Managing people is a learning process; sometimes I feel at ease, and other times, like a fish out of water—even after 10 years. Is it the same for you? I hope I’m not alone.
My journey through the maze of leadership styles has been a rollercoaster of triumphs and face-palm moments. From barking orders like a commanding leader to stepping back and hoping for the best, well, guess what? There’s no one-size-fits-all solution. Mastering leadership is about knowing when to wear which hat and adapting to find the most effective leadership style.
In this article, I’ll be sharing some of my personal experiences and exploring some common leadership styles such as transformational leadership, democratic leadership, and autocratic leadership, etc, to help you understand the best way to motivate employees and drive team success.
Understanding Leadership Styles
Leadership styles are all about the different ways leaders inspire, motivate, and guide their teams. The style a leader uses shapes how they set goals, make plans, and keep things moving toward success—all while considering what’s best for their team and meeting everyone’s expectations. A good leadership style is one that builds trust and works well with both the team’s needs and the organization’s goals.
Definition of Leadership Style
A leadership style is a unique blend of a leader’s personality, values, and behaviors that influence how they interact with their team members and make decisions. It is a consistent pattern of behavior that a leader exhibits in various situations, shaped by their experiences, culture, and personal characteristics. Understanding your leadership style can help you navigate different scenarios and foster a positive team environment.
For any leader, knowing the different leadership styles is key to building a strong and balanced team. Each style has its own unique vibe, strengths, and challenges, so part of great leadership is knowing when to switch things up. Take the coaching style, for example—it’s all about mentoring and helping team members grow with regular feedback and support. This flexibility can really boost team performance, shape the company vibe, and ultimately drive success.
While new leadership ideas are always popping up, here are 7 leadership styles I’ve personally come across the most:
1. Autocratic Leadership
The autocratic leadership style is characterized by a leader who makes decisions unilaterally, maintaining strict control over the team. While this approach can be effective in urgent situations requiring quick decision-making, it often leads to low employee involvement and morale if overused. Research shows that autocratic leaders can result in compliance but often stifles creativity and innovation. I find this style useful in critical situations where decisive action is necessary, but I strive to balance it with team input when possible, to foster a more collaborative environment.
Notable Autocratic Leaders:
Joseph Stalin: Known for his authoritarian regime in the Soviet Union, Stalin made unilateral decisions and maintained strict control over all aspects of governance, leading to significant changes but also widespread fear and oppression.
Henry Ford: The founder of Ford Motor Company was known for his clear expectations, which allowed him to implement revolutionary changes in the manufacturing process, notably the assembly line.
Features:
Decision-Making: Leader-centric, quick calls
Employee Involvement: Low
Suitable for: Emergencies
Example: During a data migration project, I had to determine whether to store the data in a single location, implement redundancy, and consider cybersecurity measures. This project was discussed internally and with our IT consultant, but ultimately, one of us needed to decide what was best for our business. Taking this approach allowed us to get on track quickly, especially since our resources were limited and some team members were hesitant, particularly when discussions became too technical. However, I realized the importance of not overly relying on this style, as I prefer empowering and developing team members to gain a bit of technical knowledge as well.
2. Democratic Leadership
Democratic leadership thrives on collaboration and shared decision-making process. A participative leadership style, which emphasizes collaboration and values team members’ input, is closely related to this approach. Democratic leaders encourage input from all team members, making this style ideal for projects that benefit from diverse perspectives. This leadership approach fosters a high level of employee involvement and can boost both creativity and satisfaction.
An example of democratic leadership in action is during the development of a new marketing strategy. By inviting junior team members to share their ideas, we were able to come up with innovative solutions. This participative leadership not only led to better outcomes but also fostered a sense of ownership and commitment among the team members.
Notable Democratic Leaders:
Abraham Lincoln: Renowned for his inclusive decision-making style during the Civil War, Lincoln often sought input from various advisors, promoting collaboration while navigating the country through its greatest crisis.
Google’s Founders (Larry Page and Sergey Brin): They fostered a collaborative culture at Google, encouraging input from employees at all levels and driving innovation through democratic principles.
Features:
Decision-Making: All-in teamwork spirit
Employee Involvement: High
Suitable for: Group-driven tasks
Example: When developing a new material or asset, I invite the younger team members to share their ideas and perspectives on what might attract their interest. This collaborative approach led to a more innovative solution and fostered a stronger sense of excitement and ownership among the team members.
