POWER : LEADERSHIP Categories (Part 3)

Leadership (2b)


NOTE: “POWER / BIZ” posts will continue in JUNE 2022


Editor : The gender of the ‘Shoes’ icons next to each type are strictly my opinion, but realistically all styles can apply to either gender.

A LEADER’S  STYLE can be identified by how they makes decisions, especially the degree to which they involve employees

👞Autocratic (“Authoritarian”)
These people are mainly focused on efficiency & results. They often make decisions alone or with a small, trusted group, expecting employees to do exactly what they’re told to do – as from a military commander.

Autocratic style can be useful in organizations with strict guidelines or in compliance-heavy industries. Also where employees who have little to no experience need a great deal of supervision. In general, it stifles creativity & makes employees feel restricted.

Similar to Autocrats, they expect team members to follow rules & procedures precisely as written. The bureaucratic style focuses on fixed duties within a hierarchy where each employee has a set list of responsibilities, with little need for collaboration or creativity. Most effective in highly regulated industries or departments, such as finance, health care or government.

👠 Coaching
Leaders using the coach leadership style are skilled at providing clear expectations & creating a positive, motivating environment. They can quickly recognize team members’ motivations, strengths & weaknesses. They can help employees set smart goals, providing regular feedback & challenging projects – so team members can improve & grow. While this is beneficial to both employers & employees, it’s also one of the most under-used, being so time-intensive.

👠 Democratic (“Participative”) 
Leaders using the democratic style combine Autocratic & Laissez-faire. They ask for input & feedback from their team before making decisions. Because members feel heard & that their contributions matter, these leaders are often credited with fostering higher levels of employee engagement & workplace satisfaction.
Excellent for companies focused on creativity & innovation, like the tech industry.

The Laissez-faire style is the opposite of Autocratic, focused mostly on delegating many tasks to team members, with little or no supervision. Because these leaders don’t spend much time managing employees, they can dedicate their efforts to additional projects.

This style works well if all team members are highly experienced, well-trained & self-directed. However, it can also cause a dip in productivity if some employees are confused about what’s expected of them, or those who need consistent motivation & boundaries in order to function well.

The pacesetting style is one of the most effective for achieving fast results. These leaders focus mainly on performance, setting high standards & holding team members accountable for achieving goals.
While Pacesetting is motivational & helpful in fast-paced environments where members need to be energized, it’s not the best option for those anyone needs mentorship & feedback.

Servant leaders live by a people-first mindset, exceptionally skilled at building employee morale & helping them stay interested in projects. They believe that when members feel personally & professionally fulfilled, they’ll be more effective, & so consistently produce great work. This attitude tends to gain such leaders high respect. Servant style is excellent for any industry or size, but is most often seen in nonprofits.

Transactional leaders are laser-focused on performance, similar to Pacesetters. They set pre-determined rules & incentives, mainly using monetary reward for success, & disciplinary action for failure. However, unlike Pacesetter, these leaders are also interested in mentorship – providing instruction & training to achieve goals that lead to rewards.
While this style is great for organizations or teams tasked with hitting specific goals, such as sales & revenue, it’s not the best for creativity.

The transformational style is similar to Coaching, since it focuses on clear communication, goal-setting & employee motivation. But these leaders are committed to the organization’s objectives instead of employees’ individual goals.
Because most of their time is focused on the ‘big-picture’, this style is best for teams that can handle delegated tasks without constant supervision.

Visionary leaders have a powerful ability to drive progress & usher in periods of change – by inspiring employees & earning trust for new ideas. They can create a strong organizational bond, able to foster confidence in both ‘direct reports’ & colleagues for their company projects.
Visionary style is especially useful in small, fast-growing organizations, or larger ones experiencing transformations or corporate restructuring.
(MORE about each style)

NEXT : Human Nature – Overview

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