6 Leadership Styles:

Strengths, Weaknesses, And

Examples
Psychologists and management gurus have identified many leadership
styles; some of which have evolved and some that have stayed the test
of time. While some leaders stick to one particular style of leadership,
others tailor their styles according to what the situation demands.
These leadership styles are not just for CEOs but for any professional,
and in some cases, one can use these leadership approaches in their
personal life too. Heres a roundup of six of our favorite leadership
styles along with the strengths, weaknesses of each and examples of
leaders who adopted the style.
Transformational leadership is a style of leadership where aleader works with
subordinates to identify needed change, creating a vision to guide the change through
inspiration, and executing the change in tandem with committed members of a group.
Factors influenced on Transformational Leadership Approach There are four
factors to transformational leadership, (also known as the four Is): idealized
influence, inspirational motivation, intellectual stimulation, and individual
consideration. Each factor will be discussed to help managers use this approach
in the workplace. 1. Idealized influence describes managers who are exemplary
role models for associates. Managers with idealized influence can be trusted and
respected by associates to make good decisions for the organization. Leaders
have high standards of ethical and moral conduct. 2. Inspirational motivation
describes managers who motivate associates to commit to the vision of the

organization. Managers with inspirational motivation encourage team spirit to

reach goals of increased revenue and market growth for the organization.
Leaders who communicate high expectations to followers, inspiring followers
through motivation to commitment and engagement in shared vision of the
organization 3. Intellectual Stimulation describes managers who encourage
innovation and creativity through challenging the normal beliefs or views of a
group. Managers with intellectual stimulation promote critical thinking and
problem solving to make the organization better. 4. Individual consideration
describes managers who act as coaches and advisors to the associates.
Managers with individual consideration encourage associates to reach goals that
help both the associates and the organization. Effective transformational
leadership results in performances that exceed organizational expectations.
International Journal of Social Science & Interdisciplinary
Research__________________________________ ISSN 2277 3630 IJSSIR, Vol. 2 (3),
MARCH (2013) Online available at indianresearchjournals.com 158 Each of the
four factors describes characteristics that are valuable to the transformation
process. When managers are strong role models, encouragers, innovators, and
coaches, they are utilizing the four Is to help transform their associates into
better, more productive and successful individuals. Northouse (2001) states that
in 39 studies of transformational literature, individuals who exhibited
transformational leadership were more effective leaders with better work
outcomes. This was true for both high- and low-level leaders in the public and
private sectors (Northouse, 2001). Therefore, it can be very advantageous for
managers to apply the transformational approach in the workplace. Strengths of
Transformational Leadership Strengths are widely researched (using well-known
leaders), effectively influence associates on all levels (from one-on-one to the
whole organization), and strongly emphasize associates needs and values.
Broadly researched. TL has been widely researched, including a large body of
qualitative research centering on prominent leaders and CEOs in major firms.

Intuitive appeal. People are attracted to TL because it makes sense to them.

Process-focused. TL treats leadership as a process occurring between followers
and leaders. Expansive leadership view. TL provides a broader view of
leadership that augments other leadership models. Emphasizes follower. TL
emphasizes followers needs, values, and morals. Effectiveness. Evidence
supports that TL is an effective form of leadership. Most Popular:
Transformational leadership is most intuitive and easily recognized by people; it
fits the popular notion of a leader. Mahatma Gandhi, Martin Luther King, Adolf
Hitler, Obama are all examples of transformational leaders. Weaknesses of
Transformational Leadership Weaknesses have many components that seem too
broad, treat leadership more as a personality trait than as a learned behavior,
and have the potential for abusing power. Too Complicated: Transformational
leadership is an amalgamation of various leadership theories, making it
unreasonable to be trained or taught. Potential to be abused: Transformational
leaderships high effectiveness in leaders vision makes it undemocratic; the
leaders purpose is largely unchallenged, thus liable to be misused by the leader.
There is plenty of historical evidence supporting its misuse, Adolf Hitler being
one of the most prominent one. Lacks conceptual clarity International Journal
of Social Science & Interdisciplinary Research__________________________________
ISSN 2277 3630 IJSSIR, Vol. 2 (3), MARCH (2013) Online available at
indianresearchjournals.com 159 Dimensions are not clearly delimited
Parameters of TL overlap with similar conceptualizations of leadership
Measurement questioned Validity of MLQ not fully established Some
transformational factors are not unique solely to the transformational model TL
treats leadership more as a personality trait or predisposition than a behavior
that can be taught TL is elitist and antidemocratic Suffers from heroic
leadership bias TL is based primarily on qualitative data Has the potential to
be abused Applying Transformational Leadership Because transformational
leadership covers a wide range of aspects within leadership, there are no specific

