Which leadership style decisions are taken quickly?

Most organizational problems stem from poor leadership. Although we tend to associate business leadership with confidence, the world’s most successful leaders are self-aware. Rather than displaying arrogance or overconfidence, they will readily admit that they do not know it all. 

Strong leadership is integral to the success of any business, ensuring effective communication, boosting morale, and implementing vision and values. There are many different leadership theories, and different leadership styles may be adapted or discarded as the situation dictates.  

Identifying the pros and cons of each style in conjunction with your natural tendencies, skill set, and goals can help you to become a more effective leader for your business. There are many different leadership models. This article focuses on four of the most common. 

1. The Autocratic Leader 

Autocratic business leaders assume full authority and responsibility for their organization, reserving all power and decision-making for themselves. Orders, duties, and tasks are dispatched to employees without discussion or compromise. 

Autocracy relies on threats and punishment, real or implied, to force subordinates to follow instructions. Autocratic leaders do not seek the opinions of employees or take them into consideration when making decisions. Autocrats believe that, because of their authority, they alone know what is best in any given situation. 

In spite of appearances, autocratic leaders are actually demonstrating a fear-based leadership style. They are control-driven, relying on fear and coercion to influence others. Rules and process-orientated, autocrats reward loyalty and compliance, implementing a leadership style based on hierarchy, positional power, and control. 

Autocratic leadership does have its benefits. It provides clarity of authority and responsibilities and enables decisions to be made quickly. It is an effective model for individuals who like to be told what to do. It eliminates confusion, instability, and unpredictability by promoting highly visible norms, processes, and rules. 

Chief among the negatives of autocratic leadership is its inefficiency. As power is centralized, employees are completely reliant on the leader, leaving the business vulnerable to abuse of power. Autocratic leadership can make employees reluctant to speak up and share ideas, stifling collaboration and innovation. 

2. The Democratic Leader 

The democratic or participative leader distributes power. The participation of subordinates is encouraged in decision-making processes and the formulation of plans and policies. 

The democrat leads through persuasion rather than resorting to intimidation or threat. By acting as a moderator of suggestions and ideas rather than taking an authoritarian tack, the democratic leader fosters enthusiasm in team members. Employees feel that management is interested in them and values their ideas and suggestions. 

Democratic leadership typically boosts employee morale, which increases acceptance of management’s ideals. It increases connection and cooperation between leadership and employees, reducing staff complaints and grievances. 

Democratic leadership does have its disadvantages. Whereas autocrats can make decisions on their own when time is of the essence, democratic leadership requires input from others. This slows down decision-making processes and potentially dilutes accountability.  

Since decisions are made by multiple individuals, this creates scope for conflict. Reaching agreement could involve a degree of compromise. A conciliatory approach may help keep the peace between employees, but in terms of the business, it may not produce the best results. 

3. The Laissez-Faire Leader 

A laissez-faire business leader relinquishes power to subordinates, placing responsibility on them for decision-making processes. Groups are allowed to establish their own goals and find solutions to problems without direction. Playing only a minor role in administration, the laissez-fair leader works on the principle that group members do their best work and are most productive when left to solve problems themselves. 

The laissez-faire leader does not provide direction or exercise control over employees. As a result, team members have a high degree of independence in operations. This permissive style of leadership can leave businesses vulnerable, leading to inefficiencies or even chaos. Laissez-faire leadership could result in a lack of group solidarity and unity. Without direction and control, the group may not be as productive as it could be. 

The benefits of the laissez-faire model are that it provides each member with a chance to express themselves and function autonomously. This provides many prospects for the individual development of members. 

4. The Paternal Leader 

Following the principle “father knows best,” the paternal leader adopts the role of head of the family—or in this case, the business. This entails guiding and protecting subordinates as well as incentivizing them to work hard out of appreciation by providing fringe benefits and good working conditions. 

The paternal leadership style is particularly popular in Japan due to cultural background. Among highly educated individuals with a sincere desire for responsibility and career progress, it can produce positive results. Conversely, in some working environments, this leadership model can contribute to resentment and alienation among employees, who may not take kindly to a familial figure. 

Choosing Your Leadership Style 

In terms of choosing your own leadership style, it is important to appreciate that there is no one correct model. Each leadership style has its own distinct benefits and pitfalls.   

Which leadership style is most effective when a quick decision is necessary?

Which leadership style is good during quick decision

Under what leadership style is decision

What is the best decision