Dimensional Approach. Cheltenbam: Nelson Thornes.

Ruggieri, S. (2009). Leadership in Virtual Teams: A Comparison of Transformational and Transactional Leaders. Social Behavior & Personality Journal, 37 (8), 117-121.

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IvyPanda. (2019, June 14). Leadership Styles: Democratic, Autocratic and Laissez-Faire. https://ivypanda.com/essays/leadership-styles-5/

"Leadership Styles: Democratic, Autocratic and Laissez-Faire." IvyPanda , 14 June 2019, ivypanda.com/essays/leadership-styles-5/.

IvyPanda . (2019) 'Leadership Styles: Democratic, Autocratic and Laissez-Faire'. 14 June.

IvyPanda . 2019. "Leadership Styles: Democratic, Autocratic and Laissez-Faire." June 14, 2019. https://ivypanda.com/essays/leadership-styles-5/.

1. IvyPanda . "Leadership Styles: Democratic, Autocratic and Laissez-Faire." June 14, 2019. https://ivypanda.com/essays/leadership-styles-5/.

Bibliography

IvyPanda . "Leadership Styles: Democratic, Autocratic and Laissez-Faire." June 14, 2019. https://ivypanda.com/essays/leadership-styles-5/.