What Style of Leadership Should You Adopt for Better Management?
We often hear about the importance of good leadership. Currently, more and more businesses acknowledge how vital and effective management is for maintaining the most talented employees and ensuring an accommodating working environment. It’s essential to adopt some of the traits of accomplished leaders, for example, communication with your team, motivation, inclusion, and encouragement. These characteristics form a strong and motivated team, but in this article, we want to talk more about different styles of leadership and which of those would fit your management goals.
It takes a lot of effort to become a praised leader because it’s not only some preferences, but a long history of studies of how people correlate with each other. After doing much research in the military field and other areas where work is based on dominance and hierarchy, researchers have defined the main types of leadership and the way they work in different environments.
In the book titled “Leadership that Gets Results” (2000), author and psychologist Daniel Goleman discloses six leadership styles: authoritarian, paternalistic, democratic, laissez-faire, transactional, and transformational. So, how these styles are different and what kind of leader are you?
Authoritarian — this type is mainly based on the highest point of the hierarchy chart. A person who is in charge (boss, teacher, officer) usually refers only to himself or herself and doesn’t consider others input valuable or credible. This style can create a hostile working environment where everyone has to report to the one person who is in charge. This kind of leadership is rather toxic and can result in people leaving the company or having performance issues. Currently, many companies are giving up on this mentality and seeking a more liberal and innovative approach.
Paternalistic — leaders who adopt this management type behave like parental figures. They ensure that all employees would feel like the part of a family and thereby create close and loyal relationships. This type is beneficial in smaller teams where, despite circumstances, most of the employees will develop close connections. It’s good when everyone feels safe to speak up their mind and can get help from colleagues or a boss. However, eventually, this type can become more damaging than helpful, as people will look for more significant career opportunities not only for a close relationship with their boss based on loyalty. Not to mention, a leader might develop preferences and divide team members into favorites.
Democratic — a democratic leader takes other team members suggestions and inputs into account. This type of leadership works as one organism where everyone plays their part. In most cases, this style is the most effective, as it is formed based on trust and professionalism of employees. However, a leader keeps the right to make the final decision, but the team’s opinion and work are essential.
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