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<\/div>What Autocratic Leaders Can Do Better:<\/b><\/h3>\n
When occasions permit, give your employees a voice. Making your employees feel heard will make them feel valued and provide greater job satisfaction.<\/span><\/p>\n Mark Murphy of Leadership IQ shared <\/span>this advice in Forbes<\/a>:<\/span><\/p>\n While your inclination may be to yell some exhortations to \u2018suck it up\u2019 and \u2018stop whining,\u2019 that\u2019s the wrong move. Instead, back off a little, break your project into smaller pieces so people aren\u2019t so overwhelmed, and calm your voice… This will give employees a chance to regain their emotional footing, and once that happens, their performance will shoot back up.<\/span><\/p><\/blockquote>\n Transactional Leadership is based on the simple concept that work is a transaction. Essentially, \u201cYou do this for me, and I will give you that.\u201d As a result, transactional leaders need not concern themselves with the nuance of managing each employee based on emotional needs. According to <\/span>Leadership Central<\/span><\/a>, transactional leadership theory assumes that all employees are motivated by the same rational reward system<\/a>.<\/span><\/p>\n Pros –<\/b> Transactional leadership <\/span>establishes very clear roles<\/span><\/a> in the workplace. The leader sets goals and controls the reward, while the employee earns their reward by meeting it. And while transactional leadership can sound very sterile, it can also be a great <\/span>motivational tool.<\/span><\/a><\/p>\n For example, commission-based positions are transactional. The more the employee sells, the more they make. Having a perpetual carrot dangling ahead of you <\/span>can produce great results<\/span><\/a>.<\/span><\/p>\n Cons – <\/b>Transactional leadership\u2019s biggest pitfall is that it can be used to <\/span>manipulate and exploit <\/span><\/a>employees. Without an emotional connection, it\u2019s easy for a transactional leader to view employees merely as the means to an end. When employees cease to be viewed as people, it\u2019s easy to limit the reward and increase workload in the name of the bottom line. \u00a0<\/span><\/p>\n Creative thinking also tends to suffer. <\/span>Management Study Guide<\/span><\/a>\u00a0explains:<\/span><\/p>\n They do not make an effort to enhance followers\u2019 creativity and generation of new ideas\u2026. Such leaders tend to not reward or ignore ideas that do not fit with existing plans and goals.<\/span><\/p><\/blockquote>\n Invest time in getting to know your employees as people. Hisham Sorour explains<\/a><\/span>,<\/span><\/p>\n As an employer, you need to understand why your employees are emotionally connected to your business \u2013 and it\u2019s generally much more than salaries, training, or benefits. Research shows that emotionally connected employees are the best employees because they are engaged and productive, and they feel validated and appreciated.<\/span><\/p><\/blockquote>\n Also, find ways of encouraging creative thinking in your office. This is the lifeblood of innovation. Holding a contest (another form of transactional leadership) to reward the most useful creative ideas should be right in your wheelhouse.<\/span><\/p>\n The visionary leader unifies their employees to work toward a common vision or goal<\/a>. Rather than dictating or purchasing their employees\u2019 efforts, the visionary inspires. By sharing an exciting vision- and emphasizing how their employees will play an important role<\/a> in making that vision a reality- visionary leaders build loyalty and move everyone toward creating their shared goal. Visionary leaders do not usually outline specific expectations, instead encouraging their employees to find their own way<\/a> of doing things.<\/span><\/p>\n Money-zine’s definition<\/a> of a visionary leader states that,<\/p>\n The leader is inspiring in vision, and helps others to see how they can contribute to this vision; allowing the leader and followers to move together towards a shared view of the future.<\/span><\/p><\/blockquote>\n Pros –<\/b> \u00a0Visionary leadership inspires loyalty to both the leader and the goal. Loyal workers experience a sense of <\/span>solidarity with their team and motivation<\/span><\/a> to achieve their goals. Being part of something larger than themselves can create much worker satisfaction. And because visionary leaders tend to be pretty hands-off, employees are <\/span>encouraged to think creatively <\/span><\/a>and find their own solutions. <\/span><\/p>\n Cons –<\/b> Visionaries generally focus on the big picture, not the details. This can make it tough for them to guide their employees through the minutiae of getting from point A to point B. Inexperienced employees in particular, may need more hand-holding than a visionary leader is used to providing. <\/span>Martin Zwilling<\/span><\/a>\u00a0reminds us that <\/span><\/p>\n Visionaries typically don\u2019t like running the day-to-day of the business on a long-term basis, and aren\u2019t good at following through.<\/span><\/p><\/blockquote>\n Learn more about the day-to-day details of your business so that you can be a resource for the \u201chow\u201d as well as the \u201cwhy\u201d and the \u201cwhat\u201d. And, know your strengths and acknowledge your weaknesses. If details aren\u2019t your thing, hire someone excellent to manage the details for you. <\/span>Zwilling recommends<\/span><\/a>,<\/span><\/p>\n …the operational expert, who is very good at leading, managing, and holding people accountable\u2026. When a major initiative is undertaken, they will anticipate the ripple of implications across the organization.<\/span><\/p><\/blockquote>\n Laissez-faire leadership is all about keeping your hands off and leaving your employees free to find their own way. It\u2019s also known as \u201cdelegation\u201d leadership in some circles because laissez-faire leaders often delegate tasks to subordinates rather than retain control. <\/span><\/p>\n This leadership style requires that you show your employees a lot of trust- if you need to be in control at all times, laissez-faire leadership is not the style for you. But, if you believe in allowing your employees to excel on their own terms, laissez-faire leadership could be right up your alley.