SUCCESSFUL LEADERSHIP
What Type Of
Leader Are You?
W
hether you’re running a
small start-up business
or a large multinational
corporation, leadership
is something which is
a key to your success. Yet for something
which is so important, it’s interesting to
note that there’s no single correct way of
approaching it.
Many psychologists have attempted over
the years to define the different types of
leaders. However, the majority of these
have evolved from an original concept that
was created by Karl Lewin in the 1930s.
Here’s an overview of the three different
types of leadership which are just as
relevant today.
AUTOCRATIC LEADERS
An autocratic leader is one who makes
decisions on their own, acting swiftly and
without consulting anyone else. They
like to retain control over all the decision
making and rarely, if ever, accept input
from elsewhere.
This style of leadership tends to be very
rigid and highly structured, with clear
rules that are well-communicated to all
concerned.
Having an autocratic leader can be useful
in a small group that would otherwise
drift without firm direction. It’s also
perfect for situations where a decision
needs to be made quickly. However, it
can be demoralizing for workers, and the
leader may be viewed as bossy, difficult,
and controlling. This can lead to a high
turnover of staff or absenteeism as workers
don’t feel valued or included.
DEMOCRATIC LEADERS WHAT TYPE OF LEADER ARE YOU?
Also known as participative leadership,
democratic leaders are often viewed as
the most effective. While still retaining
overall responsibility for decision making,
democratic leaders encourage creativity
and participation from all members of the
group. Do you recognize yourself in any of the
above three descriptions? Although most
people will have a natural inclination
towards a particular style, the most
effective leaders blend a combination of all
three. Knowing what type of leadership
style to use in any given situation can
create the best possible results and leave
team members feeling supported and
satisfied. +
As a result of this inclusive atmosphere,
workers are more likely to feel encouraged
and to experience high levels of job
satisfaction, which in turn creates
improved productivity.
There are nevertheless some negatives
to this leadership style, which include
an inability to respond quickly. The
democratic process isn’t a fast one, and
projects may falter if group members feel
underqualified to contribute effectively.
LAISSEZ-FAIRE LEADERS
Often viewed negatively by others from a
more structured environment, laissez-faire
leaders use a far more relaxed approach by
handing over control to others. A hands-off
approach gives team members the freedom
to manage their own time and achieve
results in the way they personally prefer.
Laissez-faire leaders remain available to
provide support as needed, but they don’t
interfere in day-to-day task management.
Despite the negative publicity, laissez-faire
leaders work extremely well when the team
members are knowledgeable, experienced,
and self-motivated. Giving individuals the
autonomy to self-manage can provide high
levels of job satisfaction and create trust.
When it doesn’t work so well, productivity
can drop and workers may start to avoid
the jobs they dislike.
BY: ROSS E. RUTMAN, CLCS, CPIA
ASSISTANT VICE PRESIDENT
JGS INSURANCE
Ross Rutman began his career in the
property management industry 14 years
ago.
While
working
within
various
departments
including
operations,
information technology, condominium
management and insurance; Ross
decided to pursue his passion and
joined JGS Insurance. For the past four
years Ross has represented the JGS
marketing team by working alongside
our sales, service and management side
of our business. He strives to provide a
consultative approach and proactive
services to our clients.
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