15 leadership styles: understanding different approaches

Introduction

Are you ready to be a leader ? Leadership styles can make or break the success of teams across the company. As a leader, it's important to recognise your style and understand what best fits your team. This way, you can focus better on employee growth in their respective roles.

• Autocratic leadership style
• Democratic leadership style
• Laissez-faire leadership style
• Transformational leadership style
• Transactional leadership style
• Servant leadership style
• Situational leadership style
• Charismatic leadership style
• Coaching leadership style
• Visionary leadership style
• Bureaucratic leadership style
• Quiet leadership style
• Task-oriented leadership style
• People-oriented leadership style
• Adaptive leadership style
• Advantages of adopting different leadership styles
• Disadvantages of adopting different leadership styles
• Summary
• Frequently asked questions (FAQs)

What are leadership styles?

Leadership styles refer to a behavioural approach leaders adopt to guide, motivate, and influence their employees or followers. A leadership style determines how leaders craft strategies to achieve objectives and manage teams.

Why do leadership styles matter?

Your leadership style reflects your personality, work experiences, life story, and thinking process. Leadership styles vary from person to person. You can adjust them based on the needs of the company and your team.

As a leader, you need to know what works best for your team. This begins by having a clear understanding of their roles and responsibilities. You also need to be open to change when needed.

An overview of different leadership styles

Various institutions have studied leadership styles. One notable study is Daniel Goleman’s “ Leadership That Gets Results, published in the Harvard Business Review. It involved more than 3,000 mid-level managers across a span of more than three years. This research identified specific leadership behaviours and how they influenced corporate culture and business success.

One of the more intriguing findings revealed that a manager’s leadership style correlated with 30% of the company’s profitability. This highlights the significant impact a leadership style can have on employees. It can motivate employees and drive them towards achieving targets and goals. Furthermore, effective leadership plays a vital role in fostering trust among teams.

Identifying the best leadership style for yourself is important. This way, you'll feel empowered to lead your team better.

Autocratic leadership style

What is the autocratic leadership style?

Autocratic leadership is when a leader makes decisions without consulting the team. It works best for quick decision-making.

It is also known as authoritarian, coercive, or commanding leadership.

Characteristics of autocratic leaders:

• Minimal or no input from the team
• Only leaders make decisions
• Implementation of methods and processes
• Clear and well-communicated rules

Pros and cons of autocratic leadership:

Autocratic leadership proves helpful when you have to make tough decisions. This means relying on your own aptitude and skills. This style can compensate for a team’s lack of experience in a particular industry.

But, it is important to note that this type of leadership is not sustainable in the long run. When you don't seek the advice of employees, they may not feel valued and choose to leave. This results in a high employee turnover, which impacts company morale. It also hinders the development of a driven and solution-oriented workforce. Besides, autocratic leadership can lead to employee intimidation and micromanaging. These are ingredients of an unhealthy work environment.

When to use autocratic leadership:

If you need to make quick decisions, autocratic leadership works. Construction and manufacturing industries are some sectors that work best with this style.

Democratic leadership style

What is the democratic leadership style?

Democratic leadership involves considering the input of all team members when making decisions.

It is also known as participative or facilitative leadership.

Characteristics of democratic leaders:

• Foster collaboration and creativity
• Seek feedback and opinions from employees
• Emphasises teamwork
• Value transparency and communication

Pros and cons of democratic leadership:

This type of leadership empowers employees to participate actively and encourages them to voice their opinions.  It enhances engagement by demonstrating that management considers their feedback important.  This way, they feel valued.

However, when many employees share their perspectives, managers spend longer making decisions. This is because they need to build consensus across teams.

And, if feedback is not constructive, managers cannot make the best decisions.

When to use democratic leadership:

Democratic leadership work best during executive meetings where stakeholders discuss and build consensus.

Laissez-faire leadership style

What is the laissez-faire leadership style?

