Participatory leadership, for example, empowers employees by including them in the decision-making process. Leaders are excited to see employees develop. They don't want to repress their growth. By delegating tasks and accepting employee feedback, you show that you are willing to create new leaders in your business.
You can involve employees in decision-making by distributing employee surveys, soliciting suggestions, or even setting up committees where employees can talk freely about their ideas. Participatory leadership styles are based on democratic theory. The essence is to involve team members in the decision-making process. Team members feel included, engaged and motivated to contribute.
The leader will normally have the final say in decision-making processes. However, if there are disagreements within a group, it can be a slow process to reach consensus. An autocratic manager is one who rarely seeks the opinion of his employees to make decisions. This type of management style can be advantageous in a fast-paced work environment where people need to make decisions quickly for daily work tasks.
Autocratic managers tend to motivate employees by establishing confidence in the manager's ability to make accurate and productive decisions. Employees are comfortable with the manager's knowledge of the industry and company processes and derive motivation from the manager's ability to keep the department focused on achieving the company's objectives. Autocratic leaders make decisions without seeking the opinion of anyone who reports to them, or anyone at all, usually. Team members are not consulted before management and are expected to be in line with the leader's expectations.
Also known as authoritarian, coercive or commanding, this style of leadership is rarely effective and can lead to low job satisfaction and poor morals. However, autocratic leadership can be effective in crisis situations when quick decisions are needed. In transformative leadership styles, the leader inspires his followers with a vision and then encourages and empowers them to achieve it. Like the affiliative leadership style, a leader who employs the democratic leadership style highly values the knowledge, skills and diversity of his team.
It's always important to ask for feedback to understand how you're doing, but knowing your leadership style before asking for feedback can be a useful starting point. Then, I'll show you a leadership style assessment based on the opening sentence in this post to help you determine which leader you are. In fact, the best leadership courses include personal leadership training for an even greater impact on the development of authentic and effective leadership styles. Employee empowerment is about putting manager authority to employees who are on the front lines and, therefore, closer to action.
Empowering your employees means making them understand your company's goals, purpose and objectives. Develop the interpersonal leadership skills needed to be effective in leading people and managing change. The Center for Leadership and Innovation (CLI) was created to help the business community compete in a global economy. Like the laissez-faire style mentioned above, leadership styles that rely on autonomy can be problematic for those who require detailed guidance.
The coaching leadership style is similar to democratic and affiliative leadership, but coaching leaders place more emphasis on the growth and success of individual employees. They were promoted to management and enjoy the privileges and rewards of a leadership role, but avoid meaningful involvement with their teams. This management style also emphasizes personal achievements, so it can create divisions and resentments among the team. Whether you're an emerging leader, a mid-career leader looking to amplify the impact of your leadership on an organization, or a senior executive looking to prepare for the next level of leadership, The Ivey Academy offers executive education programs to help you reach your full leadership potential.