Leadership Style.pptx

Overview
It’s normal for your personality
and experience to influence your
leadership style. While there isn’t one
right way to lead, identifying your
leadership style can help you grow your
skill set and empower your team. In this
article we describe 11 different
leadership types, along with their pros
and cons in different situations.

Overview
What do Sheryl Sandberg, COO of
Facebook, and Marvin Ellison, CEO of
Lowe’s, have in common? They are both
exceptional leaders. While one makes
waves in the tech industry, the other
takes on the challenge of retail. Both
are forward-thinking, have visions for
their work, and are compelling enough to
command an audience.

Overview
What do Sheryl Sandberg, COO of Facebook, and
Marvin Ellison, CEO of Lowe’s, have in common? They
are both exceptional leaders. While one makes waves
in the tech industry, the other takes on the
challenge of retail. Both are forward-thinking,
have visions for their work, and are compelling
enough to command an audience.
Leadership is not one-size-fits-all. Every
leader has their own personality and experience
that influences their particular style. This style
can evolve over time, so the leader you are today
may be different from the leader you’d like to
become.

11 Common Leadership Styles and
Theories
1. Authoritarian (autocratic) Leadership
Authoritarian—also referred to as autocratic—leaders
have clear command and control over their peers. Decision-
making is centralized, meaning there is one person making
the critical decisions. An authoritarian leader has a
clear vision of the bigger picture, but only involves the
rest of the team on a task-by-task or as-needed basis.
Authoritarian leaders will be personal when giving
others praise or criticism but clearly separate themselves
from the group. While you might assume an authoritarian
leader would be unpleasant, this isn’t typically true.
Rarely are they openly hostile. Instead, they’re typically
friendly or, at times, impersonal.

An authoritarian leader might associate with
these statements:
• I prioritize my own learnings over those of the team.
• In disagreements within the company, my view is
typically the right one.
• If there are too many voices speaking, we can’t get the
job done.
• I ignore those who have opposing opinions on a project
I'm in charge of.

Pros of authoritarian leadership:
• Authoritarian leaders have the ability to
complete projects in a time crunch.
• This style is helpful when decisive action is
needed.
• Autocratic leadership is successful when the
leader is the most knowledgeable member of the
group.

Cons of authoritarian leadership:
• This style doesn’t promote creativity.
• Leaders can be viewed negatively and as
overbearing or controlling.
• Has difficulty trying another leadership style
and are typically set in their ways.

Theories
2.Participative (democratic) leadership
Participative or democratic leaders welcome
everyone’s opinions and encourage collaboration. While
they might have the final say, these leaders
distribute the responsibility of making decisions to
everyone.
Participative leaders are part of the team. They
invest their time and energy in their colleagues'
growth because they know it will, in turn, help them
reach the end goal. If you excel in collaborative
group environments, this might be your leadership
style.

Participative leaders might associate with
these statements:
• If I prioritize the group’s learnings, it will
benefit my role.
• In disagreements within the company, we should
hear everyone’s opinion and then come to a
solution.
• The more people we have working on a project,
the better the outcome will be.
• I welcome those with opposing views because it
will make the end product better.

Pros of participative leadership:
• This is the most effective leadership style,
according to Lewin’s study.
• Participative leadership leads to higher quality
contributions.
• There is more creativity and group members feel
engaged.
• Everyone understands the bigger picture and is
motivated to reach the end goal.

Cons of participative leadership:
• Teams with participative leaders aren’t as
productive as those with authoritarian leaders.
• All team members need to be bought-in for
collaboration to work.

Theories
3. Delegative (laissez-faire) leadership
Lewin’s third style is delegative or laissez-
faire leadership. Delegative leaders offer very little
guidance to the group. They allow team members
complete freedom in the decision-making process.
Delegative leaders separate themselves from the
group and choose not to participate or interrupt the
current trajectory of a project. Their comments are
infrequent. Group members might even forget what this
leader looks like by the time they finish the
project.

Laissez-faire leaders might associate
with these statements:
• The group can decide what’s best for them, but I expect
a stellar end product.
• In disagreements within the company, others can make a
decision without my input.
• I’ll pass along resources to my team. From there, I want
group members who are self-starters and can determine
how to proceed.
• Those with opposing views can try their methods
individually.

