How to Lead: 6 Leadership Styles and Frameworks
There are many leadership styles. Some of the most widely discussed include: authoritarian (autocratic), participative (democratic), delegative (laissez-faire), transformational, transactional, and situational. Leadership styles refer to a leader's characteristic behaviors when directing, motivating, guiding, and managing groups of people.
Great leaders can inspire political movements and social change. They can also motivate others to perform, create, and innovate. As you start to consider some of the people who you think of as great leaders, you can immediately see that there are often vast differences in how each person leads.
Fortunately, researchers have developed different theories and frameworks that allow us to better identify and understand these different leadership styles.
What Are Leadership Styles? Leadership styles are classifications of how a person behaves while leading a group. Lewyn's leadership styles are authoritarian (autocratic), participative (democratic), and delegative (laissez-faire).
Illustration by Joshua Seong, Verywell
Lewin's Leadership Styles
In 1939, a group of researchers led by psychologist Kurt Lewin set out to identify different styles of leadership. While further research has identified more distinct types of leadership, this early study was very influential and established three major leadership styles that have provided a springboard for more defined leadership theories.
In Lewin's study, schoolchildren were assigned to one of three groups with an authoritarian, democratic, or laissez-faire leader. The children were then led in an arts and crafts project while researchers observed the behavior of children in response to the different styles of leadership. The researchers found that democratic leadership tended to be the most effective at inspiring followers to perform well.
Authoritarian Leadership (Autocratic)
Authoritarian leaders, also known as autocratic leaders, provide clear expectations for what needs to be done, when it should be done, and how it should be done. This style of leadership is strongly focused on both command by the leader and control of the followers. There is also a clear division between the leader and the members. Authoritarian leaders make decisions independently, with little or no input from the rest of the group.
Researchers found that decision-making was less creative under authoritarian leadership. Lewin also concluded that it is harder to move from an authoritarian style to a democratic style than vice versa. Abuse of this method is usually viewed as controlling, bossy, and dictatorial.
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Authoritarian leadership is best applied to situations where there is little time for group decision-making or where the leader is the most knowledgeable member of the group. The autocratic approach can be a good one when the situation calls for rapid decisions and decisive actions. However, it tends to create dysfunctional and even hostile environments, often pitting followers against the domineering leader.
Participative Leadership (Democratic)
Lewin’s study found that participative leadership, also known as democratic leadership, is typically the most effective leadership style. Democratic leaders offer guidance to group members, but they also participate in the group and allow input from other group members. In Lewin’s study, children in this group were less productive than the members of the authoritarian group, but their contributions were of a higher quality.
Participative leaders encourage group members to participate, but retain the final say in the decision-making process. Group members feel engaged in the process and are more motivated and creative. Democratic leaders tend to make followers feel like they are an important part of the team, which helps foster commitment to the goals of the group.
Delegative Leadership (Laissez-Faire)
Lewin found that children under delegative leadership, also known as laissez-faire leadership, were the least productive of all three groups. The children in this group also made more demands on the leader, showed little cooperation, and were unable to work independently.
Delegative leaders offer little or no guidance to group members and leave the decision-making up to group members. While this style can be useful in situations involving highly qualified experts, it often leads to poorly defined roles and a lack of motivation.
Lewin noted that laissez-faire leadership tended to result in groups that lacked direction and members who blamed each other for mistakes, refused to accept personal responsibility, made less progress, and produced less work.
Observations About Lewin's Leadership Styles
In their book, The Bass Handbook of Leadership: Theory, Research, and Managerial Applications, Bass and Bass note that authoritarian leadership is often presented solely in negative, often disapproving, terms. Authoritarian leaders are often described as controlling and close-minded, yet this overlooks the potential positives of stressing rules, expecting obedience, and taking responsibility.
While authoritarian leadership certainly is not the best choice for every situation, it can be effective and beneficial in cases where followers need a great deal of direction and where rules and standards must be followed to the letter. Another often overlooked benefit of the authoritarian style is the ability to maintain a sense of order.
