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What are leadership styles?The way in which a leader manages their team is likely to depend on their own skills set and the way in which they interact with people. Everyone is unique, and individuals will behave in different ways according to the position or task in hand. There are three areas you should think about when considering which leadership style you are likely to be more comfortable with:

• how you deal with people

• how you manage the work to be done

• how you see your own role.

UNIT 2

1.1Leadership styles

DRAFT

The autocratic leaderThe autocratic leader holds the power within their team and will supervise them directly. They tend to use a top-down style of leading where they tell their team what to do rather than consult with them and they will use minimal delegation.

Using this style of leadership works well when managing new or untrained team members who may not know what tasks to perform or which procedures to follow. For example, a new team member in their first month is likely to need to be told what is required of them and be closely managed by their team leader as they learn about the company and their job role.

It can also be an effective style of leadership when directing and focusing a multi-skilled team or if there is a need for urgent action, such as getting a job done in a short space of time.

Positive impacts Negative impacts

Allows for quick decision making Can demoralise team members

Can increase productivity and qualityCan create environment of fear and/or mistrust

Can reduce inefficiencies High staff turnover or absenteeism

Good to use in dangerous situations Can stifle creativity

Table 1.2 How would you use the autocratic leadership style?

The context and situation you find yourself in is likely to determine the most appropriate leadership style for you to adopt. Each leadership style has its own characteristics that can have a negative or positive impact on your team. This will, in turn, have an impact on the results of your team and their success.

It is the skill of the team leader to know when to use the most appropriate leadership style, or combination of styles, to ensure they keep their subordinates engaged so that the whole team will be effective in achieving their goals.

The four leadership styles

Autocratic

Paternalistic

Democratic

Laissez-faire

Table 1.1 Which style of leadership do you naturally lean towards?

The four leadership styles

Subordinate – someone who is junior or an assistant to the team leader

Key term

How do you view your role as a team leader?

Knowledge Area 1: Outcome 1

Link to the standard

Delegation – trusting someone to do a job for you

Key term

Take responsibility – determination when managing difficult situations.

Behaviours





How would you react to the autocratic style of leadership?

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1.11.1 Leading people | The different leadership styles and benefits of coachingLeading people | The different leadership styles and benefits of coaching

DRAFT

The democratic leader The democratic leader shares the power and decision making with their team through regular consultation and delegation. They use open debate and encourage the team to share their ideas in the planning stage of a project or in solving any problems. There is a great deal of flexibility in the democratic leadership style that can lead to a better way of doing things and it can bring out the best in an experienced and motivated team. However, the democratic leader will make the final decision, based on the team discussions and on what the majority of the team agree is the best course of action to take; this can slow down the decision-making process.

When there is a large or complex problem to solve, this style of leadership can be very effective, or when there is a benefit or need to encourage team-building and full participation from each member of the team. For example, if a team leader has been asked to come up with a new advertising campaign, by using the democratic leadership style with the team, they can encourage a creative environment where team members can suggest new ideas and innovations to be explored and discussed before any final decisions are made.


High job satisfaction and team morale Leader is seen as weak

High team productivity Can slow up the decision-making process

Encourages creativity and innovation Decisions are based on compromise

Team members will get personal and professional development

There is a potential for communication failure and incomplete projects

Table 1.4 How would you use the democratic leadership style in your role?

The paternalistic leaderThis type of leadership implies a similar relationship to that between a parent and child. The leader will make all of the decisions in the best interests of the team members’ welfare and needs, with very little consultation or delegation. Under this style of leadership the team members will follow the direction of the leader.

The paternalistic style of leadership works well with less experienced or less confident team members as well as in organisations where there is a formal and hierarchical structure. For example, when a team member is lacking in confidence they are likely to feel comfortable when their team leader makes any decisions on their behalf. They will feel secure and supported when led in this way, leading to a positive relationship with their team leader.


Will gain trust and loyalty from team Can restrict creativity and individualism

Employee retention is good Little team empowerment

Positive relationship between team and team leader

Team will become dependent on the team leader

Team motivation is likely to be goodLikely to demotivate experienced team members

Table 1.3 In what situation would you use the paternalistic leadership style?

