Leadership comes in a variety of styles, whether you are CEO of a large company or mediating a dispute between your kids. Good leaders understand how to navigate individual differences in order to work together. They also understand that every situation is different. The way you’d handle a conflict between co-workers is different than how you’d get people out of a burning building. By using leadership skills you've learned both personally and professionally, you can successfully guide others to achieve a common goal.
Three Common Leadership Styles
To determine how you inspire your employees, co-workers or anyone taking direction from you, we have to travel back a few decades. In 1939, psychologist Kurt Lewin and his team of researchers identified three basic leadership styles. They tested each style with a group of school children who were working on a craft project to see how they responded.
In the years since this research was conducted, other styles of leadership have been identified. It helps to think of these styles on a continuum, with “completely hands-on” at one end and “completely hands-off” at the other. Determining the appropriate style to use will depend on the group and the situation. For example, a task that’s new to a group might require more guidance and direction in the beginning, but as people become more comfortable, less oversight might be needed. A strong leader is able to be flexible depending on the needs of the team.
While there are a variety of leadership styles, from Lewin’s early research to today’s many self-help books, three distinct styles stand above the rest as a means of involving and inspiring group members and individuals.
1. Authoritative Leadership
Leaders who adopt this style don’t just tell people what to do, they explain why they should do it. They also give people the freedom to choose and feel a sense of personal responsibility. While the group might require significant oversight, the leader is seen as a visionary who helps people understand where they are going and what’s going to happen when they get there. Using this style can generate excitement and set expectations for the future.
2. Participative Leadership
This style of leadership solicits feedback and information from the group, though the leader makes the final decision. The leader focuses on creating a collaborative atmosphere which results in greater support from everyone involved. This approach works especially well with groups that have competent participants who support the leader’s goals.
3. Delegative Leadership
Leaders who practice this style are typically hands-off: They provide the necessary tools for the group to complete the task, but leave decision-making to the group itself. This style of leadership can be effective with a group of experienced participants who are competent enough to handle tasks independently.
You Can Lead Your Own Way
Lewin’s early research was influential and became the springboard for other leadership styles that were consequently developed. While the study looked at the short-term effects of each style, the long-term effects are also important. When deciding which strategy to use, consider the impact it will have a month, six months or even years down the road. Are you using a strategy that will set up people for success as they develop future leadership skills? Are you teaching them the skills they need to identify which style is appropriate for various scenarios? By understanding what’s needed, you can adjust your leadership approach to best meet the group’s needs.
To determine which style is best suited for the task at hand, ask yourself these two questions:
- What needs to be accomplished in order to make this project a success?
- How ready and willing is the group to take the necessary steps?
Even if you aren’t in a formal leadership role at your company, these concepts can still apply to you. When you give an encouraging word to a co-worker who’s having a bad day, you’re showing leadership. When you make a suggestion to management about a process improvement, you’re developing leadership skills. A formal title isn’t required to actively develop your leadership style.
Chris Downie, CEO of PeopleOne Health, has years of experience leading team members and developing future leaders. “Leadership is tough because, sometimes, you just want to jump in and focus on the short-term task that needs to be completed,” he explains. “I recommend that whichever leadership style you choose for a specific situation, you also try to stay as positive as possible to motivate everyone to reach a common goal. Also keep in mind the long-term development of your team.”
Remember, there are times when it’s appropriate to step in and provide direction for the group, and times when it’s good to take a step back. Learning how to recognize unique circumstances and the strengths of your employees or those taking direction and then blending styles to best fit the situation could be the difference between success and collective frustration. Who are you as a leader? Do you intervene to help your employees get back on track with an important work project or do you let them handle setbacks? Do you step in to mediate the disagreement between your kids or let them work it out? By staying open to different approaches, as well as soliciting feedback, you’ll be able to meet the group's needs and lead effectively. Get in the habit of surveying the group to see if the guidance you’re offering is actually helpful. Ask what they need from you to help move the project forward and don’t be afraid to change gears if what they need is not what you expected.
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