Leadership plays a pivotal role in shaping the culture, productivity, and overall success of any workplace. In the dynamic landscape of modern organisations, good leaders need to employ various styles to guide their teams.
There are many styles but there are six key leadership styles that may be more talked about and seen in action. While there is no right or wrong way to lead (unless toxic leadership is prevalent), it is important to understand the different styles and when to use each might be most effective for the team, the situation, and for the overall business culture.
Knowing your own leadership style, and I mean by this your leadership behavioural preference, can provide you with a better understanding of your own leadership strengths, while defining which leadership skills need to be worked on.
In this blog, I’ll share some of the main leadership styles or behaviours, what defines them, and ponder the question – can leadership styles be changed?
Types of leadership styles:
- Autocratic Leadership: Autocratic leaders tend to make decisions unilaterally and expect strict adherence to their requests. While this style can expedite decision-making, it may stifle creativity and hinder employee morale.
- Democratic Leadership: Democratic leaders foster a culture of inclusivity by involving team members in decision-making processes. This approach often results in higher employee satisfaction and innovation.
- Transformational Leadership: Transformational leaders inspire and motivate their teams through a compelling vision, encouraging personal and professional growth.
- Transactional Leadership: Transactional leaders operate on a system of rewards and punishments, ensuring that employees meet predetermined goals.
- Laissez-Faire Leadership: Laissez-faire leaders adopt a hands-off approach, giving employees autonomy to make decisions. This style can empower team members but might result in a lack of direction.
- Servant Leadership: Servant leaders prioritise the needs of their team members, aiming to support and empower them.
So, can leadership styles be changed?
Throughout my experience, I believe that the ability of leaders to change their styles depends on various factors, including self-awareness, openness to feedback, and the organisational culture. Here are some considerations:
Self-Reflection: Leaders need to be prepared to assess their strengths and weaknesses, understanding how their current style impacts their team and the organisation. Recognising the need for personal and individual change by our leaders and not just members of the team is the first step towards transformation.
Adaptability: Successful leaders are adaptable. They can assess the demands of a situation and flex their leadership style accordingly. This requires a willingness to step out of one’s comfort zone, one’s desire to be right all the time, and to have the ability to embrace new approaches, direction or suggestions.
Feedback Loop:Creating a culture of open communication where team members feel comfortable providing feedback is crucial. Leaders who actively seek and act upon feedback are better positioned to evolve their leadership style because they are continuously learning and growing in knowledge, information and experience.
Ultimately, leadership styles can and should absolutely be changed to ensure there is the right approach for the situation.
Learning to develop a more flexible leadership style can be achieved with the right coaching and guidance.
Flexibility is key. While each leader may have a dominant style, (leadership behavioural preference), the ability to adapt and integrate elements from various styles is a hallmark of strong effective leadership.
Leaders who continuously refine their approach, staying attuned to the needs of their team and the organisation, are poised for success in the dynamic world of work.
The best leaders don’t know just one style of leadership – they’re skilled at several and have the flexibility to switch between styles as the circumstances dictate. – Daniel Goleman
If you would like to explore changing leadership styles, or require direction about what direction to move in, please do get in contact.
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