steps for a manager to follow. Becoming an effective transformational leader is a

process. This means that conscious effort must be made to adopt a
transformational style. Understanding the basics of transformational leadership
and the four Is can help a manager apply this approach. According to Northouse
(2001), a transformational leader has the following qualities: a. Empowers
followers to do what is best for the organization; b. Is a strong role model with
high values; c. Listens to all viewpoints to develop a spirit of cooperation; d.
Creates a vision, using people in the organization; e. Acts as a change agent
within the organization by setting an example of how to initiate and implement
change; f. Helps the organization by helping others contribute to the
organization. Conclusion Transformational leadership is a vital role for effective
managers because leader effectiveness determines the success level of the
organization. This type of leadership is effective in crisis and emergency
situations, as well as when projects need to be carried out in a specific fashion.
Transactional leaders are willing to work within existing systems and negotiate to
attain goals of the organization. They tend to think inside the box when solving
problems. According to International Journal of Social Science & Interdisciplinary
Research__________________________________ ISSN 2277 3630 IJSSIR, Vol. 2 (3),
MARCH (2013) Online available at indianresearchjournals.com 160 Hesselbein
and Cohen (1999, p. 263), organizations that take the time to teach leadership
are far ahead of the competition. By becoming familiar with the transformational
leadership approach and combining the four Is, managers can become effective
leaders in the business world. Transformational leadership can be applied in oneon-one or group situations. Using this approach, the manager (leader) and the
associates (followers) are transformed to enhance job performance and help
the organization be more productive and successful.

Transformational Leadership

Examples: Larry Page (CEO & Co-Founder, Google), Mark

Zuckerberg (CEO, Facebook)
Key Phrase: I can do it better
Description: These leaders know that transformation is what is
going to make their company succeed within a given industry. They
challenge the status quo by introducing a new way of doing
something. Be it a new way to consume music or to connect with
people online, these leaders are innovators in every sense of the word.
Googles CEO Larry Page recently stated, We still feel computers
are pretty bad, and there can be more work done to make it better.
Strengths:
1. Finds a better way of doing something
2. Can spot what is not working more easily than any other leaders
3. Can cater to niche markets
Weakness:
1. Can put people off with the amount of risk involved, as they
sometimes challenge market leaders
2. Can conflict with people who resist change

Pace Setter Leadership

Examples: Elon Musk (CEO, Tesla), Jeff Bezos (CEO, Amazon),
Bill Gates (Former CEO, Microsoft)
Key Phrase: Lets dream big and set standards
Description: These leaders set the pace for their own company
and others in the industry to follow. The example of how Elon Musk
opened up Teslas patents and set standards for the future automobile
industry to follow is a perfect example of a Pace Setter. Other
automobile companies will likely need to match Musks actions to

keep pace with Tesla.

