When it comes to leadership, there’s no singular, standard definition that makes a leader. In fact, there are about eight different types of leadership methods.
Such leaders try to do the best for their employees while driving growth for the overall company. They balance their executive role in building their company’s success while maintaining workplace solidity.
Much like an actual coach, this leader focuses on the individual parts of a team. By taking into consideration each member’s strengths and weaknesses, leaders can create effective teams. At the same time, they encourage growth and improvement by challenging each individual’s skill set.
Democratic leaders take thoughts, feedback, and ideas from all employees, regardless of position. Each individual has some say in a major decision. Usually, a leader may either ask for votes or take time after meetings to gather the team’s input.
This sort of leadership is highly incentivized, motivating employees to do more by revealing the exact reward for a certain task. For example, calling a certain number of leads or prospects may result in a known bonus.
On the other hand, knowing the value of each task may reduce motivation. An employee may get comfortable by doing the minimum amount of tasks needed.
The trick is to add surprise rewards and bonuses on top of those scheduled transactions, to keep up the excitement.
Similar to transactional, transformational leadership also works on incentives, but it focuses on results.
For example, such leaders motivate employees with weekly goals like garnering a certain number of leads. The goals can get increasingly more challenging, leading to growth and continual progress.
One drawback, however, is that leaders may not be able to scale or grow in motivational coaching alongside employees.
The freest of all leadership styles, laissez-faire allows employees authority and independence. New startups tend to adopt this leadership, with minimal policies and office rules. Unfortunately, this too can stunt potential growth for the betterment of the overall company if there’s too little leadership guidance.
This sort of leadership is exactly as it sounds; all decisions fall on the leader, with no consideration of the opinions of employees.
The issue is that this includes decisions that may heavily impact employees themselves; they still have no say even if it means changing their schedules, major responsibilities, or position. As a result, autocratic companies may lose many employees.
A bureaucratic leader is more traditional, adhering to company policies regardless of the potential of a new idea that employees may suggest. While the leader may want to stick to what works, companies are better off being flexible with the changing times.
What leadership style is the best?
Many leaders may utilize a mixture of characteristics from each style. Leaders can regularly evaluate their style and the performance of the company to figure out if it’s working in their best interests.