Laissez-faire translates to “let them do” in French. This style allows employees to work autonomously, intervening only when necessary.

It is also known as delegative or hands-off leadership.

Characteristics of laissez-faire leaders:

• Effective delegation
• Freedom for employees to work independently
• Provision of tools and resources
• Constructive criticism and intervention when needed

Pros and cons of laissez-faire leadership:

Laissez-faire leaders entrust employees with full accountability for their work. This fosters motivation and encourages them to strive for excellence. Such high trust within the team creates a sense of value and empowerment among employees.

While this leadership approach offers great autonomy, it can pose challenges for early-career employees. Those who require guidance to enhance their performance may feel the same. There's also a risk of individuals working more independently rather than collaboratively.

Laissez-faire leadership may be suitable in scenarios where teams have lower skill levels. However, if you identify this as your leadership style, don't overlook employee growth. Creating more learning opportunities along the way is key.

When to use laissez-faire leadership:

This is effective in creative teams and small companies or start-ups.

Transformational leadership style

What is the transformational leadership style?

Transformational leadership motivates employees to reach their full potential. It encourages them to drive change in the company.

Characteristics of transformational leaders:

• High integrity and emotional intelligence
• Empathy and encouragement
• Trusted by employees
• Effective communication and clear vision

Pros and cons of transformational leadership:

Employees feel inspired to unleash their creativity in their daily work. This environment encourages them to improve processes and benefit the company.

This leadership style also plays a crucial role in boosting employee morale.

However, there is a risk of losing sight of the learning curves required to achieve company goals. The continuous pursuit of improvement may contribute to employee burnout. You'll thus need to have a careful balance between innovation and employee well-being.

When to use transformational leadership:

This style is best used in organisations focused on growth and innovation.

Transactional leadership style

What is the transactional leadership style?

Transactional leadership operates on rewards or incentives and punishment to motivate employees.

Characteristics of transactional leaders:

• Extrinsically motivated
• Structured approach
• Hesitant to change

Pros and cons of transactional leadership:

Transactional leaders prioritise rewards and penalties, enabling them to establish clear and easily understandable expectations for employees. The framework of this leadership style ensures that individuals are aware of the specific rewards that they can expect upon achieving their goals.

However, it is important to note that while incentivising employees with rewards can be effective, transactional leadership places a stronger emphasis on targets and goals rather than fostering relationship-building among team members. As a result, employees may not feel fully engaged by these leaders. Additionally, this leadership style carries the risk of stifling creativity in problem-solving and instilling fear of punishment due to the reliance on a reward system.

When to use transactional leadership:

This style is suitable for teams that require structure and monitoring to meet business goals.

Servant leadership style

What is the servant leadership style?

Servant leadership focuses on empowering employees and prioritising their wants and needs. This style came from Robert Greenleaf, a researcher who had doubts about traditional leadership styles – which can be more authoritarian.

Characteristics of servant leaders:

• Focus on stakeholders' needs
• Mentoring employees
• Sharing power with employees
• Active listening and accountability

Pros and cons of servant leadership:

In servant leadership, leaders earn respect by prioritising the well-being of their team members. This approach fosters a culture of trust and a shared vision within the organisation. Opinions are valued and contribute to the decision-making process, allowing for a more inclusive environment. Additionally, this leadership style offers opportunities for growth, advancement, and support.

While servant leadership may be less known, adapting to this style can take time as it requires a cultural shift in the way employees work. The nature of servant leadership relies heavily on collaboration, which may not align with rapid decision-making.

When to use servant leadership:

This style is best used in less structured workplaces that value collaboration, such as research settings.

Situational leadership style

What is the situational leadership style?

Situational leadership adapts management style based on circumstances and employee needs.

Characteristics of situational leaders:

• Effective communication
• Relationship building
• Flexibility in adapting to short-term and long-term goals

Pros and cons of situational leadership:

This leadership style has the ability to motivate employees and guide them in making informed decisions based on the situation at hand. Situational leaders empower employees by helping them recognise the significance of their work.