Strengths:
1. True visionaries can revolutionize an industry and cater to future
markets
2. Will be two steps ahead of their competitors
3. Will lead by example and empower people with their own deepseated values
Weaknesses:
1. Can be outdone by other transformational leaders
2. Staff can get easily burnout by trying to keep pace

Laissez-Faire Leadership
Examples: Warren Buffet (Business Magnate and Investor),
Richard Branson (Founder, Virgin Group)
Key Phrase: Ill give you the tools and autonomy to execute
Description: Think hands-off when you talk about laissez-faire
style of leadership. Leaders delegate responsibility for the
accomplishment of work objectives and hand over decision-making
power to their employees. They do however provide general direction
and the tools for goal achievement. A business has to be involving, it
has to be fun, and it has to exercise your creative instincts, is Richard
Bransons quote that is often used to highlight his laissez-faire
leadership style.
Strengths:
1. Enables employees to have creative freedom and approach their
task autonomy
2. Great for creating future leaders
3. Delegation of tasks results in better use of time for the leader

4. Successors are organically created

Weakness:
1. Employees or team members who need more direction can be at a
loss
2. Productivity can suffer if the leader fails to imbue a strong sense of
accountability among his/her staff
3. Each employee or team member needs to have high levels of selfmotivation to work under this leadership style

Coaching Leadership
Examples: Nick Bollettieri (American Tennis coach to grand slam
winners like Andre Agassi, The Williams Sisters, Maria Sharapova
and more), Cesar Milan (Dog Psychologist and TV Show Host)
Key Phrase: Let me teach you how its done
Description: This style of leadership focuses on the strengths and
weaknesses of individual team members or employees. This type of
leader coaches a person to realize his or her potential and in the
process achieves the identified goals.
Strengths:
1. Knowledge transfer takes place organically
2. Great for creating successors
3. Creates feelings of empowerment and motivation amongst team
Weaknesses:
1. Can sometimes cross the thin line between coaching and micromanaging
2. Might discourage independent work among staff, while
dependencies on the leader can increase
3. Does not work with large teams and organizations

Authoritative Leadership
Examples: Alex Ferguson (Former Manchester United team
manager), Margaret Thatcher (Late U.K. Prime Minister), Jack Welch
(Former CEO, General Electric)
Key Phrase: I direct, you follow
Description: These leaders follow a commanding and hands-on
style of leadership. Authoritative leaders are known to keep their
teams on their toes, while constantly providing direction and
instructions.
Strengths:
1. Great during crisis situations and at inflection points
2. Can get work done
Weaknesses:
1. Can stifle creativity
2. May curb the creation of future leaders within an organization
3. Might invoke fear among staff, instead of true respect
4. There can be conflict if team members are experts who know more
than the leader

Charismatic Leadership
Examples: Barack Obama (U.S. President), Oprah Winfrey (TV
Show Host & Media Proprietor), Mother Teresa (Late Catholic nun,
missionary, and social worker)
Key Phrase: Lets do it together
Description: Charismatic leaders ooze charm allowing them to
connect with and mobilize people to achieve goals. These leaders
easily appeal to people and use their strengths to forge lasting
business relationships.

Strengths:
1. Can inspire people to act and move towards goals
2. Are seen as more approachable and friendlier than other leaders
3. Can build strong relationships and also repair relationships gone
sour
Weakness:
1. While charismatic leaders are proven activators, they sometimes
lack follow-through when it comes to execution
2. May miss out on finer technical and practical details since they
focus more on human relationships
3. Could come across as self-promoting
With rapid changes in work styles and expectations of the younger
workforce entering the market, the need for more laissez-faire leaders
is on the rise. However, the importance of other leadership styles has
not diminished in any way. Volatile markets, an ever increasing
demand for better products and a changing workforce mean leaders
now need to more agile and versatile to assume various leadership
styles as needed