3. Transformational Leadership
Transformational leadership is all about inspiring and motivating team members to reach their full potential. Transformational leaders are visionary leaders who focus on the big picture, driving change and fostering personal growth. They can motivate employees by aligning their personal goals with the company’s mission.
One example of transformational leadership I witnessed, was when we revamped our employee benefits program. The previous system didn’t prioritize health and well-being, so we developed a new structure that put employee health first. We communicated the importance of this shift through multiple sessions, showing employees how these changes were critical to the company’s long-term success.
Notable Transformational Leaders:
Nelson Mandela: Mandela inspired a nation to overcome apartheid through his vision of reconciliation and unity, fostering hope and collective action.
Steve Jobs: Co-founder of Apple Inc., Jobs is celebrated for his ability to inspire creativity and innovation, pushing his team to achieve groundbreaking advancements in technology.
Features:
Decision-Making: Big-picture change-agent
Employee Involvement: High
Suitable for: Shifting gears in organizations
Example: In one of my past roles, we initiated a significant revamp of our employee benefits program. The old structure allowed employees to prioritize their families over their own health, negatively impacting their well-being. Our team brainstormed and developed a new benefits policy that would encourage employees to prioritize their health by including comprehensive body check-ups and wellness programs. To effectively communicate this change, we held a series of change communication sessions. We took turns presenting the new benefits structure to different groups, ensuring that we conveyed compelling reasons for the revamp and emphasized the importance of employee health to the company’s success. This inclusive approach not only fostered team cohesion but also helped to reassure employees that their well-being was a priority for the organization.
4. Laissez-Faire Leadership
In contrast to more hands-on approaches, laissez-faire leadership provides employees with significant autonomy. Laissez-faire leaders trust their team members to take control and make decisions. However, this style can be risky if not carefully managed, as it may lead to a lack of guidance and disengagement.
When working with IT experts or graphic designers, I often adopt this delegative leadership style, allowing them to innovate without much interference. While this approach empowers them, it’s also important to provide support when necessary to avoid confusion or low engagement.
Notable Laissez-Faire Leaders:
Richard Branson: The founder of the Virgin Group is known for his hands-off management style, giving employees the freedom to innovate and take risks within the company.
Warren Buffett: The CEO of Berkshire Hathaway often adopts this approach with the companies he acquires, allowing management teams significant autonomy while trusting their expertise.
Features:
Decision-Making: Let-the-crew-decide, hands-off
Employee Involvement: Highly engaged
Suitable for: Creative or individualistic roles
Example: In my previous experiences, I have encountered managers who adopted a hands-off approach, particularly during the initial stages, as they trusted my ability to manage my workload independently. The onboarding process was succinct, often accompanied by numerous task dumps. These managers typically organized check-in meetings closer to performance evaluations and welcomed my suggestions for improving existing processes within the workplace.
Did this approach yield positive results for me? Yes and no. I frequently found myself navigating various challenges independently whenever I observed that they were preoccupied with their responsibilities or that I simply couldn’t book their time. I would have preferred some guidance to have a collaborative approach to discussing initiatives or projects that could better serve the team or the department as a whole.
Yet, I normally use this approach when working with IT experts and graphic designers who love to create and innovate.
5. Servant Leadership
At the heart of servant leadership is the desire to serve others. Business leaders and managers prioritize their team members’ well-being and focus on empowering them to succeed. By fostering a supportive environment, they create a culture of personal growth and high employee morale.
For example, by mentoring a junior team member, I’ve seen firsthand how servant leadership can lead to stronger relationships and improved team performance. It encourages open communication, ensuring that everyone feels valued and motivated. One of the most uplifting comments I received from a former manager was her assurance that she would support me in my efforts; all I had to do was ask.
Notable Servant Leaders:
Mahatma Gandhi: Gandhi prioritized the needs of the Indians and led through example, promoting non-violent resistance for social change.
Howard Schultz: The former CEO of Starbucks emphasized employee welfare and community engagement, fostering a culture of service and inclusivity within the company.
Features:
Decision-Making: Empowering others
Employee Involvement: High
Suitable for: Teams needing strong support and encouragement
Example: By actively mentoring team members and facilitating their professional growth, I’ve cultivated an environment where everyone feels valued and empowered to contribute.