Bass and Bass note that democratic leadership tends to be centered on the followers and is an effective approach when trying to maintain relationships with others. People who work under such leaders tend to get along well, support one another, and consult other members of the group when making decisions.
Additional Leadership Styles and Models
In addition to the three styles identified by Lewin and his colleagues, researchers have described numerous other characteristic patterns of leadership. A few of the best-known include:
Transformational Leadership
Transformational leadership is often identified as the single most effective style. This style was first described during the late 1970s and later expanded upon by researcher Bernard M. Bass. Transformational leaders are able to motivate and inspire followers and to direct positive changes in groups.
These leaders tend to be emotionally intelligent, energetic, and passionate. They are not only committed to helping the organization achieve its goals, but also to helping group members fulfill their potential.
Research shows that this style of leadership results in higher performance and more improved group satisfaction than other leadership styles. One study also found that transformational leadership led to improved well-being among group members.
Transactional Leadership
The transactional leadership style views the leader-follower relationship as a transaction. By accepting a position as a member of the group, the individual has agreed to obey the leader. In most situations, this involves the employer-employee relationship, and the transaction focuses on the follower completing required tasks in exchange for monetary compensation.
One of the main advantages of this leadership style is that it creates clearly defined roles. People know what they are required to do and what they will be receiving in exchange. This style allows leaders to offer a great deal of supervision and direction, if needed.
Group members may also be motivated to perform well to receive rewards. One of the biggest downsides is that the transactional style tends to stifle creativity and out-of-the-box thinking.
Situational Leadership
Situational theories of leadership stress the significant influence of the environment and the situation on leadership. Hersey and Blanchard's leadership styles is one of the best-known situational theories. First published in 1969, this model describes four primary styles of leadership, including:
Telling: Telling people what to do Selling: Convincing followers to buy into their ideas and messages Participating: Allowing group members to take a more active role in the decision-making process Delegating: Taking a hands-off approach to leadership and allowing group members to make the majority of decisions
Later, Blanchard expanded upon the original Hersey and Blanchard model to emphasize how the developmental and skill level of learners influences the style that should be used by leaders. Blanchard's SLII leadership styles model also described four different leading styles:
7 Skills That Will Help You Have a Successful Management Career
7 Skills That Will Help You Have a Successful Management Career
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Management is a people’s job, whether a public sector manager or a manager of a team of engineers, and building successful relationships is an integral part of it. You can lead a team of colleagues efficiently only if you have earned their respect. To achieve this, you need to understand how to handle people in the most effective manner.
The good news is that there are many short online courses that equip students with much-needed management skills. If you want to shine in this field, we have put together a list of seven skills that will help you achieve a successful management career.
1. Interpersonal skills
Management is a people’s job, and building successful relationships is an integral part of it. You can lead a team of colleagues efficiently only if you have earned their respect. To achieve this, you need to understand how to handle people in the most effective manner.
One way is by taking the time to get to know your colleagues at both a personal and professional level. Team building activities and social activities allow you to interact with your team members in a less formal environment. However, you should still be careful to maintain professional boundaries.
Interpersonal skills show your ability to understand, listen, and connect with your colleagues. This skill allows you to show off your management skills while demonstrating your ability to play your role as a reliable member of the team.
2. Communication Skills
Excellent communication skills are vital in management. This is because it’s the determinant of how well information passes throughout the team; it ensures unity and uniformity in the workforce. The ability to communicate effectively with the group relates to how well the team follows outlined procedures, their effectiveness in completing assigned tasks and activities, and in the long run, the success of the organization.
Communication is the flow of information that helps the smooth functioning of an organization. Clear communication allows easier team collaboration, faster resolution of arising issues, and conflict prevention.
A leader should be able to use all forms of communication, whether verbal, written, or listening because they liaise with people from all levels of the organization. Excellent communication skills help a manager to work well with employees, thus promoting the company’s ability to achieve its goals and objectives.