Advantages And Disadvantages Of

Democratic Leadership
What is Democratic Leadership?
The democratic leadership style is essentially a mode of leadership that is found in
participative management and human resources theory. This article will seek to
explore the essence of democratic leadership and will, among other things, outline
the advantages of democratic leadership, the disadvantages of democratic
leadership, the function of the democratic leadership council and provide democratic
leadership. The definition of democratic leadership from an organizational standpoint

involves the redistribution of authority and power between managers and employees
to provide employee involvement in the process of decision making.
The Democratic Leadership Style in Action
Before going any further, it is important to point out that there are conceptual
differences between authority and leadership. The former is formalized power that
is conferred on a person to engage in particular activities sanctioned by an institution
or individual who has the power to be authoritative. For example, in a case where an
individual is elected to a public office, the citizens of the state effectively conferred on
that individual the power of representation. In an organizational structure, certain
powers are conferred on the CEO of the company by a board of directors to
implement board policies. However, leadership can be considered as the power
possessed by an individual, who influences the action and belief of others. Formal
authority may or may not be possessed by a leader and an individual who has
authority may or may not occupy a leadership position. In essence, leadership is a
behavior and not an office or position held by an individual. Democratic principles are
used to manage the democratic leadership approach. These principles include
deliberation, inclusiveness, equal participation and self-determination. The
democratic leadership style is characterized by the three features outlined below:

Delegation of Responsibility
A democratic leader will delegate responsibility among members of his or her team
to facilitate member participation in making decisions.
Empowerment of Group Members
It is incumbent on leaders to empower their team members in order that the
members will be properly equipped to accomplish their tasks. Included in the process
of empowerment is the provision of the education and training required for the
completion
of
delegated
tasks.
Aiding the Process of Group Decision Making
A significant role played by the democratic leader is ensuring that democratic
deliberation takes place when group decisions are being made. This indicates that
the leader is supposed to serve as a mediator and facilitator between members of

the group, make sure that the members are psychologically well and there is a
respectful environment at all times.
Similar to every other style of leadership, there are advantages and disadvantages of
democratic leadership. Some of these benefits and drawbacks are outlined below:

Advantages of Democratic Leadership

The techniques used in democratic leadership play a significant role in creating job
satisfaction, since a sense of autonomy, control and participation is fostered within
the democratic leadership style. Greater participation from employees during the
decision-making process could also result in more creative solutions and greater
innovation to address problems and serve the organization better. Below are some
specific advantages of democratic leadership:
Solution for Complex Problems
Democratic leaders are typically excellent at solving complex issues. They have the
ability to work collaboratively, using a consensus of opinions to get things done the
right way. The democratic leader often thinks innovatively and encourages others to
do the same, so that solutions to complex and strategic problems can be found.
Good Business Fit
Solutions that are democratically derived generally last for the longest period of time.
The democratic process ensures that the solution is reviewed on a continuous basis.
Additionally, engaging team members will enable leaders to maintain effective
processes that fit the business well. Democratic leaders ensure that team members
work well with other individuals, so that they are suitable to function in large
corporate environments in which co-operation and communication are crucial.
Strong Teams are Built by Democratic Leaders
Team members under democratic leadership tend to be supportive and strong.
Honesty flourishes and more collective working is done because the opinions of
everyone are taken into consideration. Democratic leaders are usually popular within
the organization.
Foster Creative Environments
Democratic leaders effectively foster creative environments since they encourage the
input and innovation of team members. Creative designers succeed under

democratic leadership because of the support and nurture that is embodied in this
leadership approach.

Disadvantages of Democratic Leadership

Can Appear Uncertain
Democratic leadership can sometimes come across as being indecisive. In certain
situations, especially during a crisis, leaders must be very directive and democratic
leaders do not function well in an authoritarian role. In the midst of a crisis, no
time is usually available to address everyone concerned.

Time Consuming
The consultation process could result in procrastination. If an organization has a
project or issue that is urgent, democratic leaders cannot usually work to the
timescales required. It takes time to talk to a number of individuals and collect a
variety of opinions and many democratic leaders find it difficult to cut corners.
Become Apologetic
Democrat leaders sometimes build an environment in which individuals expect for
their idea to be implemented. Where there are a variety of solutions in a particular
project, only one can be implemented and democratic leaders will have to invest time
in apologizing and smoothing things over with individuals whose ideas were not
used.

