Leadership Styles: How to Find Yours and What it Says About You

Leadership styles speak to a leader’s behavior and methods when managing, directing, and motivating others. Knowing your leadership style can increase your awareness of how you might come across to the people who follow you and how you make decisions. If you’re curious to know your leadership style, you may identify with one of the seven most common. (Estimated reader time: 13 minutes)

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“Leadership is the capacity to translate vision into reality.”

— Warren Bennis

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Throughout history, we’ve had leaders of all types, with different leadership styles. Some were paragons of virtue who displayed strength and goodness, while others had corrupt intentions and despotic dispositions.

There are many examples of incompetent and ruthless rulers who left their kingdoms in chaos, disarray, and destruction – Queen Mary I of England, Attila the Hun, Genghis Khan, Fidel Castro, and Mao Zedong are just a few.

But some leaders chose differently. Their policies centered on creating better conditions for their people. They were influenced by enlightened ideas on leadership, like the doctrines of the Roman paterfamilias and Confucianism, which states that “a leader’s primary purpose is to serve the people and guide them.” Ancient leaders like Cyrus of Persia, Ashoka of India, and leaders from modern history like Churchill, Gandhi, and Mandela were led by this moral leadership code.

The driving force behind great leaders was not the only thing that set them apart. Their leadership styles determined how they led and communicated with their subjects.

Leadership is a fluid construct, and leaders adjust their leadership styles to suit their situations. But one style will always be at their core. Knowing its unique advantages can help them become confident and effective leaders.

While a leader has specific roles and must fulfill certain expectations, there’s no “one-size-fits-all” guide to leadership. For example, Elon Musk’s exacting and decisive leadership style while running his billion-dollar empire may not work for running a small nonprofit that uses emotional intelligence to create a positive work environment.

Knowing your leadership style will make you see that we are all leaders. You can improve your life and the lives of others by tapping into what makes you unique.

Why we need leaders

Leaders play an essential role in the evolution of our species. Benevolent and effective leadership has led us toward progress and prosperity.

Writer Ralph Waldo Emerson once said, “Our chief want is someone who will inspire us to be what we know we could be.” In other words, if you inspire people under the right conditions, you can get much more out of them than if they were to handle things alone. Under the proper leadership, people can achieve wonders.

Leadership isn’t about power-mongering or holding authority over others. It’s about positively influencing people to reach their potential. Leaders are torchbearers, guiding their followers through unknown territories so they don’t get stuck or lost.

With the rise in noticeable leadership gaps, the need for good leaders is more significant than ever. We need more individuals to stand up and lead, setting an example for those who want to accomplish their visions while also contributing to the collective and utilizing their own talents.

To close this chasm in leadership, we must understand its importance and get a big-picture perspective on its place in society. We need strong leadership to:

• Fulfill the needs of the collective and instill a sense of stability and security.
• Introduce change and encourage innovation systematically and constructively.
• Offer guidance to those who need knowledge and coaching to reach the next level.
• Resolve conflicts. Leaders should be able to listen to concerns and offer practical solutions.
• Establish a compelling vision and promote values that help people understand their intentions and motivate them to participate.
• Boost morale by showing appreciation and interest in each person. A true leader knows that when people feel seen and heard, they are more likely to give their best.
• Create systems where work tasks are carried out smoothly, and team members work together to achieve objectives.  
• Create a healthy and positive work environment where people feel comfortable.

Having the right leadership styles can make us effective in achieving these obbectives.

What makes a great leader?

The wisest leaders are visionaries who can paint the picture of a better and more just world, motivating others to become part of their movement. Their articulate and thoughtful ways inspire people to align their personal goals with the collective’s.

In this way, the wisest leaders elevate their people to the highest levels of abundance beyond the material and power-driven criteria established by social standards.

However, leadership skills only sometimes convert into wise leadership. No matter how well-versed leaders are in governance and tactics, their success will only be lasting and impactful if they execute that knowledge with insight, empathy, and sound judgment.

Leaders must combine tacit knowledge with practical wisdom. This awareness leads them to make choices grounded in reality and guided by morals and values that benefit everyone.

We can trace the origins of practical wisdom as far back as Ancient Greece. This era flourished under the influence of great personalities and leaders like Pericles, Alexander the Great, Demosthenes, and Cleisthenes.

Aristotle, a philosopher and scientist, guided leaders such as Alexander the Great. He identified three different types of knowledge:

• Phronesis: practical wisdom, which he defined as “a true and reasoned state of capacity to act about the things that are good or bad for man.”
• Direction: “know-what-should-be-done” – “I know what a good car is and how to build it.”
• Episteme: a principled system of understanding / universally valid scientific knowledge.
• Direction: “know-why” – “I know the type of car my customers need and why it’s important to them.”
• Techne: skill-based technical knowledge.
• Direction: “Know-how” – “I know how to make a car.”

Combining these types of knowledge can help leaders find the most suitable approach in any given situation, and serve their community and the common good.

