| Leadership style is crucial to success. We find | | | | knowledge of the practice or procedure. |
| leadership all around us. Each of us will fill the role | | | | - The autocratic style works best when there is no |
| ourselves at various times in our lives. Leadership can | | | | need for input. Input will not change the decision or |
| be found in the world of business, sports, politics, | | | | outcome. |
| religion and as close as home. Leaders must respond | | | | Democratic: |
| to the rapidly changing world and meet the challenges | | | | Democratic leadership is participatory and often most |
| it demands. There are different types of leaders and | | | | effective. Employees and team members feel in |
| you will most likely encounter many over the course | | | | control of their own destiny when they are included |
| of time. | | | | in the decision-making process that leads to greater |
| Understanding different leadership styles and their | | | | satisfaction and a feeling of appreciation. Although |
| impact will help you become a more effective leader. | | | | the leader may have the final say. |
| In 1939 famed psychologist Kurt Lewin identified | | | | - The leader acts as a guide. Accepts input and seeks |
| classic styles of leadership. These three styles are | | | | ideas and suggestions through discussion. |
| well established though more specific types have | | | | - Even though the leader may have the final say the |
| been identified since. Leaders should not be confused | | | | team contributes to the process. |
| with managers. Leaders are always managers but the | | | | - Democratic style can be problematic when the final |
| reverse is not necessarily the case. Good leaders will | | | | decision is hampered by a wide range of opinion. |
| use the style or a combination of styles that best | | | | - People are more committed when involved in the |
| fits the situation. | | | | process of making decisions. They have a personal |
| Autocratic: | | | | stake in the outcome. |
| This is an authoritarian form of leadership where one | | | | - This style is mutually beneficial and helps improve |
| person makes the decisions. The expectations are | | | | people skills. |
| clear. Lewin and his colleagues found this form of | | | | Delegative/Free Rein: |
| leadership caused the most discontent. Used rarely | | | | As a leader it is not possible to do everything |
| but can be appropriate to complete routine or | | | | yourself. A leader must prioritize and delegate tasks |
| unskilled tasks. | | | | and decisions while still taking ultimate responsibility. |
| - What needs to be accomplished, as well as, how | | | | - Minimal in direction. |
| and when, are the sole responsibility of the leader. | | | | - Allows decision-making by the team. |
| - Allows for quick decisions when time is crucial. | | | | - Works well when the team or a member is more |
| - This is a less creative approach. A "Do what you | | | | knowledgeable about the subject. |
| are told" Obedient and strict form of control. | | | | - This style works best with highly motivated and |
| - Use when a group or member doesn't have | | | | well trained people. |