Leadership Styles As They Relate To Me
Types of Leadership
How Leadership Styles Affect Me
Style of autocracy This is the kind of leadership I think best shows who I am. It is also known as the “authoritarian style of leadership.” This kind of leader is most concerned with getting things done quickly and well. They usually make decisions on their own or with a small group of people they trust, and they expect their employees to do exactly what they say. It can help to think of these types of leaders as military commanders. Autocratic style can be helpful in organizations with strict rules or in industries where following rules is important. It can also be helpful for employees who need a lot of supervision, like those with little or no experience. But this kind of leadership can kill creativity and make people feel boxed in. Benefits: Autocratic leaders can make their employees more productive by delegating tasks, making communication clear and direct, and making decisions quickly on their own. Challenges: Autocratic leaders often have a lot of stress because they feel like they are in charge of everything. The team doesn’t like these leaders because they aren’t flexible and often don’t want to hear what other people have to say.
Laissez-faire Style I was a leader in the oilfield by letting things happen on their own. It’s the opposite of autocratic leadership, and it’s mostly about giving many tasks to team members and keeping an eye on them as little as possible. Since a laissez-faire leader doesn’t spend a lot of time managing their employees, they often have more time to work on other things. Managers may use this style of leadership when everyone on the team is very experienced, well-trained, and doesn’t need much supervision. But it can also make people less productive if they don’t understand what their leader wants from them or if some team members need clear goals and rules to do their best work. Benefits: This style encourages responsibility, creativity, and a laid-back workplace, which often leads to a higher rate of keeping employees. Challenges: A “let it go” style of leadership doesn’t work well for new employees, who need direction and hands-on help at first. This method can also lead to a lack of structure, confusion about who is in charge, and employees who don’t feel like they are getting enough help.
In a democratic way The least like me is the democratic style, which is also called the “participative style.” It is a mix of leaders who take charge and those who don’t care what happens. Before making a decision, a democratic leader asks their team for input and thinks about what they say. People often say that a democratic style of leadership makes employees more engaged and happier at work because team members feel like they are heard and their contributions matter.
Because this style of leadership encourages discussion and participation, it works well in organizations that value creativity and new ideas, like the technology industry.
With this style of leadership, employees can feel like they have a voice, are valued, and are part of a team. It can help keep people on the job and boost morale. It also needs less supervision from managers because most employees are involved in making decisions and know what they need to do.
Challenges: This style of leadership could be ineffective and expensive because it takes a long time to organize big group discussions, get ideas and feedback, talk about possible outcomes, and get decisions out. It can also make people who don’t like sharing ideas in groups feel like they have to do so.