However, for this leadership style to be effective, situational leaders must possess a high level of expertise across various functions and processes. This knowledge is crucial for making critical decisions within the organisation. It is important to be mindful of the risk of confusing employees when constantly changing tactics or approaches. Excessive change can create stress and confusion regarding the direction of the goal.

When to use situational leadership:

This style is ideal for start-ups or companies requiring frequent changes in processes and systems.

Charismatic leadership style

What is the charismatic leadership style?

Charismatic leadership uses communication and persuasion skills to influence others and drive progress.

Characteristics of charismatic leaders:

• Excellent communication and listening skills
• Humility
• Actions align with words
• Confidence and warm aura

Pros and cons of charismatic leadership:

Under this leadership style, individuals are inspired and motivated to perform their work. Additionally, it cultivates a sense of camaraderie and collaboration among team members. By ensuring that individuals feel listened to and valued, it fosters a positive atmosphere in the workplace.

However, it is important to be cautious of the potential perception of charismatic leaders as shallow or self-centred, prioritising their own interests above those of the team. It is crucial to avoid falling into self-serving behaviours along the way. Vigilance is required to maintain a focus on the well-being and development of the team rather than solely on personal gain.

When to use charismatic leadership:

Use this style to showcase a powerful personality, such as in politics or during crisis management.

Coaching leadership style

What is the coaching leadership style?

Coaching leadership focuses on identifying and nurturing individual talent and strengths.

It is also referred to as conscious leadership.

Characteristics of coaching leaders:

• Focuses on learning and high performance
• Active listening
• Trustworthiness
• Positive thinking
• Intentionality in decision-making

Pros and cons of coaching leadership:

Coaching leadership is highly effective in motivating and supporting employees. It emphasises the recognition of individual strengths and fosters a sense of uniqueness among team members.

However, it is important to acknowledge that coaching leadership requires a significant investment of time due to its focus on individual development. Additionally, it is crucial to consider that mentoring may not be equally effective for everyone, as there may be mismatches between mentors and mentees. Furthermore, the availability of experienced employees to act as mentors can be limited, presenting an additional challenge.

When to use the coaching leadership style?

Use this style to promote skill development, problem-solving, and strong company culture.

Visionary leadership style

What is the visionary leadership style?

Visionary leadership focuses on setting clear goals, creating a purpose, and inspiring employees.

It is also referred to as affiliative leadership.

Characteristics of visionary leaders:

• Persuasive communication
• Mentorship
• Big-picture planning
• Strategic thinking and risk-taking

Pros and cons of visionary leadership:

Teams thrive under the guidance of visionary leaders, as they create a collective sense of purpose and enable enjoyable work experiences. By providing inspiring vision statements, these leaders motivate teams to achieve their goals.

However, it is important to note that when leaders excessively focus on the overarching vision, they may unintentionally overlook day-to-day concerns, which can pose long-term problems. Additionally, a potential drawback of this leadership style is the risk of overlooking alternative ideas and opportunities for growth, as the singular focus on a specific goal or vision may overshadow potentially beneficial perspectives.

When to use visionary leadership:

This style is best used in organisations focused on future growth and innovation.

Bureaucratic leadership style

What is the bureaucratic leadership style?

Bureaucratic leadership follows rules and adheres to the hierarchy within an organisation.

Characteristics of bureaucratic leaders:

• Task-oriented
• Hardworking
• Strong mindset
• Adherence to organisational hierarchy

Pros and cons of bureaucratic leadership:

This leadership style prioritises fairness over favouritism, promoting shared responsibilities, job security, and a predictable work environment. Its efficient and transparent leadership can also foster creativity.

However, it is important to acknowledge that while this leadership style is less controlling than autocratic leadership, there may still be certain limitations on individuals’ freedom to accomplish tasks. Innovation may not be as encouraged under this style, and it may not be well-suited for companies that prioritise ambitious goals and rapid growth.