Democratic Leadership Examples

Democratic leadership style examples include Dwight D, Eisenhower, who was a
military leader faced with the challenge of getting the Alliance forces to be in
agreement on a common line of attack. He put in hard labor to ensure that there was
a united front, so that a common understanding could be reached. This is considered
one of his greatest accomplishments as a leader.
In the majority of corporate cultures, the democratic leadership style is generally
used. There are good results garnered from democratic leaders, which is evident in
the level of employee satisfaction that takes place in such an environment. However,
the democratic leadership approach will not always get the job done. A democratic

leader will have to learn how to put his or her foot down and come to a decision in
certain situations.
FutureofWorking.com | 8 Transactional Leadership Advantages and Disadvantages

Transactional Leadership Advantages and

Disadvantages
One of the leadership styles applied by leaders and top echelons of management is
transactional leadership, also referred to as managerial leadership. First described in
1947 by Max Weber, this practice is centered on the management process that
involves controlling, organizing and short-term planning. This style follows the
principle of reward and punishment in which an act that is good will merit a reward
while the opposite can result to a disciplinary action. Still popular among managers,
this type of leadership includes clear structures that subordinates need to follow. It
also makes the followers responsible for their actions despite the instructions being
fed or handed down to them. Although this management or leadership style has its
benefits, it does not come without drawbacks. Here are the two sides of transactional
leadership.

List of Advantages of Transactional Leadership

1. Employee Motivation
Based on reward and punishment, this leadership style is effective in motivating
employees in becoming productive and efficient members of the team. These are
because of two reasons. First, the incentive that awaits the employee if he or she
contributes to the organization serves as the motivation for him or her to work
doubly hard to meet deadlines, reach or even exceed quota because the employee
knows that his efforts will not be left unrecognized. Second, this leadership technique
also serves as a reminder to a member of the workforce that the management keeps
an eye on them and is serious with its drive to expect maximum performance from
its employees that mistakes committed and under-performance would mean demerit
and punishment.
2. Achievable Goals
With short-term planning as part of this leadership style, management ensures that
its visions for the company or organization will be realized. This is for that reason
that goals and objectives only require a shorter time table to materialize.
Consequently, these are easier to fulfill and less demoralizing for employees. By
making achievements more accessible in a short period of time, members of the

team are more motivated to perform and at the same time be more self-confident.
This is partly because of the autonomy given to subordinates makes them able to
carry out their tasks without having to be conscious that eyes are directly on them.
3. Clear Structure
Transactional leadership is also composed of a structure that is clear and concise.
Employees of an organization with this kind of management style are informed
before-hand of what the company expects from them. They are also provided with
clear instructions and expected to follow a chain of command which makes it easier
for them to know what proper channels to go to. This also makes them aware from
day one that they will be rewarded for following objectives and completing their
tasks with flying colors while they will also be punished if they go against the policies
of the organization.
4. Productivity and Costs
A transactional leadership is effective when it comes to increase in production and
cutting down costs. These are due to the fact that this leadership style has shortterm goals that make it easy for employees to get things done. Also, the rewards
promised with this kind of leadership serve as motivators for members of the team
to do their tasks at the shortest time possible for incentives, whether monetary or
psychological.

