What Are The Leadership Styles

There are many different leadership styles. Each one works in a different situation, but you should be able to recognize the characteristics of each style and know when it will work best for you or your team.

The authoritarian style of leadership is a top-down approach where the leader makes all decisions and sets the tone for the team. Team members are expected to follow orders, but they aren't encouraged to think for themselves or share their ideas.

When an authoritarian leader takes charge, he or she does so in an autocratic manner.

The term "autocracy" refers to a form of government where one person has absolute power over others; thus, an authoritarian manager may have little patience for input from his or her employees.

Delegative leadership style is also known as laissez-faire. This style of leadership relies on the people being led to make decisions, and then they are expected to implement them.

This means that leaders who use this style delegate responsibilities, decision making and accountability for results with the expectation that those who are being led will carry out their instructions effectively and efficiently.

Get quality help now

Prof. Finch

Verified writer

Proficient in: Leadership Styles

4.7 (346)

“ This writer never make an mistake for me always deliver long before due date. Am telling you man this writer is absolutely the best. ”

+84 relevant experts are online

Hire writer

Democratic leadership style is a management approach that encourages participation, discussion and decision-making among members of the group. This can be a useful technique when you want to build consensus on important issues.

The leaders are accountable to the group, but they are also encouraged to share their ideas and listen carefully to those of others. This kind of approach makes it easy for people working together in a democratic environment to reach consensus on important topics such as product development or project management.

Transformational leadership is a style of management that focuses on long-term goals and the big picture. This type of leadership may be best-suited to situations where the organization must adapt quickly to changing market conditions, or when it's necessary for employees to make major changes in how they work.

For example, if your company offers software services for consumers but has recently been losing ground in its market share because of fierce competition from companies like Google and IBM, you might need transformational leaders who can help you shift from consumer products toward more business-to-business offerings. A transformational leader would encourage employees to think creatively about new offerings for potential clients and would be able to explain why this strategy will benefit everyone involved once it's implemented. In particular, a good way for an employee under such circumstances would be by encouraging them take charge of their own actions rather than waiting around without doing anything until someone else tells them what needs doing (a trait known as personal accountability).

In addition transformational leaders often focus on inspiring others through emotional connections or personal stories; they're also likely engage with subordinates on an individual basis so as get feedback directly from those working closest every day with customers' needs most closely aligned with their own personal philosophy/vision

Different leadership styles work for different situations. There are many different leadership styles. The four main ones are authoritarian, delegative, democratic and transformational.

Authoritarian leadership is a more hierarchical style of management. The leader makes all the decisions and delegates tasks to others in their group. This style can be effective when there’s an urgent need for quick action and clear direction for certain projects or roles within an organization.

Delegative leadership isn't as rigid as authoritarian management, but it still sets out clear guidelines and expectations for employees to follow while giving them some autonomy in how they work on tasks or projects within those guidelines (or even outside them if they have permission). It's good for establishing trust among colleagues because it allows people to take initiative while also having support from their superiors when needed—but it isn't as effective at fostering creativity within an organization because everyone operates within strict boundaries set by upper management rather than having free reign over what they do each day at work—so only use this technique when you want someone else doing something specific and don't care about whether it takes longer than expected!

We hope we’ve been able to give you a better idea of what leadership styles are, what they look like in practice and why it’s important for your business to have a clear understanding of which one suits your needs best. Remember: when choosing an approach for yourself or your team, consider how well each style will work in relation to the goals you want to achieve and the people around you.

References

• Autocratic Leadership
• Nature and Role of Emotional Intelligence at Workplace