<\/span><\/p>\n Pros –<\/b> Laissez-faire leadership is well received in a <\/span>corporate culture filled with highly skilled individuals<\/span><\/a> who know what they need to do and how they want to get it done. Hands-off leadership gives these employees the space and autonomy they need to thrive. Creative employees who feel penned in by normal corporate environments also thrive under laissez-faire leadership because their creative solutions are allowed and appreciated- as long as they get the job done.<\/span><\/p>\n Joseph Chris, of <\/span>Joseph Chris Recruiting Services<\/span>, writes<\/a>,<\/span><\/p>\n This autonomy can bring about the feeling of freedom among employees, which can help them feel more satisfied with their jobs.<\/span><\/p><\/blockquote>\n Cons –<\/b> Not all employees are <\/span>good at setting their own deadlines<\/span><\/a>, or managing their own tasks and time. If your employees need guidance, laissez-faire leadership can leave them feeling lost and frustrated. Not to mention that it can lead to <\/span>missed deadlines and stalled projects<\/span><\/a>. <\/span>Chris also points out<\/span><\/a> that laissez-faire leaders can appear withdrawn and uncaring, which can lead to employees withdrawing and caring less, too.<\/span><\/p>\n Get to know your employees. That way, you\u2019ll know who might need extra guidance and who doesn\u2019t. Of course, that also means that if you have an employee or two needing extra help, you ensure they receive it. You can spend extra time with them yourself or make sure that you establish a support structure that can help in your absence. <\/span>Chris concurs<\/span><\/a>, saying,<\/span><\/p>\n If staff members are unfamiliar with the process or task, leaders should take a more hands-on approach, and eventually, as followers gain more expertise, they may then switch back to a more delegative approach.<\/span><\/p><\/blockquote>\n Democratic leadership strikes a balance between the autocrat and the laissez-faire leader. Democratic leaders value the input of their employees but reserve ultimate decision-making rights<\/a> for themselves. In democratic leadership, there is less of a distinct divide between the leader and the subordinates, as the leader is willing to participate with (and accept input from<\/a>) their employees. Groundbreaking leadership researcher Kurt Lewin<\/a> felt that the democratic leadership style was the most effective. Could this be you?<\/p>\n Pros –<\/b> Democratic leadership <\/span>takes advantage of the full potential<\/span><\/a> of your employees. By utilizing their input, you stand to gain a wider perspective and learn things you may have otherwise missed. Respecting employees\u2019 input also helps them to feel valued and appreciated- and thus happier in their work roles. <\/span>Kendra Cherry<\/span><\/a>\u00a0points out,<\/span><\/p>\n Group members feel engaged in the process and are more motivated and creative. Democratic leaders tend to make followers feel like they are an important part of the team, which helps foster commitment to the goals of the group.<\/span><\/p><\/blockquote>\n Cons –<\/b> Democratic leadership is not the most efficient style <\/span>when quick decisions and decisive action are called for<\/span><\/a>. And, if you regularly err too far on the side of decision-making by committee, it can slow your business down. <\/span><\/p>\n Know when to make the tough calls by yourself. In situations calling for speedy action, you\u2019ve got to be willing to make your own decisions. <\/span>Former Navy Seal Brent Gleeson<\/span><\/a> calls this command decision-making. <\/span><\/p>\n Command decision-making… where leaders make decisions without consulting their teams… is an effective style, especially when things are moving quickly and the team is looking for immediate guidance. In a business setting, leaders use this style the most effectively on large financial decisions and in crisis situations.<\/span><\/p><\/blockquote>\n Coaching leaders are all about helping each ” team ” member reach their full potential. Coaches believe that their company is at its strongest when each employee’s goals are <\/span>aligned with the company\u2019s goals<\/span><\/a>. So, they take the one-on-one time to get to know their employees- their passions, long-term goals, strengths, and weaknesses. Then they invest in real conversation time to <\/span>encourage employees and develop them for future success<\/span><\/a>.<\/span><\/p>\n Pros – <\/b>Knowing your employees well means that you know who is best suited for tasks as they come up. And the <\/span>rapport and trust<\/span><\/a> established in coaching relationships lead employees to feel valued and appreciated in the workplace. Forbes contributor <\/span>The Muse<\/span><\/a> asserts,<\/span><\/p>\n The real benefit of this approach is that you\u2019re not just helping individual employees, you\u2019re increasing the quality and capacity of the entire organization.<\/span><\/p><\/blockquote>\n Cons –<\/b> Not everyone wants to be coached<\/span><\/a>. Whether an employee resents authority or is uncomfortable with intense one-on-one interactions with their boss, not everyone responds well to this approach. Successful coaching also relies on the ability to establish genuine rapport. If a coach\u2019s social skills aren\u2019t as well-developed as they think, coaching sessions may make employees uncomfortable. \u00a0And finally, too much coaching can feel like the dreaded \u201c<\/span>micro-managing<\/span><\/a>\u201d.<\/span><\/p>\n Brush up on your body language<\/a> skills. Few employees will tell you when your conversation is making them uncomfortable. But chances are their non-verbal language is shouting it loud and clear. In their article <\/span>Body Language: Understanding Non-Verbal Communication <\/span><\/a>The Transactional Leader<\/b><\/h2>\n
What Transactional Leaders Can Do Better:<\/b><\/h3>\n
The Visionary Leader<\/b><\/h2>\n
What Visionaries Can Do Better:<\/b><\/h3>\n
The Laissez-Faire Leader<\/b><\/h2>\n
What Laissez-faire Leaders Can Do Better:<\/b><\/h3>\n
The Democratic Leader<\/b><\/h2>\n
What Democratic Leaders Can Do Better:<\/b><\/h3>\n
The Coaching Leader <\/b><\/h2>\n
What Coaches Can Do Better: <\/b><\/h3>\n