The Various Leadership Styles - Mohd Farihin Anuar

History has shown us many great leaders — Martin Luther King Junior, Julius Caesar, Nelson Mandela, Adolf Hitler, etc. Some are notorious but yet, manage to command and lead a nation. Others, inspire and brought about significant changes to the world. In my pursuit of leadership knowledge, I have learned that there are generally 6 different types of leadership styles. This article aims to share and elaborate more on the six. In general, the 6 types of leadership styles are:

Authoritarian Leadership
Participative Leadership
Delegative Leadership
Transactional Leadership
Transformational Leadership
Servant Leadership

Authoritarian Leadership

Authoritarian leadership styles, also known as Autocratic leadership styles, is when a leader impose their expectations and define the outcomes.

A one-man show can might be favourable in situations when a leader is the most knowledgeable in the team.

It is an efficient leadership style in time-constrained periods. Creativity and participation is normally sacrificed because inputs from the team is kept to a minimal.

The authoritarian leadership style is also used when team members need clear guidelines.

Advantages:

Less time wastage.
Chain of command is clearly defined and established.
If the leader is competent and has substantial knowledge in that area, mistakes can be reduced or even avoided.
Results and outcome will be consistent.
The pressure is placed greatly on the leader rather than the team.
Productivity may increase.

Disadvantages:

Employees will be demoralised or unhappy which may result in high turnover rate for staffs.
Less creativity and barely any innovation outcome.
Group synergy and collaboration is greatly reduced.
Heavily reliant on the experience of the leader.
Creates lack of feedback as the chain of command and hierarchy is evident.

Recommendations when to use it:

When there is little time for advanced planning and timing is key.
When individuals need/seek guidance to complete the task with structure and clarity. Normally, they are lacking in the skills required to get the job done.
When the situation is grave with unfavourable rules and conditions. In order to keep the team members safe.
When the situation requires the margin for errors to be very low.

Participative Leadership

Participative leadership styles at it’s core is a democratic style of leadership.

In short, it requires the team members to be involved in the decision making process.

This creates an atmosphere where team members feel inclusive, engaged and motivated to contribute.

The leaders will usually have the final say. The best approach for this style of leadership is to practice being the last to speak like how Nelson Mandela does it — which is actually very difficult.

However, if disagreements exist amongst the team members, it could result in a time-consuming process to reach a conclusion.

Advantages:

Boosts employee motivation and job satisfaction.
Promotes creativity. Free-flow exchange of ideas that could lead to innovative solutions.
Encourages collaboration and creates a strong team.
A high level of productivity can be achieved.
Team will be more confident of the solution because it was a collective effort.
Improves the quality of the output.

Disadvantages:

Increases the likelihood of conflict between team members.
Specialists within the team will have their voices drowned by the opinion of others.
Decision making process can be a lengthy process.
Requires employee participation to work — otherwise, it might not be effective.
Can pose as a security issue if the information is sensitive as it could get leaked out.
Communication breakdown can happen.
Poor decisions could be made if the team members are unskilled.
Leaders tend to be apologetic to employees.

Recommendations when to use it:

When the company culture is strong and solid.
When you’re not in a hurry to make a decision.
When you want to listen in to the various perspectives.
When there are multiple possible solutions / approach to the problem.
When discussions do not contain sensitive information.

Delegative Leadership

Delegative leadership style is also known as “laissez-faire leadership”.

This style of leadership is characterised by pure delegation to the team members.

It may be a great style, provided the team members are competent, take responsibility and prefer engaging in individual solitude work.

If disagreements among team members occur, the team would be further divided and eventually split up.

This in-turn, will lead to poor motivation and low morale.

Advantages:

Leaders can lean on the experienced employees’ competence and experience as they know when to back away.
Innovation and creativity is valued highly.
Creates a positive work environment and employee satisfaction if done correctly.
Applies their own knowledge and skills in a strategic way. They look for situations and opportunities where their expertise would help the team move forward without stepping anyone’s space. They make themselves available whenever advice might be wanted.
Encourages personal growth.
Fast decision making process as there is no micro-management

Disadvantages:

Command and responsibility is not defined and blurred.
Creates difficulty in adapting to change.
The feeling of unconcerned for cohesiveness. Leaders would appear as withdrawn, weak, or incompetent from the outside. Over time, this view can influence team members who report to the delegative leader, which can lead to discontent and unhappiness. Instead of focusing on the team environment, these leaders want their direct reports to focus on themselves and their skills. That is good for independent work, but not team-based work.
Low accountability — this style of leadership is a way to avoid responsibility for the group’s failures. When goals are not met, the leader can then blame members of the team for not completing tasks or living up to expectations.
Shifts responsibility outcomes — Team members are allowed to make decisions for themselves without suffering the consequences of their choices. However, the team leader also gets credit for the decisions that were made by the team member. For the independent worker looking for recognition, that can be a disheartening experience.
Hide from their responsibilities — A delegative leader can hand off enough work that they can avoid their responsibilities altogether. They stop trying to motivate their own workers and stay focused on personal motivations instead. Instead of being involved with their teams, these leaders may refuse to interact with them which reduces team harmony and can affect production levels.
Can be taken advantage of — If the team member recognizes that their manager isn’t paying close attention to their work duties, they may try to take advantage of the situation. Workers might try to inflate their hours, AWOL, or pretend to be working.

Recommendations when to use it:

When the team is highly motivated, with plenty of expertise, this leadership style can bring out the best in them.
During the early stages of a project.
When efficiency and high productivity are not the main concerns.
When you do not require great oversight, precision, and attention to detail.
When you do not have a hard deadline.

Transactional Leadership

Transactional leadership style leverages on transactions between a leader and their followers.

