Understanding Leadership

Understand Leadership Styles

Many factors can influence the choice of leadership styles a manager/leader uses in the workplace. Some leaders may only work with only one style of leadership whereas another leader may be more flexible and adapt a style according to the working situation. Leaders are likely to develop their own individual style and may not perform in the same way as another leader. Leadership style can be based on own judgement, personality, experience and the working environment. Influencing factors may be due to the working environment or simply to how a person works.

Influencing factors can include level of skill and experience a manager/staff may have, company goals/vision, morale/motivation of staff, communication within the organisation along with external factors such as the economy, recession, and outside competition. In terms of personality, an outgoing leader may be more effective at communication, whereas an anxious leader could pass on concerns to staff. Controlling leaders make their own decisions and dictate to staff rather than considering staff suggestions and experience. Similarly, the working environment can influence the leadership style adopted through the demands and culture of the organisation, e.g. a fast paced/high risk working environment may dictate the need for a more aggressive leadership style, whereas a developing organisation may require a more participative style.

Style models/frameworks have been developed that describe the ways in which people lead e.g. by Lewin, Hersey & Blanchard, John Adair and James MacGregor Burns. Such models look at a range of styles.

Kurt Lewin developed his leadership styles framework in the 1930s, and suggested that there are three major leadership styles – Autocratic, Democratic and Laissez-faire. Autocratic leaders make decisions without discussing with staff, even where their input could be useful. This style is best used when decisions are needed to be made...