What type of a L E A D E R are you.?
Which type of a L E A D E R are you ?
“Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you’ve decided upon is being carried out.” - Ronald Reagan
Leadership Styles.
In modern business world, both globalization and increasing stress along with competition force many companies to reconsider their strategy of leadership. Therefor it is very important theme for managers in organizations how to implement organizational change without suffering from employees’ resistance (Kotter, 2008). Managers can do this by applying different leadership styles. These leadership styles vary from making a considerably impact towards change. Leadership is the ability to move a group towards a common goal that would not be met if a leader had not been there (Graham, 1997).
Leadership style is the way and approach of providing direction, implementing plans, and motivating people. Kurt Lewin (1939) has done a group of research to identify different styles of leadership. This study has been very influential and used to establish three major leadership styles. The three major styles of leadership are:
• Autocratic
• Democratic
• Laissez faire
Although good leaders use all three styles, with one of them normally dominant, bad leaders always try to stick in to onestyle.
Autocratic –
This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use it are when one has all the information to solve the problem, one is short on time, and ones employees are well motivated. The authoritarian style should normally only be used on rare occasions. If one have the time and want to gain more commitment and motivation from other employees, then one should use the participative style.
Democratic –
This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Participative leaders, more often than not, would consult the group when approaching an issue and consider their suggestions, but the leader retains the final say in what particular approach is taken (Dessler & Starke, 2004). This is normally used when one has part of the information, and ones employees have other parts. Note that a leader is not expected to know everything -- this is why one employs knowledgeable and skillful employees. Using this style is of mutual benefit -- it allows them to become part of the team and allows one to make better decisions.
Laissez faire –
According to Dessler & Starke, (2004) laissez faire leader would take an extremely “hands-off” approach to leading in order to encourage group problem-solving and critical thinking, without allowing participants to depend on the leader for the final word. In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. One cannot do everything! One must set priorities and delegate certain tasks. This is not a style to use so that one can blame others when things go wrong, rather this is a style to be used when one fully trust and confidence in the people below one.
Leadership styles in practical context.
A good leader uses all three styles, depending on what forces are involved between the followers, the leader, and the situation. Some examples can be listed as below.
• Using an Autocratic style on a new employee who is just learning the job. The leader is competent and a good coach. The employee is motivated to learn a new skill. The situation is a new environment for the employee.
• Using a Democratic style with a team of workers who know their job. The leader knows the problem, but does not have all the information. The employees know their jobs and want to become part of the team.
• Using a Laissez Faire style with a worker who knows more about the job than one. One cannot do everything! The employee needs to take ownership of her job. Also, the situation might call for one to be at other places, doing other things.
• Using all three: Telling your employees that a procedure is not working correctly and a new one must be established (Autocratic). Asking for their ideas and input on creating a new procedure (Democratic). Delegating tasks in order to implement the new procedure (Laissez Faire).
References
Dessler, G. & Starke, F. A. (2004). Management: Principles and practices for tomorrow’s leaders (2nd ed.). Toronto, Ontari.
Graham, J. (1997). Outdoor leadership: Technique, common sense and self confidence. Seattle, WA: The Mountaineers.
Kotter (2008) Choosing strategies for change. Harvard Business Review.
Lewin K et al. (1939) ‘Twenty Leadership Styles.’ Journal of Social Psychology, Patterns of aggressive behavior in experimentally created social climates [Online].
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