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Big Dog's Leadership Page - Leadership Styles
by Donald Clark, copyright 1997
Managers are people who do things right, while leaders are people
who do the right thing. - Warren Benniss, Ph.D. "On Becoming a Leader"
Styles of Leadership
Leadership style is the manner and approach of providing direction, implementing
plans, and motivating people. There are three different styles of leadership:
authoritarian (autocratic), participative (democratic), and delegative
(free reign).
Authoritarian (autocratic)
This type is used when the leader tells her employees what she wants done
and how she wants it done, without getting the advice of her people. Some
of the appropriate conditions to use it is when you have all the information
to solve the problem, you are short on time, and your employees are well
motivated.
Some people think that this style includes yelling, using demeaning
language, and leading by threats and abuse of power. This is not the authoritarian
style...it is an abusive, unprofessional style of leadership.
However, if you have the time and you want to gain more commitment and
motivation from your employee, then you should use the participative style.
Participative (democratic)
This type of style involves the leader including one or more employees
in determining what to do and how to do it. However, the leader maintains
the final decision making authority. This is not a sign of weakness, it
is a sign of strength that your employees will respect.
This is normally used when you have some of the information, and your
employees have some of the information. This allows them to become part
of the team and allows you to make a better decision.
Delegative (free reign)
In this style, the leader allows the employee(s) to make the decision.
However, the leader is still responsible for the decisions that are made.
This is used when employees are able to analyze the situation and determine
what needs to be done and how to do it. You cannot do everything! You must
set priorities and delegate certain tasks.
Forces
A good leader uses all three styles, depending on what forces are involved
between the followers, the leader, and the situation. Some examples include:
-
Using an authoritarian style on a new employee who is just learning the
job. The leader is competent and a good coach. The employee is motivated
to learn a new skill. The situation is a new environment for the employee.
-
Using a participative style with a team of workers who know their job.
The leader knows the problem well, but he wants to create a team where
the employees take ownership of the project. The employees know their jobs
and want to become part of the team. The situation allows time.
-
Using a delegative style with a worker who knows more about the job than
you. You cannot do everything! The employee needs to take ownership of
her job. Also, the situation might call for you to be at other places doing
other things.
-
Using all three: Telling your employees that a procedure is not working
correctly and a new one must be established (authoritarian). Asking for
their ideas and input on creating a new procedure (participative). Delegating
tasks in order to implement the new procedure (delegative).
Forces that influence the style to be used included a number of things
such as:
-
How much time is available.
-
Are relationships based on respect and trust or on disrespect?
-
Who has the information - you, your employees, or both?
-
How well your employees are trained and how well you know the task.
-
Internal conflicts.
-
Stress levels.
-
Type of task. Is structured, unstructured, complicated, or simple?
-
Laws or established procedures such as OSHA or training plans.
Notes
Created May 11, 1997. Last update - July 2, 1997.
Return to Big Dog's Leadership Page
Donald R. Clark
donclark@nwlink.com
