7 Leadership Styles

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Although possibly not born leaders, most people have had to assume a leadership role at one time or another. Some leadership roles are work-related, and some are social. Taking a leadership role in a family is often the most prevalent.

Leadership is motivating people toward a common goal. Understanding your strengths and weaknesses as a leader is vital to help reach this goal quickly. Several styles can benefit you. Knowing these styles is important to grow as a leader. Here are seven leadership styles that may inspire you.

1) Situational Leaders

Situational leaders readily adapt to circumstances. They don’t label workers, but find unique ways to motivate them based on the task that needs to be performed. This requires managing each employee with a different style.

Accelerating the employee’s development and workmanship quality is the emphasis. Situational leadership allows leaders to interpret and respond to their environment. It’s a practical process that can be repeated, and effectively enhances influencing others toward established goals.

2) Transformational Leaders

Leaders who employ a transformational style want to empower their employees for the organization’s overall goal. They want to upgrade and streamline everyday tasks to meet company goals. Organizational growth and goals are emphasized above all else.

In other words, transformational leaders look at the organizational big picture. They inspire employees to work for the common goal and go beyond rewards and compensation. The “we’re all in this together” mentality is prevalent.

The transformation leader relies on several types of motivation to motivate employees toward these all-encompassing goals.

Inspirational motivation unifies the vision and encourages employees to exceed expectations. Idealized influence uses ethical behavior to garner respect and trust. And intellectual stimulation challenges assumptions and influences team members to take risks and generate new ideas.

These all equate to working for the overall goals of the organization.

3) Transactional Leaders

A transactional leader directs operations. They often are found in the military or heading up large corporations. Even a football coach would make an excellent transactional leader. They want and promote rules, regulations, and structure. Objectives must be met.

Transactional leaders need self-motivated employees. These employees must be able to work in a structured and directed environment. The transactional leader depends on self-motivated employees.

Results according to the company’s goals are imperative for a transactional leader. They believe in penalties for faulty work, but they also reward for meeting goals.

Transactional leaders can keep an organization moving toward achieving set goals.

4) Servant Leaders

The goal of the servant leader is to achieve authority, not power. They want to empower their employees and promote synergism rather than using controlling managerial activities.

Servant leaders want empathy and good listening skills. They commit to providing the tools for personal growth among team members. They want others to serve others.

A servant leader presents themselves to the employees as a servant to their needs. They don’t pursue leadership in the traditional way. They look to share power with others. The servant leader wants to benefit team members.

Robert Greenleaf, a twentieth-century researcher, coined this concept. He thought the emphasis should be placed on team members so they could be free-thinking and autonomous.

5) Democratic Leaders

Democratic leaders rely on team members to give feedback when making decisions, and they encourage dialogue. They count on employee participation. Problem-solving decision-making by employees is encouraged by a democratic leader.

The democratic leader wants a free flow of ideas. They will have brainstorming meetings and garner opinions from each team member before deciding.

They will also test ideas with employees and ask for feedback. They have a team player approach to work. The democratic leader delegates the decisions that are made and relies on team members to do their job unencumbered.

But the democratic leader is still in charge. They set parameters, goals, and requirements to ensure everyone stays on track. The leader is still accountable and holds their employees accountable.

6) Bureaucratic Leaders

A bureaucratic leader relies on a strict chain of command. They have a strict division of labor and tasks. A bureaucratic leader puts the right person in the job and holds them accountable. They go by the book.

Bureaucratic leaders require a defined set of rules and regulations. The focus is on the organization’s goals and performance and doesn’t consider the individual’s wants or desires. Employees who follow these rules are more likely to be promoted and have long-term employment.

7) Laissez-Faire Leaders

Laissez-faire leadership is very hands-off. They delegate tasks and decision-making to their employees. Unfortunately, because they micro-manage, little instruction is given to employees. Instead, employees are required to use their creativity and experience to perform day-to-day tasks.

Although a laissez-faire leader will take charge if needed, they expect employees to solve their own problems.

Choose a Leadership Style

Servant leaders and transactional leaders are wildly apart when it comes to leadership styles. Somewhere in the middle might work best. When choosing a style, think about your personality and goals. If none of these meets those, consider a combination. Leadership styles are not one size fits all.

The Epoch Times Copyright © 2022 The views and opinions expressed are those of the authors. They are meant for general informational purposes only and should not be construed or interpreted as a recommendation or solicitation. The Epoch Times does not provide investment, tax, legal, financial planning, estate planning, or any other personal finance advice. The Epoch Times holds no liability for the accuracy or timeliness of the information provided.