The Greek statesman and general, Pericles, is an excellent example of this type of leadership. Pericles’ ability to put rationality above all else as he applied the three types of knowledge in his leadership contributed to his success.

He could think for himself and focus on the best outcome for the people of Athens. He didn’t allow the emotions and furor of his passionate subjects to cloud his judgment.

Through Pericles, we get a sense of what outstanding leadership looks like. As one of the most erudite leaders in history, he shows us the qualities we must embody to lead people from a balanced and grounded place.

We are all leaders: how to embody the leader archetype

When most people think of the word “leader,” they see images of kings, presidents, CEOs, and other authority figures. They assume they are followers by default if they don’t have one of these leadership roles.

But what if I told you that you are a leader, regardless of your career, family, and social roles? You are a leader in your own life.

We become leaders when we remain true to ourselves by staying in integrity with our vision, no matter how oppressive our circumstances get. We have one life to live, and making it as exciting and meaningful as possible is up to us.

Even if we aren’t satisfied with the outcomes of our actions, we’ll find it much easier to accept them if we understand that it’s part of the learning process. We’ll feel liberated knowing that the power to change direction lies in our hands.

You can tap into your inner leader and leadership styles by taking charge of your life and making choices that support your growth. To get a sense of how we can manifest leadership energy, it helps to get familiar with the leader archetype.

The leader archetype is defined as a person with a following of people and a social and relationship-oriented approach. As humans, we are born to be led. It’s an instinct we share with other species, from lions to wolves to ants.

The most basic function of leaders is to ensure that their group stays safe, and each member fulfills their need to eat, drink, and procreate. But once those needs are met, their constituents seek deeper guidance to complete their higher aspirations.

These are the primary leader archetype traits:

• Proactive decision-making and willingness to make hard choices that could unsettle others.
• Bold, courageous, and motivated when the situation calls for it but does not actively seek out trouble.
• Comfortable with collaborating with others and seeking advice and feedback.
• Can inspire loyalty and the desire to put in the work needed to meet group objectives.
• Puts themselves in others’ shoes and ensures everyone benefits from the team’s efforts.
• Stays humble and grounded and can keep their ego in check as they rise through the ranks.

These leadership characteristics are not specific to an individual, and anyone can cultivate them if they make a conscious effort. As basketball coach John Wooden once said, “The most powerful leadership tool you have is your own personal example.”

Why we need different leadership styles

Leadership is all about the people who are being led. When they are guided the right way, they get things done and contribute to the group.

Some like to lead, while others like to follow. Like a bee colony, a system has only one queen, and she is surrounded by workers that collect food and maintain the hive.

Different leadership styles impact each person differently. And how effective they are can also depend on the circumstance.

For instance, an autocratic style of leadership works best in times of crisis – many heads of government demonstrated this style when the COVID-19 pandemic first broke out so that they could save lives and ensure everyone’s safety.

Laissez-faire leadership, on the other hand, works best when working with a group of people with independent projects and where too much supervision interferes with their creative flow.

While we all have a core leadership style that comes naturally to us, we can switch styles based on the situation. A strong leader knows they can utilize their subjects’ talents effectively by adjusting their approach for both the circumstances and the individuals they interact with.

The following factors determine the right leadership styles:

• The personality and temperament of the leader.
• The level of education, skill, and experience of the team.
• The organizational structure, culture, and growth stage.
• The nature of the work involved (i.e. creative vs. routine).

Seven different types of leadership styles

A leadership style speaks to a leader’s behavior and methods when managing, directing, and motivating others. It impacts how they plan, strategize, roll out their plans, and handle relationships with their team members and stakeholders.

Knowing your leadership style can increase your awareness of how you might come across to the people who follow you, help you understand how you make decisions, and how you can offer guidance and feedback to them.

For example, if your employees feel a bit lost and unclear about what’s expected of them, it may tell you that it’s time to move away from your laissez-faire leadership and supervise them more.

If you’re curious to know what your own leadership style is, you may identify with one of the most common styles below:

1. Democratic (or participative) leadership

A democratic leadership style is when a leader makes decisions based on the input they receive from team members. While the leader makes the final call, members can contribute collaboratively. By consulting them, each member has an opportunity to voice their thoughts. They are an essential part of the team, which can foster a commitment to the group objectives.

Often, authority is delegated to members because they have the best skills and experience to perform well in a given function or project.

Democratic leadership encourages engagement and creativity, and has been shown to increase productivity and job satisfaction. However, getting on the same page with all team members can be costly and time-consuming and may not be the best way to make swift or complex decisions.

2. Authoritarian (or autocratic) leadership

An authoritarian leader is the opposite of a democratic one. This leadership style is focused on the sole decision-making and command in the hands of the leader. The absolute power of the leader enforces a strong element of control. They hold all the responsibility and authority and make decisions on behalf of the team, taking no suggestions or input from them.