3. Planning And Evaluation
This critical aspect involves the organization of activities in coordination with set guidelines and the utilization of the available resources. It also refers to the set of actions or strategies that allow you to carry out planned objectives and goals while remaining within the limits of available resources. The planning process involves the following:
Identifying and putting in place achievable goals
Developing strategies
Outlining actions, tasks, and schedules necessary to achieve the set goals
It is important to develop the insight needed for the formulation of workable plans because a good manager should be able to deliver on his promises.
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4. Decision-making
Decision-making is another crucial management skill. A manager’s job involves making numerous decisions, both knowingly and unknowingly. Decision making is a vital component to the success of a manager.
When the manager can make efficient decisions, the success of the organization is almost guaranteed, while bad decisions result in poor performance of the organization. Clear and concise decisions help in the effective and smooth running of the organization. A manager should be able and willing to take up responsibility for the results of every decision they make.
5. Problem-solving
It’s an essential skill that allows the manager to handle and solve frequent issues that arise at work. Problem-solving deals with problem identification and coming up with the best solution to tackle the problem. A manager with excellent problem-solving ability sets himself apart from his team as it gives extra confidence in the management role.
6. Proper Delegation of Tasks
Delegation involves passing on activities and tasks to others. The process allows you to reallocate and reassign duties to various employees, depending on the workload available. Effective and efficient delegation facilitates quick results and is only possible if the manager is aware of his employees’ skillset.
It helps avoid time wastage, inproductivity, and increases employee accountability and responsibility. For optimal results, every manager should have excellent delegation skills.
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7. Keeping the Team Motivated
Motivation is another essential management skill that a manager needs. It helps bring forth desired employee response and behavior. The right motivation tactics depend on various characteristics such as team personalities, team culture, and so on.
This skill includes simple gestures such as offering encouragement, recognizing where due, showing interest in your employees’ lives, and letting your staff know you value them.
Conclusion
The management skills given above are some of the essential skills for the successful running of an organization. Thus taking up a business sustainability course can be a good idea. These skills allow you to stand out as a professional and also improve your chances of success at every level.
Excellent management skills will help you to move the organizations’ goals forward while dodging possible hiccups and hurdles. Without these skills, problems are likely to arise, and failure is almost guaranteed.
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Author: Emma is a passionate writer & guest blogger. Writing helps her to improve her knowledge, skills & understanding about the specific industry. She loves writing & sharing her knowledge mostly in the Technical & career domain. She is passionate about spreading her knowledge & tips across the world. Apart from writing, she loves traveling, styling & cooking.
7 Skills You Need to Effectively Manage Teams
To effectively manage a team, you need several key characteristics and skills. Without them, it can be difficult to rally your employees to work toward common goals and perform at their best—which can be disastrous for both your organization and career.
Whether you're an aspiring manager, newly appointed leader without a lot of experience, or seasoned executive who's had difficulty overseeing your team, developing these critical skills will prove crucial to your success.
Free E-Book: How to Become a More Effective Leader Access your free e-book today. DOWNLOAD NOW
Team Management Skills All Professionals Need
1. Clear, Effective Communication
As a manager, your goal is to help the members of your team complete tasks in a manner that is efficient, consistent, and aligns with the company’s overarching strategic goals. To accomplish this, you must clearly articulate what those strategic goals are—while also detailing the specific work and processes that will be required of your team to reach them.
By becoming a more effective communicator, you'll remove confusion among your team and ensure everyone is aligned and working toward the same goals.
2. Emotional Intelligence
Emotional intelligence refers to an individual’s ability to manage their emotions, as well as those of others.
A highly developed level of emotional intelligence is a hallmark of strong managers and leaders. Someone with a keen sense of self-awareness, empathy, and other social skills is someone who can motivate and influence others—an important quality for managers to exhibit.