Inclusive – able to build trust with others.

Behaviours

How would you react to the paternalistic style of leadership?

Innovation – a new and creative idea, device or process

Key term


Behaviours



How would you react to the democratic style of leadership?

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DRAFT

Adjusting leadership stylesWithin your team you are likely to have a wide range of ability and experience across the individual team members. Therefore, by using the four different leadership styles, you can adapt and adjust your style to suit the individual within the team as well as the whole team. There are also outside influences that are likely to affect the way in which you lead your team and the way in which your team behaves.

Be aware of the business environmentLearn to work with and embrace uncertainty that the environment in which you are working may bring. By encouraging your team to look for new approaches and be comfortable with change, they can look for solutions to achieve the company’s goals and reach their own potential. Look at any difficult situations with a different perspective; it may be that you need to forget existing procedures and create new ones to respond to the wider business context. Inspire your team to use their best skills in order to find creative solutions.

Leading with empathyThink about how outside organisations might see your own organisation so that you can communicate this to your own team. In response to this, listen to your own team members' ideas and see things from their point of view, giving them autonomy so that they can focus on achievement rather than completing individual tasks.

Leading through correction and reflectionThere may be times when you will need to try things out that don’t succeed. These experiences can be useful if you reflect and learn from them by understanding what went wrong and what can be done differently to avoid the situation arising again. Involve your team in this correction and reflection process, allowing them to make decisions to take things forward.

Creating win-win situationsThere are likely to be a number of interested parties to consider that you should make your team aware of. By involving your team and getting them to understand the needs of customers and other key stakeholders such as suppliers you can work towards a win-win situation.

The laissez-faire leader The laissez-faire leader uses a high level of delegation, trusting the team to their own devices, enabling them to make their own decisions and therefore holding the power. The leader will provide guidance and support to their team, checking results, but not interfering. However, there will be a high level of autonomy as team members have the freedom to undertake their work.

This style of leadership works well with skilled and experienced teams when they are highly motivated and able to work independently, take responsibility and not be afraid to make decisions. For example, a recently appointed team leader joining an existing experienced and skilled team can use the laissez-faire style of leadership: they can get to know the team by letting them work independently while they observe from a distance. This is a good way to see how the team progress and know exactly what they are capable of while determining the different characters within the team.


Can lead to high job satisfactionTeam leader can have a poor role definition

Can lead to high team morale A potential for low productivity

Empowers the team and the individuals within the team

Can lead to a lack of commitment within the team

Can increase team and individuals’ confidence

Can lead to individuals within the team not taking responsibility for their actions

Table 1.5 How would you react to the laissez-faire style of leadership?

Autonomy – a level of freedom given to an individual, that enables them to take responsibility for a task or decision

Key term

Agile – positive and adaptable, responds well to feedback and need for change

Behaviours

How can you encourage win-win situations with your team?

Empathy – understand the feelings of a team member, without feeling sorry for them

Key term

Stakeholder – any person who has an interest in your business or business activities

Key term


Behaviours



Agile 1 and 3

Takes responsibility 2

Allocating responsibility to team members

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DRAFT

This section has been about using different leadership styles and approaches:

• the four different leadership styles and when to use them

• their negative and positive impacts

• the need to adjust and adapt when using these leadership styles.

Summary

Activities

Activity 1. Skills self-reflectionThink about your own skills and ways of working and how these fit with the four different styles of leadership by answering the following questions.

1. How do you deal with people?

2. How do you manage the work-flow within your team?

3. How do you see your role as a team leader?

Activity 2. Skills feedbackHave a discussion with your manager or tutor to get their assessment of your skills and ways of working. Identify which styles of leader you naturally lean towards and which styles you need to work on.

Activity 3. Skills to actionDraw up an action plan based on your self-reflection and feedback from your manager of how you can improve a flexible approach when using the different styles of leadership.

Knowledge Area 1, Outcome 1.1

Qualification mapping

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1.1 Leading people | The different leadership styles and benefits of coaching

DRAFT

leadership styles - pearsonschoolsandfecolleges.co.uk€¦ · adjusting leadership styles within...

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