When to use bureaucratic leadership:

This style is suitable for large corporations or traditional companies with established processes.

Quiet leadership style

What is the quiet leadership style?

Quiet leadership emphasises listening, collaboration, and a gentle approach to handling employee concerns.

Characteristics of quiet leaders:

• Approachability
• Leading by example
• One-on-one conversation style
• Active listening

Pros and cons of quiet leadership:

Quiet leadership fosters a climate of creativity and innovation within teams, as they are empowered to make decisions without fear of immediate repercussions. This autonomy allows them to work freely and explore new approaches.

However, it is worth noting that employees accustomed to leaders who are vocal and quick to share their thoughts may not readily embrace this leadership style. Quiet leaders take their time to reflect before speaking, and they may require a pause before responding. If you identify as a quiet leader, it can be helpful to proactively communicate with your employees, informing them that you need time for thoughtful consideration before providing a response.

When to use quiet leadership:

This style works well when reinventing company culture or encouraging innovation.

Task-oriented leadership style

What is the task-oriented leadership style?

Task-oriented leadership prioritises achieving goals within set timelines and processes.

Not to be confused with people-oriented leadership, this leadership style is focused on achieving goals in a timely and efficient manner.

Characteristics of task-oriented leaders:

• Prioritisation of structure and plans
• Solution-oriented
• Straightforward approach

Pros and cons of task-oriented leadership:

Task-oriented leadership enhances goal achievement and adherence to deadlines through the implementation of rigour schedules and clear expectations. This structured approach promotes consistency in work, aiding employees in time management and organisation. Additionally, it may lead to the discovery of more efficient systems for accomplishing tasks.

On the other hand, task-oriented leadership can potentially detract from the enjoyment of work and hinder opportunities for socialising and building relationships with colleagues. This can have a negative impact on morale. Moreover, the pressure to consistently deliver on time in a task-oriented environment may result in increased stress levels among employees.

When to use task-oriented leadership:

This style is best used when targeting project completion within a specific timeframe.

People-oriented leadership style

What is the people-oriented leadership style?

People-oriented leadership emphasises interpersonal relationships and positive work environments.

Characteristics of people-oriented leaders:

• Collaboration
• Approachability
• Empathy
• Strong communication skills

Pros and cons of people-oriented leadership:

People-oriented leadership empowers employees to work independently and encourages them to take risks, fostering a sense of trust and value. By adjusting the work to meet individual needs and expectations, this leadership style can help reduce turnover.

On the downside, that excessive comfort and friendliness between leaders and employees can create challenges in enforcing boundaries and ensuring accountability. Additionally, leaders may face difficulties when it comes to making decisions about retaining underperforming employees due to personal relationships. Long-term employment considerations need to be carefully balanced with performance standards.

When to use people-oriented leadership:

Use this style to strengthen relationships and empower teams to deliver high-quality work.

Adaptive leadership style

What is the adaptive leadership style?

Adaptive leadership addresses complex challenges by leveraging creativity and inputs from different employees. It was introduced by Ronald Heifetz and Marty Linsky – both researchers from Harvard University.

Characteristics of adaptive leaders:

• Goal-oriented
• Welcomes challenges
• Proactive
• Commitment to growth

Pros and cons of adaptive leadership:

Adaptive leadership embraces change as a positive force, enabling organisations to foster growth through flexibility and innovation. This inclusive leadership style values input from employees at all levels.

However, implementing this leadership requires obtaining buy-in from all members of the organisation, which can be challenging. As an adaptive leader, you must convince people to shift their mindset and embrace new ways of thinking. There may also be resistance to changing established work practices, as employees often prefer the comfort of familiar approaches.

When to use adaptive leadership:

Consider adopting this leadership style when your organisation confronts a crisis or grapples with a complex challenge that requires thorough exploration.