Once a decision has been made, team members are expected to support it and follow through. Expressions of opinion are often repressed because there is some fear of the leader who wields absolute power. Leaders who exhibit this way of running affairs tend to be seen as bossy, dictatorial, micromanaging, domineering, and sometimes abusive.

Research has shown that people under this leadership style are often less creative, resourceful, and motivated, leading to tense and hostile environments with no room for growth and camaraderie among members. However, authoritarian leadership can be effective in some instances, like when decisive action and quick decisions are needed.

3. Laissez-faire (or delegative) leadership

Laissez-faire leadership is a passive and hands-off approach to leadership. Delegative leaders usually give little to no guidance to their team members, allowing them the freedom to improvise and make their own decisions.

Leaders with this style provide members with all the information, resources, and tools they need to carry out tasks and then step back and let them tackle them independently. Minimal supervision empowers people to take charge, get creative, and be self-motivated. The trust placed in them can be uplifting and lead to increased job satisfaction and productivity.

This style can work if it involves highly qualified and experienced individuals with a proven track record of getting the job done. However, it can result in chaos if members need more experience and know-how or require direction and structure. Poorly defined roles can also lead to more mistakes, and a lack of accountability and organization.

With this leadership style, people can do things very differently from what the leader expects, resulting in the loss of time and resources. Leaders who use this approach should ensure that their team has the capacity, skills, and intrinsic motivation to work independently before they let go of the reins.

4. Transformational leadership

Transformational leaders are all about creating change. They motivate and coach their members to go beyond their perceived limitations and step outside their comfort zone.

Raising the bar brings out the best in their people and helps them achieve things they never thought possible. Transformation leaders challenge them by delegating tasks that are progressively harder and that have tighter deadlines. Like personal trainers, they aim to increase the strength and capacity of their people.

Unlike authoritative leaders, transformative ones demonstrate high levels of empathy, emotional intelligence, and integrity. While they push their members consistently to transform and improve, they do it using good communication skills and compassion. They know the best way to achieve their shared vision is when each team member is self-actualized and fulfills their potential.

Studies have shown that subjects led by transformational leaders tend to have higher levels of wellbeing and are more resilient when handling challenges at work and in their lives. This leadership style is often found in innovative and growth-oriented organizations like tech companies in Silicon Valley.

5. Transactional leadership

Transactional leadership operates on a “give and take” dynamic. It’s a direct and short-term transaction where a leader gives team members clear instructions.

By accepting their position as group members, individuals agree to follow the rules established by the leader to complete needed tasks and reach a specific target by a particular time in exchange for monetary compensation. This type of arrangement is common in marketing and sales jobs.

One of the benefits of this leadership style is that there are clearly defined expectations and roles. People know what’s expected of them and how they will be compensated. No more clarity is needed. Members are strongly motivated because they receive rewards if they perform well.

The downside of transactional leadership is that the rigid structure can stifle innovation and creative thinking. This can be a big concern if out-of-the-box thinking is essential for the company to progress.

6. Bureaucratic leadership

Bureaucratic leadership is typical in a system of management that follows a hierarchy where official duties, processes, and regulations are fixed and followed to policy. Everything in the organization “goes by the book,” with little room for flexibility and should be followed meticulously.

Although there is more freedom and less control than in an authoritarian leadership style, there is little motivation to be innovative and break the rules for growth. If suggestions from members do not conform to existing policies, they are rejected, or ideas flow slowly because of a lot of red tape.

Bureaucratic leadership is usually found in legacy companies with long histories whose success was achieved by following a certain formula and traditional practices. It works when members perform routine activities involving safety risks and managing valuable items.

New approaches and ideas can be risky and go against “how things are done.” This type of leadership does not work for new and ambitious groups in a growth phase.

7. Servant leadership

Servant leadership is when an individual prioritizes their role as a ‘servant’ over a leader. They do their best to meet the needs of their team above their own by elevating, coaching, and developing people to follow their lead so that they can achieve the best results.

For servant leadership to work, leaders should be empathetic and have high integrity. They must create a positive, ethical work environment and know how to boost the morale of those they work with. They should be driven by ideals and values connected to their vision.

Servant leadership works well when members work independently in remote teams, like traveling salespeople, or those who work in different regions and countries. However, it won’t work in competitive scenarios with strict deadlines. It’s also time-intensive and requires patience and strong listening skills to accomplish the desired effect.

Nelson Mandela, considered one of the best leaders in history, compared a leader to a shepherd. “He stays behind the flock, letting the most nimble go out ahead, whereupon the others follow, not realizing that all along they are being directed from behind,” he wrote in his autobiography. His profound take on leadership speaks to both the power and humility of authentic leaders. Achieving that balance ultimately brings out the best in them and others. In other words, a win-win situation.

All my best on your journey,

Seline

Questions for you: Which leadership style do you gravitate towards? Do you think it’s effective in achieving the outcome you desire? If not, why?

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