List of Disadvantages of Transactional Leadership

1. Unyielding Leadership
Transactional leadership is a style of leadership that not only has a clear structure. It
also has unbendable policies and rules. Despite the rewards members of
organizations can expect and the kind of autonomy or independence they have in
doing their tasks, they have to work within the rules of the management. Going
against these policies or instructions from superiors can lead to negative implications
like suspension and even termination. This is because a transactional leader tells his
or her subordinates what to do and is in no way accepting complaints or
insubordination of any kind. Because of this inflexibility, the leader will find it difficult
to adjust to certain situations and somehow limits creativity.
2. Does not Encourage Creativity
Since this leadership style is rigid and not into bending principles and rules as well as
listening to suggestions from people under the management, this hampers creativity
from members of the team who might have sound and effective recommendations
for the betterment of the organization. The short-term goals and structured policies
make it hard for transactional leaders to make changes and be open to ideas from
others that do not go with their existing goals. And since the company or

organization relies on a transactional leader, if this person leaves, it can affect the
business because most of the employees are have not been given the opportunity to
become leaders but merely followers.
3. Accountability of Employees
Another disadvantage of transactional leadership is its practice of providing the tasks
to employees, along with their policies and principles to be strictly followed. If and
when something goes wrong in the process, employees are the ones to be blamed
and who are responsible for the outcome. Critics find this to be a reason for the
dissatisfaction and unhappiness of employees. This is because these people know
that the organization does not really put their welfare first. Also, this type of
management makes them feel like they are not really members of the organization
but merely people paid to do their jobs.
4. Insensitivity
Since transactional leaders operate within rules that cannot be changed, managers
with this style of leadership do not really put the emotions of employees in
consideration so long as tasks are done. Employees are given clear and detailed
instructions but they are also expected to perform these tasks efficiently and on
time. What transactional managers have with their subordinates are more of
transitory working relationships than emotional ones. As a result, employees also
become insensitive to demonstrating concern for the company but merely
performers who are motivated by rewards.
Transactional leadership still remains to be popular among the leadership styles
because of its reward and punishment principle that motivate employees to be
productive. However, it also has its share of criticisms because of the way it controls
its employees performance and hampers the leadership and creativity skills of the
workforce.

5 Leadership Styles: Pros And

Cons
Working under a great leader is a privilege that can be far too rare, but even
more rare is a definition of what makes a great leader. In 2014,
Gallup published a study suggesting that companies hire the wrong person
for the job as much as 82 per cent of the time, and that only one in ten
people have the skills to be a good manager.

Therefore, its simpler to look at the types of managers out there, and
consider how they differ, and what their strengths and weaknesses are.
In 2002, psychologist Daniel Goleman set out a list of leadership styles in the
workplace. Here are five of them, and the pros and cons for each.

Visionary
The defining traits of a visionary leader are that this person will constantly
look to the future in every facet of the job, and engage workers by sharing
their own optimistic views of where the company is headed. These leaders
promote innovation, learning, creativity and relationships, all in the effort to
share and attain a common goal.
In short, a visionary helps others see the goal and stay focused on it.
Strengths: When times are tough, its easy for employees to lose sight of the
companys goals. A visionary leader can help gather the troops and remind
everyone of why they are there, what their role in the future of the company
is, and how great it will feel once they have attained the goal as a team.
Weaknesses: Vision is one thing, but action is another. If a leader is too
focused on whats happening in the future, they may not have the same level
of drive to enforce actions to make it happen. There is also a chance they will
not devote as much time or energy on pressing problems of the present.

Coaching
A coaching leader is one who puts the most time and effort into building up
their team members skills, experience, confidence, and knowledge. They will
be the type to say give this a try, and would much prefer to spend 30
minutes teaching an employee how to answer a question, rather than take a
few minutes to answer it themselves.

Strengths: Many people love working with a coaching leader, as it is a

surefire way to build up their own assets. This can inspire fierce loyalty, as
well as driven and satisfied employees. Long-term, it can mean a staff of
highly competent individuals who are capable of multiple roles.

