Leadership styles and its application

Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. The three major styles of leadership are

• Authoritarian or autocratic
• Participative or democratic
• Delegative or Free Reign

Authoritarian [I want both of you to. . .]

This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. 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.

Participative [Let's work together to solve this. . .]

This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. This is normally used when you have part of the information, and your employees have other parts. Note that a leader is not expected to know everything — this is why you employ knowledgeable and skillful employees.

Delegative [You two take care of the problem while I go. . .]

In this style, the leader allows the employees to make the decisions. 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.

A good leader uses all three styles, depending on what forces are involved between the followers, the leader, and the situation.

• 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, but does not have all the information. The employees know their jobs and want to become part of the team.
• Using a delegative style with a worker who knows more about the job than you. You cannot do everything and the employee needs to take ownership of her job! In addition, this allows 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:

• 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 it structured, unstructured, complicated, or simple?
• Laws or established procedures such as OSHA or training plans.

Positive and Negative Approaches

There is a difference in ways leaders approach their employee. Positive leaders use rewards, such as education, independence, etc. to motivate employees. While negative employers emphasize penalties.

Influence

a means of getting people to do what you want them to do. It is the means or method to achieve two ends: operating and improving.

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