3. Organization
You may be responsible for overseeing budgets and project timelines in addition to the daily tasks that members of your team perform. Juggling so many moving pieces and making necessary adjustments along the way requires a high degree of organization.
4. Ability to Delegate
However tempting it might be for you to micromanage members of your team, doing so can be detrimental to progress.
A good manager knows how to delegate work to others. This involves understanding who's best suited to complete a particular task. It also requires ensuring an employee has the required resources to be successful and feels empowered to make their own decisions.
5. Openness
Openness goes hand in hand with both emotional intelligence and effective communication.
It’s important that the members of your team feel comfortable approaching you when they have questions or concerns, or when they need clarification on what's expected of them. If your employees don't believe they can reach out to you, there’s a risk that problems or concerns will go unaddressed before it's too late to correct them.
6. Problem-Solving
No matter how well prepared, organized, or established a project or process is, every manager runs into problems. This could be in the form of a missed deadline or milestone. It could be budgetary in nature. It could involve an unforeseen breakdown in the supply chain.
Whatever the case, managers must be skilled problem-solvers. The ability to evaluate a challenge, think critically about potential solutions, and formulate a response are essential to anyone who's tasked with leading a team.
7. Decision-Making
Over the course of a day, managers might be responsible for making a number of decisions that impact their team or the project they're overseeing. Prioritizing tasks, allocating resources, delegating duties—each of these is a decision that falls to the manager.
Sometimes, a manager will need to make an authoritative decision to resolve an issue. Other times, decision-making might involve consensus building, wherein members of the team are invited to participate in the discussion and help guide the process. Ultimately, the manager is responsible for the outcome of the decision and, as such, must be comfortable with ensuing results.
How You Can Develop Your Team Management Skills
If you want to take your team management skills to the next level, there are several steps you can take to improve them. These include:
Taking stock of your current skills. To chart a path for your professional development, you first need to understand where your management skills currently stand. What are your strengths? What are your weaknesses? Where are your greatest opportunities to turn development into career success? These insights will help you create a plan that's right for you.
To chart a path for your professional development, you first need to understand where your management skills currently stand. What are your strengths? What are your weaknesses? Where are your greatest opportunities to turn development into career success? These insights will help you create a plan that's right for you.
Setting goals for improvement and development. Once you have a sense of your current skills, you need to set goals for your development efforts. Which skills do you need to improve? How will you measure success? What is your timeframe? By setting specific and attainable goals, you give yourself something to work toward and increase your chances of success.
Once you have a sense of your current skills, you need to set goals for your development efforts. Which skills do you need to improve? How will you measure success? What is your timeframe? By setting specific and attainable goals, you give yourself something to work toward and increase your chances of success.
Inviting feedback from your team. If you're unsure about your current abilities or where you should prioritize growth, consider turning to co-workers for feedback. This can be invaluable in helping you identify your strengths and weaknesses.
If you're unsure about your current abilities or where you should prioritize growth, consider turning to co-workers for feedback. This can be invaluable in helping you identify your strengths and weaknesses.
Practicing your skills. Practice your skills both in and out of the office. If you find that a project has suffered setbacks due to poor communication, for example, identify the point of confusion and make a mental note to avoid this in the future. Or, if a project has become bogged down due to micromanaging, find methods to help you manage from a perch instead of down in the trenches.
Practice your skills both in and out of the office. If you find that a project has suffered setbacks due to poor communication, for example, identify the point of confusion and make a mental note to avoid this in the future. Or, if a project has become bogged down due to micromanaging, find methods to help you manage from a perch instead of down in the trenches.
Pursuing professional development. Professional development can be a valuable asset in helping you reach your managerial potential. Signing up for a management training course can help you quickly develop your management skills, while pursuing mentorship opportunities can aid you throughout the trajectory of your career.
In Management Essentials, students are given the tools and opportunities they will need to improve their management skills and become more effective managers within their organization. Is Management Essentials the right HBS Online leadership and management course for you? Download the free flowchart to find out.