Classic Leadership Styles
Much has been said over the years about leadership styles. Yet
research into the best and most practical overview leads to the
easiest conclusion (there will always be variables on these, as
well as mixes of them), are that there are four distinct
leadership styles. With one to avoid as well!
1. The Autocrat
This leadership style is one that is typically less prevalent
now than it was in the 70's and 80's. This leader thrives on
leading from the front making all the decisions and typically
dragging the rest of his people along with him.
He is energised by his own ego and is driven internally to make
decisions and those which are right and those which are his.
There is little potential to influence here and he is
single-tracked in his determination for doing things his way.
Often full of self-importance, he has little confidence in his
subordinates and distrusts them. He makes most of the decisions
and passes them down the line. He makes threats where necessary
to ensure that his orders are obeyed.
The autocratic leadership style is sometimes described as strong
leadership, desired by their followers. This is where
individuals seek 'leadership', but often mistake this for being
told what to do, which is much more comforting in certain
situations and organisations. Sadly, in many organisations,
individuals have no other experience than this way of being led.
Whilst it is less favourable a style nowadays, than in the past,
it rather seems to have become unstylish to overtly behave this
way. To be seen to be an autocrat is not the thing. This may
well have driven the Autocrat into hiding. Often ego-driven
autocrats will be found lurking just below the surface of the
other three key styles, paying homage to current trends, but
still calling the shots!
2. Involving Autocrat
In this leadership style, true autocrats have realised that they
can't do it all, so they seek and get help. The ideas may still
be theirs, but they try to sell the ideas to others in as
convincing a way as possible.
By spending time being approachable, actually talking and, even
better, listening to their people, they develop a much more
inclusive way than the pure Autocrat. Often very charismatic,
they build effective teams, who are pulled along in the wake of
their personal character.
And they still get their own way! Lurking Autocrats often hide
here! Yet it works, because people get far more engaged. This
leadership style needs a lot less energy to drag people along,
than have them alongside you, up to a point.
They often see themselves as a sort of benevolent father figure
who makes all the important decisions and then persuades his
people to go along with them. He may even let minor decisions be
made by some subordinates using his own rules. Incentives as
well as reprimands may be used to keep people onside and
delivering.
3. The Partial Democrat
In this leadership style, their people get a look in, with
involvement in major decisions, even strategic planning, being
the benchmark.
Partially Democratic leaders really do believe that their people
can contribute and they take their issues to them for some
input. Believing that there is value in taking in some
contributions as useful, is a major breakthrough of leaders to
behave this way.
Although they seriously retain their overall leadership
position, they are seen to be involving, although not so far as
to let others get on with it fully freed.
The partial democrat has believes in the capabilities of most of
his people and involves his employees widely. Before making
decisions he will seek their views, but he will still have the
final say.
4. The Total Democrat
Fully bought into the value that the involvement of others,
brings the very best solutions, the Total Democrat enables
solutions to come bottom up (as distinct from The Autocrat, who
is very 'top down'). Indeed this style of leader is quite
hands-off, letting the wisdom of his people deliver solutions.
Great at delegating, this style of leader can also significantly
develop individuals, if they are given ongoing support and focus
for the challenging work asked of them. Often this style of
leader has the vision to realise what people need and ensure
they get it, generating successful and sustainable organisations.
The Total Democrat has complete confidence and trust in his
employees. When issues arise and decisions must be made,
relevant and varied participants are involved to discuss the
situation and a majority view is taken as the final decision.
And finally...recognise this?
The Abrogator
This leadership style is way the wrong extreme. Here, there is
no guidance regarding quality, standards, direction or strategy
from above, and everyone beneath the leader is frustrated, even
though they are allowed to do their own thing. Decisions are
just left to happen and responsibility is abrogated.
Total Democrat to the extreme, but without any leadership
qualities, all his people feel unable to cope and in the end,
underperformance precedes implosion of team and individuals are
left floundering.
This is a disastrous style, which is more common than you might
think. Often, when this happens, a 'sub-leader' takes over and
delivers enough to keep things afloat.