The Strengths & Weaknesses of a Task-Oriented

Leadership Style
The task-oriented leadership style is one of the principal models of leadership behaviors
developed by academic researchers. Task-oriented leaders define roles and set goals for
themselves and their employees. At small or large businesses, these leaders help employees
understand what is expected of them and then manage their activities to accomplish business
objectives.
Basics
The task-oriented leadership style includes aspects of task management and leadership. The
task management aspects include coordinating work activities, paying attention to
administrative details, monitoring product quality and preparing financial reports. The
leadership aspects include taking responsibility for decisions, setting short- and long-term
strategic goals and training employees to perform their assigned tasks.
Strengths
Clarity of purpose and precise task definitions are two strengths of the task-oriented
leadership style. Leaders communicate where they want to take their companies. They also
organize groups for particular tasks and ensure that group members have a clear
understanding of their individual roles. The task-oriented leadership style is well suited to
structured work environments, such as law enforcement and manufacturing assembly lines, in
which repeating well-defined processes usually results in consistently high levels of
productivity and quality.
Weaknesses
The weaknesses of the task-oriented style include a fear of breaking the rules among
employees, which may lead to a lack of creativity, low morale and high turnover. Employees
who are afraid to break rules may not take any risks, which means that innovation may suffer.
Eventually, the creative individuals may become demoralized and leave to find interesting
opportunities elsewhere. In an unstructured environment, such as a startup company or a
rapidly growing small business, creativity and innovation are some of the key success factors.
Businesses operating in highly competitive industries, such as retail or food services, must be
able to immediately respond to external threats and opportunities. This means that their
employees should seize the initiative and take calculated risks, which they may not feel
comfortable doing in a task-oriented leadership environment. To encourage creativity,

managers should learn to say "no" to the yes-people because constructive conflict leads to
creative engagement, which results in competitive businesses.
Considerations
Effective managers know when to use the task-oriented style and when to use other styles of
leadership. For example, in the relationship-oriented style, managers look out for the welfare
of their employees and provide nurturing environments to maximize their productivity.
Managers can use the task-oriented leadership style to define tasks and expectations, and the
relationship-oriented style to motivate ordinary employees to achieve extraordinary results.

12 Different Types of
Leadership Styles
BUSINESS BY AHMED RAZA

According to Research by asaecenter, leadership style is the

way a person uses power to lead other people. Research has
identified a variety of leadership styles based on the number
of followers. The most appropriate leadership style depends
on the function of the leader, the followers and the situation.
Some leaders cannot work comfortably with a high degree of
followers participation in decision making. Some employers
lack the ability or the desire to assume responsibility.
Furthermore, the specific situation helps determine the most
effective style of interactions. Sometimes leaders must
handle problems that require immediate solutions without
consulting followers.

What are Different

Leadership Styles?
We have covered 12 different types of ways people tend to
lead organizations or other people. Not all of these styles
would deem fit for all kind of situations, you can read them
through to see which one fits right to your company or
situation.

1. Autocratic Leadership
Autocratic leadership style is centered on the boss. In this
leadership the leader holds all authority and responsibility. In
this leadership, leaders make decisions on their own without
consulting subordinates. They reach decisions, communicate
them to subordinates and expect prompt implementation.
Autocratic work environment does normally have little or no
flexibility.
In this kind of leadership, guidelines, procedures and policies
are all natural additions of an autocratic leader. Statistically,
there are very few situations that can actually support
autocratic leadership.
Some of the leaders that support this kind of leadership
include: Albert J Dunlap (Sunbeam Corporation) and Donald
Trump (Trump Organization) among others.

2. Democratic Leadership
In this leadership style, subordinates are involved in making
decisions. Unlike autocratic, this headship is centered on
subordinates contributions. The democratic leader holds final
responsibility, but he or she is known to delegate authority to
other people, who determine work projects.
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The most unique feature of this leadership is that

communication is active upward and downward. With respect
to statistics, democratic leadership is one of the most
preferred leadership, and it entails the following: fairness,
competence, creativity, courage, intelligence and honesty.