The leader offers an incentive for achieving the goals and complying while administering punishment for non-compliance, all in order to get the job done.

This give and take leadership style is rooted towards the establishment of routines and procedures in an efficient manner as compared to making transformational changes to the organisation.

Advantages:

Leaders specify SMART goals for employees
Creates a sense of fairness and equality
Motivation and productivity may increase if done correctly.
Reduces confusion in the chain of command.
Attempts to create a system that is easy to implement for leaders and easy to follow for employees.
Employees can choose their rewards or incentives.

Disadvantages:

Minimal innovation and creativity.
Empathy is not valued.
Lack of focus in relationship building.
Teamwork is often underappreciated or nonexistent
Normally reactive as they tend to be status quo within the business — only making changes within the department or organization when their hand is forced.
No long term vision as the nature of transactional leadership is focus on short term goals, quick wins and immediate outcomes.
Poor leadership development —creates followers and not leaders amongst employees.
Poor reward system — Employees may suffer from low morale and or only perform enough to not get punished or fired. This ineffectiveness can manifest itself in the growth of the company, as it may only meet but not exceed its expectations.
If you’re an employee that puts a premium on emotional and social factors and values, transactional leadership doesn’t often motivate you.

Recommendations when to use it:

Most effective in situations where problems are simple and clearly defined.
A well-established company not searching for change within the organization
During crisis situations where the focus needs to be on accomplishing certain tasks.
Maintenance of the structure of the group
Middle and upper management levels in large organisations
An organization with fixed operations that must be performed in a specific manner each time, such as a manufacturing company, will benefit from transactional leadership style, while companies or departments that need creativity from their staff may be less suited to this method.

Transformational Leadership

In transformational leadership styles, the leader inspires his or her followers with a vision and then encourages and empowers them to achieve it. This style of leadership requires strong self-actualisation and self-esteem to inspire others to change. They re-iterate the vision to their team members to keep the purpose fresh in their minds by connecting it to goals, talking about it often and finding ways everyone can meaningfully contribute to it. To the leader, it is vital to intellectually challenge those they lead, consider each of their individual ideas carefully and motivate them. The leader is willing to do whatever is required of their team and also serves as a role model for the vision.

Advantages:

Leads to lower employee turnover rate.
Transformational leadership place strong emphasis on corporate vision — united in a common cause.
High morale of employees are often observed.
Uses motivation and inspiration to gain support of employees.
Coercive approach towards leadership.
Value relationships greatly.
Embraces evolution and change.
Keeps the company open and ethical.
Promotes morale through better communication.
Gives freedom to the employees.
Strong emphasis on ethics.
Mutual respect, organisational skills, creativity, responsibility and integrity.

Disadvantages:

Leaders can deceive employees if they are not truthful or honest.
Consistent motivation and constant feedback is required.
Tasks cannot be pushed through without the agreement of employees.
May lead to deviation of protocols and regulations.
May lead to employee burnout.
Can be risky and disruptive.
Requires continuous feedback loops.
Leaders lose power if disagreements happen.
Too big-pictured.

Recommendations when to use it:

When corporate vision is established and resonates strongly within the team.
Company and leaders are invested in building the skillsets of their employees to achieve the vision.
Extremely successful for outdated businesses that must change to grow.
On teams who are struggling to collaborate and identify with the mission of the organisation.

Servant Leadership

Servant leadership can be summed up as empowering your team members and keeping them happy.

The outcome ensures greater commitment of the team member to the company.

Another outcome is more enthusiasm and energy for keeping customers happy is observed.

This selfless approach requires leaders to let go parts of their authority and benefits that they typically accrue in a leadership position.

Instead of following specific set of policies, servant leadership deeply rooted in attitude with which you approach your role and team members.

Advantages:

Boost morale.
Employees feel valued and know you’re looking out for them and their needs.
Inspires team to work with more enthusiasm and serve the customers.
Emphasis on collaborative decision-making in the workplace.
Encourages listening to team members and being the last to speak.
Servant leadership is hard to fake and requires authenticity.
Genuine leaders will stand out from the pack.
Facilitate mutual respect
Do not take credit for team members’ contributions.
Commitment to your team member’s personal and professional growth.
Encourage people to think for themselves and try their own ideas.
Informs team members on “why” instead of scripting the “how”.
Asking team members “How can I help you?”
Creates a positive work environment.
Nurtures employee commitment, trust, and loyalty.
Creates a sense of belonging amongst the team members.
Accelerates learning and development of team members.
The accessibility of the leader makes it easier for individuals to model off their behavior.
Leaders develop better foresight and effectively communicate it.

Disadvantages:

Leaders can deceive employees if they are not truthful or honest.
Requires serious commitment, and insincere servant leaders will have a hard time fooling employees for long.
May not be welcomed in some companies that prefer managers to follow a different model.
Decision-making in the workplace is a lot slower when you have to collaborate.
Unless leaders have built servant leadership into the organisation from the get go, it takes real work to set it up.
Learning to connect with and understand employees, and persuading them to participate in decision-making, requires serious commitment.
Difficult to implement as it is a demanding style of serving your team members and their needs.

Recommendations when to use it:

Company and leaders are invested in building the skillsets of their employees to achieve the vision.
Extremely successful for outdated businesses that must change to grow.
On teams who are struggling with collaboration issues.

Authoritarian Leadership

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Participative Leadership

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Delegative Leadership

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Recommendations when to use it:

Transactional Leadership

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Disadvantages:

Recommendations when to use it:

Transformational Leadership

Advantages:

Disadvantages:

Recommendations when to use it:

Servant Leadership

Advantages:

Disadvantages:

Recommendations when to use it:

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