There are many different styles of leadership, from democratic to autocratic, and each style has its own unique strengths and weaknesses.
The best managers will have a deep understanding of their own leadership style, as well as others that are commonly used. They will also know how to adapt their approach and draw from the different elements of each style to benefit their employees and reach their goals.
Take our quiz to find out what your leadership style is:
You are a democratic leader
Democratic leadership emphasises active participation, collaboration, and communication within the team. In a democratic leadership style, the manager delegates decision-making power to the team, with everyone having their say. The leader guides the team through open communication, constructive feedback, and critical thinking, while still allowing employees to take ownership of their work.
This style of leadership can be effective in teams where the manager doesn't have all the answers or expertise, and where creativity and innovation are required. It fosters a sense of shared responsibility, trust, and mutual respect, which leads to higher levels of job satisfaction, productivity, and team morale.
However, it can also slow down the decision-making process and can be challenging to implement in situations where immediate action is required.
You are an autocratic leader
Autocratic leaders take complete control and authority over the decision-making process and the actions of their team members, and this style is often associated with a hierarchical organisational structure and a top-down approach to management. They would typically provide specific instructions for their team to follow and enforce strict rules and procedures.
This leadership style doesn't allow for much flexibility, but typically works well in smaller organisations or when your team is lacking in experience. Autocratic leaders tend to be assertive, decisive, and confident, and thrive on taking responsibility.
However, this style can lead to low morale, dissatisfaction, and a high employee turnover. It can also lead to a lack of innovation and creativity, as team members are not given the opportunity to share their ideas and perspectives.
While this style may be effective in certain situations, such as in times of crisis or when quick decisions need to be made, it can be detrimental to the team dynamics and may not foster a collaborative and supportive work environment.
You are a transformational leader
Transformational leadership focuses on inspiring and empowering your team to work together to achieve a shared vision or common goal. Transformational leaders are innovative, charismatic, and can inspire and motivate their teams. They lead by example, setting high standards of performance and behaviour, and encourage their team to take ownership of their work.
Those who adopt a transformational leadership style are often excellent communicators who use open and honest communication to build trust and rapport with their team. They create a positive and supportive work environment, where creativity and innovation are encouraged, and where employees feel valued and appreciated. However, it’s important to bring your own ideas to the table and make sure you give clear expectations when required.
The transformational leadership style can be highly effective in organisations where there is a need for change, innovation, and growth. This style of leadership can lead to higher levels of job satisfaction, increased motivation, and better performance.
You are a laissez-faire leader
The laissez-faire leadership style, also referred to as delegative leadership, is a hands-off approach to management, where the leader delegates decision-making power to their team with little-to-no guidance or direction.
This type of leader is often seen as a facilitator and believes and trusts that their team members have the necessary skills and expertise to make the right decisions and take responsibility for their own work. Some leaders who adopt this style may provide some guidance and support when needed, but they generally they do not interfere in the day-to-day operations of the team.
This style can be effective in situations where employees are highly skilled and self-motivated, and where there is a need for flexibility and creativity. This may well be the case in technical roles, where leaders do not have specific industry skills or knowledge and are there to oversee and manage. However, if employees are not given a clear understanding of their role and responsibilities, it can lead to confusion, lack of direction, and poor performance.
You are a servant leader
Leaders who adopt a servant leadership style are focused on serving their team, rather than controlling or directing them. Rather than trying to inspire people to follow their lead, they place the majority of their energy into finding ways to help others. They prioritise communication, collaboration, and empathy, and strive to create a culture of mutual respect and trust. In practice, servant leaders seek to identify and meet the needs of their team members and provide them with the resources and support they need to succeed.
A servant leadership style can lead to high levels of trust within the team, which often results in better employee performance and a more positive company culture. However, it may be less well-suited to organisations that require strict hierarchy and clear direction and can be challenging for managers having to constantly put their own needs to one side.
If you are looking for a talented professional to join your team, get in touch with one of our specialist recruitment consultants today.
