Leadership styles

Leadership styles

Out of the most discussed topic in this universe is self-improvement and out of self-improvement the most important thing is to discover or at least know what a leadership style is.

Let’s start with leadership.

Leadership is basically an influence, a power to control or sense of dominance. Leadership is an evolved term and became popular in late 1970s. It began with the productivity law, where the most productive person was awarded some thing or was given an honor. Then became a management law in which people were supposed to manage other people to have better productivity and then comes the leadership law. I will come back with this revolution in detail in future.

You may have seen different leaders with a different nature and different level of popularity. As we say different nature of a leader, this is leader’s style.

Leadership styles

Leadership style can be defined as how a person plays a role. If we go further, how he reacts, how he decides, how he interacts and how he treats other people.

Leadership style can easily be understood if we come to know what “style” is. If I write a few lines about style:

His style of writing is very good.

His style of walking is different.

So now we know that style is a mode of doing things in different ways.

Types of leadership styles:

  • Autocratic style
  • Democratic style
  • Free reign

Autocratic style:

It is also said authoritarian style. “Authority” as the word tells, one in all type of thinking.

It is a sort of “I want you to do this or that” approach. In which all the decisions either small or big are in the hands of the leader. (Note: this must be noted that sometimes it’s the person who adopts this style, but some time it’s the role or the post which requires this kind of style and can’t be performed without this.)

Some people take it in a negative way and start yelling and ordering others. It is not that way.

Autocratic leadership style is just theme to be under a very responsible person and doing things according to his orders that’s it.


Democratic style:

This style is also known as participative style. As the name says it all, it’s normally participation between the boss and the subordinates. All the decisions are taken by the consent of all the members but still the final decision is of the boss.

This type of leadership style can be used when you have confidence on your subordinates or they are of high reputative value.

The leader uses the thinking prospective of “what do you thing?” and ask different people their opinion before doing any kind of decision.

democratic leadership

Free rein

Before telling anything about this topic I must say it’s a type of leadership style where there are risks involved.

So that is free rein leadership. This is a kind where Boss or leader gives or transfers authority to others to do the decisions also. This can be dangerous but is effective as well, mostly when the boss or the leader has to do something else more important than that task.

The point to note is that the leader is still responsible for whatever happens due to the decision and still leader is responsible to answer the questions.

This style of leadership is also known as laissez faire. This must be used very carefully and must not be used frequently. Leader can’t blame to the subordinates after anything is gone wrong.
democratic leadership

3 more leadership styles

The pacesetting leader expects and fashions excellence and self-direction. If this model had been summed up in one phrase, it could be “Do as I do, now.” The pacesetting type works finest when the team is already motivated and expert, and the chief wants fast results. Used extensively, nonetheless, this type can overwhelm team members and squelch innovation.

The affiliative leader works to create emotional bonds that convey a sense of bonding and belonging to the organization. If this style had been summed up in one phrase, it might be “People come first.” The affiliative type works finest in instances of stress, when teammates have to heal from a trauma, or when the staff must rebuild trust. This fashion should not be used completely, because a sole reliance on reward and nurturing can foster mediocre performance and an absence of direction.

The coercive leader calls for speedy compliance. If this fashion have been summed up in one phrase, it will be “Do what I inform you.” The coercive type is handiest in times of disaster, similar to in an organization turnaround or a takeover try, or throughout an precise emergency like a twister or a fire. This fashion can also assist control a problem teammate when every part else has failed. Nonetheless, it ought to be prevented in almost each other case as a result of it can alienate people and stifle flexibility and inventiveness.



Share this:
Share this page via Email Share this page via Stumble Upon Share this page via Digg this Share this page via Facebook Share this page via Twitter

Add a Comment

Your email address will not be published. Required fields are marked *