Pros of delegative leadership:
• Delegative leadership can be beneficial if all
group members are qualified experts.
• Those who value autonomy will have high job
satisfaction under this leadership.
• If the team has the same goal as the leader, it
can be achieved. Goal tracking software can be
used to monitor progress.

Cons of delegative leadership:
• Teams with laissez-faire leadership are the least
productive, according to Lewin’s study.
• With a delegative leader, roles and responsibilities are
unclear.
• This style can lead to team members blaming each other
and not taking any responsibility.
Now that you understand Lewin’s three leadership
styles, let’s take a different approach by looking at the
emotional leadership theory. This approach will help you
use emotional intelligence to read the room and apply the
correct leadership style.

Theories
4. Visionary leadership
Visionary leadership is comparable to Lewin’s
authoritative leadership style. Visionary leaders have clear,
long-term visions, and are able to inspire and motivate
others.
This type of leadership is best used when there is a big
change in the company or a clear direction is needed. In this
case, people are looking for someone they trust to follow into
the unknown.
It is less successful when other team members are experts
who have differing ideas or opinions than that of the leader.
These team members won’t want to blindly follow a leader they
don’t agree with.

Pros of visionary leadership:
• Members of the organization feel inspired and
understand their roles.
• Temporary problems don’t dishearten the leader
because they have their eye on the end goal.
• Visionary leaders are skilled at
creating contingency plans to address challenges
from outside factors such as politics or world
events.

Cons of visionary leadership:
• There is a lack of short-term focus by teams.
• Vision can be lost if it’s too intertwined with
the leader’s personality.
• Visionary leaders have the potential to reject
other group members' ideas.

Theories
5. Coaching leadership
A coaching leader is able to identify other team
members’ strengths and weaknesses and coach them to
improve. They are also able to tie these skills to the
company’s goals.
Coaching leadership is successful when the leader
is creative, willing to collaborate, and can give
concrete feedback. It’s also important that the coach
knows when to step back and give the person autonomy.
If you’ve ever had a bad coach, you know that
coaching isn’t for everyone. When done poorly, coaching
leadership can be seen as micromanaging.

Pros of coaching leadership:
• Coaching leadership can create an environment that is
motivating and group members enjoy being a part of.
• There are clear expectations, so team members’ skills
can develop.
• This style of leadership gives companies a competitive
advantage, as it results in skilled individuals that
are productive and willing to coach others.

Cons of coaching leadership:
• Coaching leadership requires patience and time.
• It only works if others are open to receiving this
type of leadership.
• Coaching leaders rely heavily on relationships which
can be difficult if there isn’t team chemistry.

Theories
6. Affiliative leadership
Affiliative leadership is relationship-focused. The
intention of an affiliative leader is to create harmony.
This charismatic leader works to build and foster
relationships within the workplace which leads to a more
collaborative and positive work environment.
An affiliative leader is helpful when creating a new
team or when in crisis, as both of these situations
require trust. This leadership style can be harmful when
the leader focuses too much on being a friend and is less
concerned with productivity and company goals.

Pros of affiliative leadership:
• Team morale is boosted by positive and constructive
feedback.
• Interpersonal conflict is quickly stopped.
• Team members feel important and have less stress.
• Affiliative leadership creates tightly knit teams
that are empowered to help each other.

Cons of affiliative leadership:
• Some team members may be underperforming under the
radar. A lack of clear roles can lead to social
loafing.
• Affiliative leaders are reluctant to say anything
negative which doesn’t help others grow.
• The organization’s goals are often forgotten.
• Team members become emotionally dependent on the
leader. If the leader were to change teams or leave,
the rest of the team would be lost.

Theories
7. Democratic leadership
Democratic leadership is the same concept as
Lewin’s participative leadership. All team members are
encouraged to participate and share ideas. As a
result, the team feels empowered, even though the
leader ultimately has the final say.
Democratic leadership is successful in highly
skilled teams, where members can provide fruitful
contributions. It is less impactful for junior teams
that don’t have as much experience or knowledge on the
topic. It also shouldn’t be used in situations that
need immediate action.

Pros of democratic leadership:
• Collaboration leads to creativity and innovation.
• There is high employee engagement and trust.
• Common goals lead to high accountability
and productivity.

Cons of democratic leadership:
• Collaboration takes time.
• Team members can lose trust if the leader makes
a decision without their input.
• Democratic leadership isn’t successful if team
members aren’t skilled.