3. Strategic Leadership Style

Strategic leadership is one that involves a leader who is
essentially the head of an organization. The strategic leader
is not limited to those at the top of the organization. It is

geared to a wider audience at all levels who want to create a

high performance life, team or organization.
The strategic leader fills the gap between the need for new
possibility and the need for practicality by providing a
prescriptive set of habits. An effective strategic leadership
delivers the goods in terms of what an organization naturally
expects from its leadership in times of change. 55% of this
leadership normally involves strategic thinking.

4. Transformational Leadership
Unlike other leadership styles, transformational leadership is
all about initiating change in organizations, groups, oneself
and others.
Transformational leaders motivate others to do more than
they originally intended and often even more than they
thought possible. They set more challenging expectations
and typically achieve higher performance.
Statistically, transformational leadership tends to have more
committed and satisfied followers. This is mainly so because
transformational leaders empower followers.

5. Team Leadership
Team leadership involves the creation of a vivid picture of its
future, where it is heading and what it will stand for. The
vision inspires and provides a strong sense of purpose and
direction.
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Team leadership is about working with the hearts and minds

of all those involved. It also recognizes that teamwork may
not always involve trusting cooperative relationships. The
most challenging aspect of this leadership is whether or not it
will succeed. According to Harvard Business Review, team
leadership may fail because of poor leadership qualities.

6. Cross-Cultural Leadership
This form of leadership normally exists where there are
various cultures in the society. This leadership has also
industrialized as a way to recognize front runners who work
in the contemporary globalized market.
Organizations, particularly international ones require leaders
who can effectively adjust their leadership to work in
different environs. Most of the leaderships observed in the
United States are cross-cultural because of the different
cultures that live and work there.

7. Facilitative Leadership
Facilitative leadership is too dependent on measurements
and outcomes not a skill, although it takes much skill to
master. The effectiveness of a group is directly related to the
efficacy of its process. If the group is high functioning, the
facilitative leader uses a light hand on the process.
On the other hand, if the group is low functioning, the
facilitative leader will be more directives in helping the group
run its process. An effective facilitative leadership involves
monitoring of group dynamics, offering process suggestions
and interventions to help the group stay on track.

8. Laissez-faire Leadership
Laissez-faire leadership gives authority to employees.
According to azcentral, departments or subordinates are
allowed to work as they choose with minimal or no
interference. According to research, this kind of leadership
has been consistently found to be the least satisfying and
least effective management style.
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9. Transactional Leadership
This is a leadership that maintains or continues the status
quo. It is also the leadership that involves an exchange
process, whereby followers get immediate, tangible rewards
for carrying out the leaders orders. Transactional leadership
can sound rather basic, with its focus on exchange.
Being clear, focusing on expectations, giving feedback are all
important leadership skills. According to Boundless.com,
transactional leadership behaviors can include: clarifying
what is expected of followers performance; explaining how
to meet such expectations; and allocating rewards that are
contingent on meeting objectives.

10. Coaching Leadership

Coaching leadership involves teaching and supervising
followers. A coaching leader is highly operational in setting
where results/ performance require improvement. Basically,
in this kind of leadership, followers are helped to improve
their skills. Coaching leadership does the following: motivates
followers, inspires followers and encourages followers.

11. Charismatic Leadership

In this leadership, the charismatic leader manifests his or her
revolutionary power. Charisma does not mean sheer
behavioral change. It actually involves a transformation of
followers values and beliefs.
Therefore, this distinguishes a charismatic leader from a
simply populist leader who may affect attitudes towards
specific objects, but who is not prepared as the charismatic
leader is, to transform the underlying normative orientation
that structures specific attitudes.

12. Visionary Leadership

This form of leadership involves leaders who recognize that
the methods, steps and processes of leadership are all

obtained with and through people. Most great and successful

leaders have the aspects of vision in them.
However, those who are highly visionary are the ones
considered to be exhibiting visionary leadership. Outstanding
leaders will always transform their visions into realities.