Kurt Lewin

Autocratic Leadership

• Focused on the leader.
• Advantages:
  • Fast.
  • Improve performance in certain situations.
  • Less stress in certain circumstances.
• Disadvantages:
  • Frustrating.
  • Fear and frustration.
  • Paralyzed organisation.
  • New Opportunities missed.
  • Communication breakdown.
• When to use:
  • When quick decisions are needed.
  • When close supervision is needed.
  • When workflows need to be streamlined quickly.

Democratic Leadership

• Focused on the team with decision-making shared across the team.
• Advantages:
  • Decreased risk of catastrophic failure.
  • Good working environment.
  • High-performance teams.
• Disadvantages:
  • Slow decision-making.
  • Over-dependence on the team.
  • Collaboration burden.
• When to use:
  • When subordinates are experts.
  • When it's necessary to create ownership.

Transformational Leadership

• Models behaviour, sets clear goals, has high expectations, and offers support.
• Advantages:
  • Balanced goals.
  • Trust.
  • Vision-focused communication.
• Disadvantages:
  • Can be ineffective in the beginning.
  • Not detail-oriented.
• When to use:
  • When you need a long-term inspiring vision.
  • When the right to lead has been earned.
  • When an urgent short-term focus isn't necessary.

Laissez-Faire Leadership

• The leader allows the team to self-direct.
• Advantages:
  • Creates personal responsibility.
  • Support fast course correction.
  • Support higher retention.
• Disadvantages:
  • Higher stress.
  • Missed deadlines.
  • Lack of accountability.
• When to use:
  • When you are working with creative experts.
  • When people are proven.
  • When your team is driven.

Tannenbaum and Schmidt

Warren G. Bennis

John Adair

Factors that influence the choice of leadership styles in the workplace.

The choice of leadership styles or behaviours in the workplace can be influenced by several factors. These factors include:

• Organizational Culture: The prevailing culture within an organization can strongly influence leadership styles. Some organizations have a culture that values autonomy, creativity, and innovation, which may align well with a transformational or laissez-faire leadership style. Other organizations may have a more structured and hierarchical culture, favouring a directive or autocratic leadership style.

• Organizational Goals and Strategy: The goals and strategic direction of an organization can impact the choice of leadership style. In times of stability and steady growth, a more participative or democratic leadership style may be effective in involving employees and fostering their commitment. However, during periods of crisis or rapid change, a more directive or authoritative leadership style may be necessary to provide clear guidance and make quick decisions.

• Nature of the Task or Project: The nature of the task or project at hand can influence the choice of leadership style. For routine and well-defined tasks, a transactional leadership style that focuses on providing rewards and clarifying expectations may be appropriate. In contrast, for complex and innovative tasks, a transformational leadership style that inspires and stimulates creativity may be more effective.

• Employee Characteristics: The characteristics and needs of employees can impact the choice of leadership style. Some employees may be highly skilled, self-motivated, and prefer autonomy, making a laissez-faire or transformational leadership style suitable. Others may require more guidance, structure, and clear directives, making a directive or coaching leadership style more appropriate.

• Time and Resources: The availability of time and resources can influence leadership styles. In situations with time constraints and limited resources, a more autocratic or directive leadership style may be necessary to expedite decision-making and ensure efficiency. Conversely, in situations with ample time and resources, a more participative or consultative leadership style can be employed to involve employees and gather their input.

• External Environment: The external environment, including industry trends, market conditions, and regulatory factors, can impact leadership styles. Leaders may need to adapt their styles to navigate external challenges and capitalize on opportunities. For example, in highly competitive industries, an adaptive leadership style that encourages agility and quick decision-making may be beneficial.

• Personal Leadership Style and Values: Leaders' personal styles, values, and beliefs play a significant role in their choice of leadership behaviours. Some leaders may naturally gravitate towards certain styles based on their personality traits and preferred ways of working. They may also align their leadership style with their personal values and beliefs about effective leadership.

It's important to note that these factors are not mutually exclusive, and multiple factors can interact to shape the choice of leadership styles or behaviours in the workplace. Effective leaders are often adaptable and capable of adjusting their style based on the specific context and needs of their team and organization.