6. Situational Leadership
The situational leadership model is all about staying flexible. Meanwhile, transactional leadership is more structured, using a reward-and-punishment system to keep the team motivated. Great leaders read their team’s needs and adjust their style to fit—whether that means giving clear directions, coaching, or just offering support.
For example, in a recent project with a diverse team, I started out using a directive style to help newer members get comfortable with the tasks. But as they grew more confident, I shifted to a coaching approach, giving them more room to take charge. This adaptive style kept everyone focused and committed.
Notable Situational Leaders:
Hershey’s CEO Michele Buck: In her leadership, Buck adapted her style to meet the needs of her team and the challenges facing the company, especially during market shifts.
John F. Kennedy: His leadership during the Cuban Missile Crisis exemplified situational leadership, as he adjusted his approach based on the evolving circumstances and the need for collaborative decision-making.
Features:
Decision-Making: Flexible and context-driven
Employee Involvement: Varies with the situation
Suitable for: Diverse team dynamics
Example: In a recent project, I led a diverse team of members and collaborators who had varying levels of experience and expertise. At the start, I adopted a more directive approach, providing clear instructions and support to less experienced team members and collaborators. However, as the project progressed and I observed that some gained confidence and skills, I shifted to a more supportive approach, encouraging them to take the lead on specific tasks and share their ideas during team discussions. This flexibility allowed the team to thrive, as those who felt ready stepped up and contributed significantly, while others who still needed guidance knew I was there to support them.
7. Charismatic Leadership
Charismatic leaders inspire and motivate their teams through their enthusiasm and charm. They create strong emotional connections, driving commitment and passion towards organizational goals and bold vision.
Notable Charismatic leaders:
Martin Luther King Jr.: King’s powerful speeches and passionate advocacy for civil rights made him a charismatic leader who inspired millions to join the movement for equality and justice.
Oprah Winfrey: Winfrey’s ability to connect with her audience and inspire change through her media platform showcases her charismatic style.
Features:
Decision-Making: Emotionally driven
Employee Involvement: High, based on inspiration
Suitable for: Motivating teams through change
Example: A previous leader of mine had a powerful charisma that invigorated the entire organization during Town Hall meetings. His talent for conveying a compelling vision, reinforced by relatable stories shared by colleagues other countries, inspired us all to stay committed to the company’s core values, even when we faced significant challenges.
Self-Reflection and Feedback
Self-reflection and feedback are essential steps in figuring out your leadership style. Take time to think about your values, strengths, and areas for improvement. Feedback from your team, peers, and mentors can also shed light on how you lead and where you can grow. Honest self-assessment and constructive input provide valuable insights to help you refine your leadership.
Adapting Your Leadership Style for Success
Each leadership style I’ve experienced has taught me the value of adaptability in developing my own approach. Bureaucratic leadership, with its strict focus on rules and procedures, often contrasts with the flexibility and innovation needed in certain situations. Experiencing these differences has broadened my perspective and equipped me with the tools to handle diverse scenarios. By understanding what each moment demands, I strive to guide my team effectively and with confidence.
Mastering leadership isn’t about sticking to one style; it’s about knowing when to adapt. Effective leadership requires understanding your team’s needs and the situation at hand to decide which style best fits. When used well, the right style can significantly boost team motivation, engagement, and the quality of their output.
Finding your unique leadership style is key to becoming an effective leader. It’s about understanding your strengths, weaknesses, values, and behaviors—and how these impact your team. By knowing your style, you can adapt to better meet your team’s needs and drive success.
Understanding your leadership style doesn’t always require formal assessments. Sometimes, the most powerful insights come from personal experiences—discovering what works (and what doesn’t) as you lead, adapt, and grow with your team. Reflecting on your journey can reveal natural strengths and areas where you can refine your approach over time.
In conclusion, knowing your leadership style enhances your relationships with your team, helps you make informed decisions, and empowers you to reach shared goals. And remember that leadership style is a journey! One that evolves with each experience, challenge, and success along the way.
Janelle Kwok has more than 22 years of experience in human resources and operations management. She currently serves as the Director of Operations at Deep Impact Pte Ltd in Singapore. Throughout her career, Janelle has shown a strong interest in people and a talent for learning new technology applications. She has worked at Aon, Cargill, Philips Electronics, Standard Chartered Bank, and Citibank, gaining experience with people from diverse cultural backgrounds. She is skilled in promoting team collaboration, enhancing processes, and using AI and technology to improve company operations.
