Which of these statements would you want to hear from your boss?
- “My way or the highway”
- “Do what you want”
Probably something in between, right? Leadership styles can vary based on multiple factors, including the level of control and power a leader possesses compared to that of their followers. Also, different situations call for different measures. Leadership types aren’t always used in isolation; rather, effective leaders often integrate a combination of styles.
In-depth studies in the online Master of Arts in Organizational Leadership program from Florida Tech University help you examine numerous leadership styles, the theory behind them, and the traits and qualities effective leaders need, regardless of style. This provides you with the opportunity to develop an authentic form of leadership. Let’s take a closer look at nine types of leadership style.
1. Authoritarian
Authoritarian leadership emphasizes the distinction between the leader and followers. In this style, direct supervision and centralized decision-making are necessary for success. Authoritarians engage in one-way and downward communication, controlling the discussion, setting rigid expectations, and mandating certain behaviors and interactions of followers.
Works best: When clear tasks must be completed urgently.
Warning: The focus on efficiency may hinder progress and create an environment of fear that eliminates discussion.
2. Democratic
Democratic leaders share decision-making with group members, promote their interests and practice social equality. Democratic leadership is often highly effective and creates better contributions from employees and increased morale and innovation.
Works best: When the organization’s direction is unclear, and the leader needs to utilize the wisdom of the group. Also, when group members are motivated, enjoy sharing their knowledge and have plenty of time to contribute and vote on the best option.
Warning: Should not be used in times of crisis when timely decisions must be made. Also, when roles are unclear, miscommunication and incomplete projects can result.
3. Affiliative
Affiliative leadership emphasizes teamwork and focuses on creating harmony between people in a group.
Works best: When trying to improve morale and communication, and in times of broken trust and trauma.
Warning: Focusing on group praise can enable poor individual performance to go uncorrected, at times reinforcing mediocrity.
4. Coaching
Coaching leadership focuses on developing individuals and showing them how to improve their performance and align their goals with the goals of the organization.
Works best: With employees who show initiative and want more professional development.
Warning: Isn’t as effective when teammates are unwilling to change or learn, or if the leader is lacking.
5. Visionary
Visionary leaders create a vision for where the team is going, but not exactly how they’ll get there, which frees employees to experiment and take risks.
Works best: When an organization needs a new direction.
Warning: Visionary leaders may not care about their followers’ sacrifice in their quest to succeed in pursuing their vision.
6. Laissez-faire
In laissez-faire leadership, followers are free to make all decisions for themselves, given some degree of guidance and input from the leader.
Works best: When followers are skilled, trustworthy and experienced, and have pride in their work.
Warning: Should not be used when the leader can’t provide feedback to followers.
7. Pacesetting
The pacesetting leader maintains high standards for performance and efficiency, ensuring goals are set and met competently and on time.
Works best: When the team is motivated and skilled.
Warning: Shouldn’t be deployed frequently because it can lower morale and make people feel like they’re not doing enough. This style can also overwhelm followers and stifle innovation.
8. Commanding
Commanding leadership is the classic “military” type of leadership, which is probably the most popular but least effective. This style features a lot of criticism and lacks support, potentially harming job satisfaction and morale.
Works best: In a crisis when a dramatic turnaround is needed.
Warning: Should be avoided, if possible, because it can isolate people and dampen flexibility and innovation.
9. Transactional
Transactional leaders motivate their followers through a system of punishments and rewards that is based on two factors. These are contingent reward, wherein follower effort is exchanged for specific rewards, and management by exception, which utilizes corrective criticism, negative feedback and negative reinforcement to alter behaviors when followers don’t meet performance levels. Transactional leaders focus on operational efficiency, goal setting and productivity, rarely making changes to the organization.
Works best: In teams where there is a low emotional investment.
Warning: This style may not take individual differences into account.
Seize the Opportunity to Develop Your Leadership Style
If you would like to understand more about leadership, leadership styles and the differentiation between leadership and other management practices, earning an advanced degree in the discipline could be beneficial. Coursework in Florida Tech’s online Master of Arts in Organizational Leadership will help you develop the expertise and leadership skills needed to find success as a leader across industries and fields.
Learn more about Florida Tech’s online Master of Arts in Organizational Leadership program.
