Types of leadership stylesAutocratic, Democratic, Laissez-Faire, Transformational. An Autocratic Leader Centralizes Power and Decision-Making in Himself. Give orders, assign tasks and duties without consulting employees. The leader assumes full authority and assumes all responsibility.
An experiment conducted among the Boy Scout Clubs of the United States in 1940 shows that autocratic leadership is likely to arouse antagonism in the group and produce hostility towards the leader. In democratic groups, the absence of the leader made little difference, while in autocratic groups productive work was reduced to a minimum, when the leader was out of the room. Coaching leadership is based on trust, respect and strong relationships. Comparable to participatory, server, or affiliate styles.
These leaders drive team building, employee participation and participation. People often perceive them as gardeners, mentors or father figures. Coaching leaders are growth and development oriented, empathetic and selfless. They reward belonging to the team.
Fearful leadership is comparable to coercive or commanding leadership. This style is based on positional power, hierarchy and control. People often perceive them as impersonal, autocratic, hierarchical, and know-it-all. They believe in external motivation: Fear and coercion are the way they move people to action.
Fearful leaders are process- and rule-oriented, structured and bossy. They reward compliance and loyalty to them. Aspirant leadership is comparable to transactional and pace-setting leadership. This style is based on high standards, responsibility and rewards.
People often perceive them as professional, heroic, leading and relentless. Believe in External Motivation: Reward and Punishment Mechanisms Drive People to Achieve More. Challenging leaders are results- and productivity-oriented, strategic, and set the pace. Bold leadership is comparable to transformative and visionary leadership.
This style is based on a strong sense of purpose, inspiration and disruptive vision. Intrepid leaders are constantly thinking about the future, exploring new paths and developing new solutions. They believe in internal motivation: Being part of something bigger than themselves is why it drives them and their teams to action. Intrepid leaders are idea-driven and collaborative, visionary and open-minded.
Creativity and Innovative Solutions Reward. Do you want to radically transform the way you guide yourself and others? Learn more about the new Fearless Leadership Program. Insights %26 resources for intrepid leadersInsights %26 resources for intrepid leaders. Leadership styles are classifications of how a person behaves while leading a group.
Lewyn's leadership styles are authoritarian (autocratic), participatory (democratic) and delegative (laissez-faire). Autocratic leadership is the inverse of democratic leadership. In this leadership style, the leader makes decisions without receiving the opinion of anyone who informs him. By starting a job with this type of leader, it is possible for all employees to get a list of goals to achieve, as well as the timelines to achieve them.
The laissez-faire or non-interfering type of leader passes decision-making responsibility to his subordinates and takes a minimum of initiative in management. Keep in mind that these logics of action are considered developmental stages, not fixed attributes, most leaders will progress through multiple types of leadership throughout their careers. To help you understand the impact that each type of leader has on a company, this article will explain what a leadership style is. An effective leader must be emotionally intelligent enough to determine what type of leadership to employ.
This is a desirable leadership style in many companies because strategic thinking supports many types of employees at once. For any type of business to run smoothly, project management is needed to oversee tasks and ensure that projects are carried out efficiently and competently. This type of leader offers vision statements and other tools to inspire and motivate teams to participate in the work. .