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Leadership Styles

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42 views3 pages

Leadership Styles

for educational purposes only

Uploaded by

Astillero Ryan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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1.

Transformational Leadership
We’ve likely all been in a group situation where someone took control,
communicating with the group and creating a shared vision. Creating a unity,
developing bonds, creating energy and instilling passion. This person is very
likely to be considered a transformational leader.

Transformational leadership is a leadership style that places emphasis on


change and transformation. Leaders who adopt this approach strive to inspire
their followers to achieve more than they ever thought possible by tapping into
their individual potential. This type of leadership can be extremely effective in
organizations that are looking to make major changes or transformations.

Some of the key characteristics of transformational leadership include:

A focus on the future: Transformational leaders are always looking ahead and
thinking about what needs to be done in order to achieve the organization’s
goals. They inspire their followers to do the same.

A focus on change: Transformational leaders are comfortable with change


and understand that it is necessary for organizational success. They work to
ensure that their followers are also comfortable with change and are able to
adapt to it.

A focus on people: Transformational leaders see the potential in each and


every one of their followers. They strive to develop their followers’ individual
strengths and abilities so that they can reach their full potential.

2. Delegative Leadership
Often referred to as “laissez-faire”, a delegative leadership style focuses on
delegating initiative to team members. This is generally known as one of the
least intrusive forms of leadership, this literally translates to “let them do”. This
is therefore considered a very hand-off leadership style.

Leaders who adopt this style have trust, relying on their employees to do their
jobs. They don’t micromanage or get too involved in providing feedback or
guidance. Instead delegative leaders give their employees the freedom to
utilize their creativity, resources, and experience to help them meet their
goals.
This can be a successful leadership strategy if team members are
competent and take responsibility for their work. However, delegative
leadership can also lead to disagreements among team members may split or
divide a group.

It can be particularly difficult for newcomers to adapt to this style of leadership,


or staff members to develop an understanding of who is ultimately in charge
and responsible for outcomes. Therefore, it’s important that this leadership
style is kept in check.

3. Authoritative Leadership
Authoritative leaders are often referred to a visionary. Leaders who adopt this
style consider themselves mentors to their followers. Not to be confused with
authoritarian leadership, authoritative leadership places more emphasis on a
“follow me” approach. In this way leaders chart a course and encourage those
around them to follow.

Leaders who display authoritative traits tend to motivate and inspire those
around them. As they provide overall direction, they also provide guidance,
feedback and motivation to their teams. This promotes a sense of
accomplishment, or achievement.

The authoritative leadership style relies heavily on getting to know each


member of a team. This allows a leader to provide guidance and feedback on
a more personalized level, helping individuals to succeed. This means
authoritative leaders need to be able to adapt, particularly as the size of their
team grows.

Authoritative leadership is clearly very hands-on, but leaders must exercise


caution not to micromanage. This is a tendency with this style, which can be
overbearing for team members and creative negative sentiments.

4. Transactional Leadership
Transactional leadership, often referred to as managerial leadership, is a
leadership style that relies on rewards and punishments. This leadership style
has a clear emphasis on structure, assuming individuals may not possess the
motivation needed to complete their tasks.
With this reward based system a leader sets out clear goals, or tasks for their
teams. Leaders also make it clear how their teams will be rewarded (or
punished) for their work. Rewards can take many formats, but typically will
involve financial recompense, such as pay, or a bonus.

This “give and take” leadership style is more concerned with following
established routines and procedures in an efficient manner, than with making
any transformational changes to an organization.

Transactional leadership establishes roles and responsibilities for each


employee. However, it can lead to diminishing returns if employees are
always aware of how much their effort is worth. Therefore it is important that
incentives are consistent with company goals and supported by additional
gestures of appreciation.

5. Participative Leadership
Sometimes referred to as democratic leadership, participative leadership is a
leadership style encouraging leaders to listen to their employees and involve
them in decision-making process. This leadership style requires leaders to be
inclusive, utilize good communication skills and crucially, be able to share
power/responsibility.

When a leader adopts a participative style of leadership this encourages


collaboration, through accountability. This often leads to a collective effort of a
team to identify problems and develop solutions, as opposed to assigning
individual blame.

This leadership style has historically been very common, utilized by a wide
range of leaders in many organizations. However, as working habits have
changed (accelerated by the COVID-19 pandemic) and teams have become
more decentralized it makes this leadership style more difficult.

Spontaneous, open and candid communication are often associated with a


participative leadership style. Remote working, or virtual teams can make this
particularly challenging to maintain.

Participative leadership is often favored as it helps to build trust with


employees. Empowering them and encouraging them to share their ideas on
important matters, demonstrating their value to a team.

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