Advantages of adopting different leadership styles

Adopting different styles in leading people has numerous benefits that can help you and your team thrive. Here are some of the advantages:

• Increased effectiveness and efficiency
• Improved communication and collaboration
• Enhanced innovation and creativity
• Better employee retention and satisfaction
• Positive impact on organisational culture
• Ability to tailor leadership approaches
• Increased ability to meet changing needs
• Enhanced ability to address complex challenges
• Increased motivation and engagement of team members
• Improved team morale and well-being

Disadvantages of adopting different leadership styles

While being flexible in leadership styles has benefits, it is important to address these potential drawbacks:

• Potential for confusion and inconsistency
• Resistance to change and unfamiliar styles
• Ineffective implementation and execution of leadership style
• Difficulty in maintaining a cohesive team culture
• Increased risk of conflict and division
• Lack of clarity in roles and responsibilities
• Difficulty in providing consistent feedback
• Limited ability to motivate team members with differing needs
• Potential for team members to feel disconnected from org goals and values
• Increased risk of turnover due to dissatisfaction with leadership style.

Summary

Knowing what leadership style best fits your personality and your organisation sets you up for success. Draw inspiration from some of Malaysia’s female leaders and use their insights to help you identify the right approach. Doing so enables your team to grow and helps you efficiently achieve your goals.

Change is the only constant in life, and your leadership style can also evolve based on the needs of your team and your career growth. You may even blend two or three leadership approaches if that is best for your team. For more ideas on finding your leadership style, read about how to be a good leader.

FAQs

1. What is a leadership style?
   ⁠A leadership style is an approach that guides, empowers, and enables teams.  These different styles shape how leaders can achieve organisational goals.
   ⁠
2. What are the different types of leadership styles?
   ⁠Leadership styles include the following: autocratic, democratic, laissez-faire, transformational, transactional, servant leadership, situational, charismatic, coaching, visionary, bureaucratic, quiet, task-oriented, people-oriented, and adaptive.
   ⁠
3. How do I know which leadership style is best for my team?
   ⁠Get to know your team through one-on-one conversations to understand their concerns, career goals, and strengths. Summarise this information and revisit different leadership approaches to address the needs and goals of your team.
   ⁠
4. Can a leader have more than one leadership style?
   ⁠Leadership approaches vary among individuals and teams. You can switch between styles as needed to help more people reach their goals and be engaged.
   ⁠
5. How do I improve my leadership style?
   ⁠Here are three tips to keep in mind:
   

   • Reflect on your leadership styleregularly, considering your and your team's successes and failures.

   • Lead by example, practising what you preach and showing your team how to act.

   • Listen to employee inputand show that you value their opinions.
     ⁠

6. What are the advantages of using a specific leadership style?
   ⁠Knowing the leadership style that best fits you and your team can help achieve goals faster and motivate employees for growth.
   ⁠
7. What are the disadvantages of using a specific leadership style?
   ⁠What works best for you may not be the most effective approach for your team. Assess team performance and gather feedback to make necessary adjustments to your management style to ensure everyone is on the same page.
   ⁠
8. How can I develop my leadership skills?
   ⁠Like any other skills, leadership skills can also be honed. Here are some things you can try:
   ⁠

   • Identify your strengths and weaknessesto match a leadership style to your strong points.

   • Set goalsand provide a vision for your team.

   • Embrace failure, as it shows a willingness to learn and improve trust with your team.
     ⁠

9. What are common mistakes leaders make when choosing a leadership style?
   ⁠It is important to not overlook these common mistakes when deciding what leadership style to adopt:
   ⁠

   • Not communicating with your teamto understand their strengths and goals.

   • Not aligning the team’s operationswith the most suitable leadership style.

   • Not considering the nature of the project or situationwhen selecting a leadership style.
     ⁠

10. What should I consider when selecting a leadership style for a specific project or situation?
    ⁠Consider the team’s ways of working and habits, the company culture, and the nature of the project or situation when choosing the right leadership approach.
    ⁠

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