Theories
8. Pacesetting leadership
A pacesetting leader sets an example of high
productivity, performance, and quality. Team
members are supposed to follow in their footsteps.
If team members can’t keep up, pacesetting leaders
will step in and complete the task correctly.
Pacesetting leadership is successful when the
leader creates clear requirements and motivates
team members to meet deadlines. It’s unsuccessful
when team members lose trust in the leader and
become stressed, overworked, or unmotivated.

Pros of pacesetting leadership:
• Pacesetting leaders are able to achieve business
goals on time.
• Teams can be fully utilized with a pacesetting
leader.
• Progress reports allow issues to be identified
quickly.

Cons of pacesetting leadership:
• Pacesetting leadership can lead to stressed
and unmotivated team members with low morale.
• Team members can lose trust if the leader is
watching and correcting their every move.
• A strong focus on results and deadlines can
lead to less creativity.
• Limited feedback is given.

Theories
9. Commanding leadership
Commanding leadership is comparable to directive or
coercive leadership. In this style, the leader has clear
goals and objectives that they communicate to the team and
expect others to follow. They put procedures and policies
in place to create structure.
Commanding leadership is typically used when other
team members don’t have skills or expertise. In this
scenario, the members need structure in order to know how
to complete their tasks. It is also successful in
emergency situations when there is no time for discussion.
This leadership style should be used in combination with
the others, if used at all.

Pros of commanding leadership:
• There are clear expectations that can improve job
performance.
• It’s useful in times of crisis as decisions can be made
quickly.
• Commanding leadership can be helpful in groups of low-
skill or inexperienced workers.
• Commanding leaders can quickly identify if a team member
is falling behind.

Cons of commanding leadership:
• If the leader isn’t more experienced than the group,
this leadership style fails.
• There is no collaboration, which stifles creativity.
• Team morale can drop and employees aren’t as engaged.
• There is a high dependency on the leader, causing
a bottleneck.
• A commanding leader can easily turn into an autocratic
leader.

Theories
10. Transformational leadership
In addition to Lewin’s leadership theory and the
emotional leadership theory, there are two more
noteworthy styles of leadership: transformational and
transactional.
Both of these styles were documented by Bernard
M. Bass, an American psychologist who studied
organizational behavior and leadership. While you
might not know them by name yet, you’ve probably seen
them in the workplace.

Pros of transformational
leadership:
• Transformational leaders use coaching and encouragement
to empower their team.
• Team members are seen as individuals, so all their
unique skills can be put to use effectively.
• Teams are united in a common cause which leads to growth
within the company.
• Individuals are given freedom.

Cons of transformational
leadership:
• Smaller tasks are easily forgotten which means it’s
difficult to make the vision a reality.
• The constant involvement of a leader can result in
pressure and burnout.
• The leader’s goals must align with the company’s goals,
or else it becomes risky.
• All team members must respect the leader and agree with
their approach.

Theories
11. Transactional leadership
Transactional leadership was first conceptualized
by sociologist Max Weber. It was then elaborated on by
Bernard M. Bass in opposition to transformational
leadership.
Transactional leadership uses rewards and
punishments to motivate team members. This type of
leader believes that a clear chain of command will lead
to better performance. Team members need to follow
instructions and are closely monitored by the leader.

Pros of transactional leadership:
• Transactional leadership is useful in situations that
have a clearly defined problem.
• This style of leadership can be helpful in a crisis as
everyone has clear roles.
• Group members know what is expected of them.

Cons of transactional leadership:
• Transactional leadership style stifles creativity of
team members.
• Transactional leaders don’t support team members’
emotional needs.
• These types of leaders don’t reward the initiative of
individuals.
• This leadership role doesn’t typically have long-term
success because it’s too focused on short-term goals.

Leadership vs. Management
Leadership and management are often used
interchangeably. However, the two have different meanings.
A leader uses their vision to push a company forward,
while keeping the team inspired. They also have a positive
social influence and are able to use it to benefit the
organization. On the other hand, managers have an operational
role in the company to keep projects on track using a
specific management style.
You don’t need to be a manager to be a leader. Leaders
can be found in every role in a company, not just top-level
positions. If you’re working on becoming a better leader
within your role, it’s helpful to understand the pros and
cons of your current leadership style and what additional
types of leadership you can aim to embody.

Leadership Style.pptx

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Leadership Style.pptx