Blog Posts

By Dr. Scott

This week, we continue our thinking about leadership series.  Last week, we took a quick look at some of the major leadership theories and how these paradigms have changed and evolved over time.  As we learned, leadership theories are only one of the major constructs through which we can think about leadership.  Another way to understand leadership is to think about different leadership styles.  In this edition of our Wednesday Leadership Blog, we look at some of the ways we can categorize leadership styles. 

Leadership Style

First, we can define a leadership style as the approach that a leader uses to influence others.  A leader’s leadership style can be either effective and ineffective depending on different situations.  For example, a drill sergeant’s approach to shaping new recruits into soldiers probably won’t be as effective in a Board of Directors video conference meeting.  Different leadership approaches are often needed to match different situations.  However, mastering different leadership styles is not as easy as it sounds and leaders often rely on leadership styles that are, more often than not, shaped by their personality, their values, their practiced skills, and their past experiences. 

Leadership Style Spectrum and the 5 Quadrants

Like with leadership theories, we don’t have the time or space to explore all leadership styles, but we’ll look at a few of the most common.  First, let’s think of leadership styles as a spectrum with 5 quadrants.  At one end of the spectrum we have very controlling leadership styles and on the other end, we have a “hands off” approach to leadership. 

On one end of the spectrum, we see leaders whose style is controlling and involved at all levels of their followers actions and end results.  We call this quadrant the Autocratic Leadership Style where leaders use their authority to dictate and control outputs, often influencing followers through a set of rules and structure.  Squarely in the middle of this quadrant is the Bureaucratic Leadership Style which relies on an established hierarchy to ensure consistency.

Next on the spectrum is the Transactional Quadrant where leaders influence followers through a system of performance based rewards and, of course, punishments for poor performance.  Essentially, Transactional Leadership, or Managerial Leadership Style as it is also known, entails engaging in a transaction of rewards for performance.

Next on the Spectrum, and purposefully placed in the middle of the spectrum, is the Transformational Quadrant.  Transformational Leadership Styles are numerous, but typically entail leaders inspiring followers to achieve a shared vision or goal.  Essentially, transformational leadership styles focus on empowerment and the strategies needed to motivate others to achieve more than they otherwise would have individually or collectively.  Different types of Transformational Leadership Styles include Visionary Leadership, Servant Leadership, Coaching Leadership, etc.

In the Democratic Quadrant, Leadership Styles focus on involving followers in the decision-making process to encourage collaboration and innovation. Essentially, Democratic Leadership Styles empower and motivate followers by giving them ownership in the process or even the business itself.

Finally, in the Laissez-Faire Quadrant we find the polar opposite of the Autocratic Leadership Quadrant.  Laissez-Faire Leadership Styles involve minimal leader engagement or guidance.  Team members are therefore free to make their own decisions and work independently.  However, those this style can be effective with already high performing teams, a lack of leadership engagement also involves a lack of accountability or oversight, often leading to a decrease in productivity, incomplete projects, and poor individual or team performance.

Final Thoughts

It is important to reemphasize that this is not meant to be a comprehensive, deep dive into leadership styles.  Our purpose here was to give you a quick way to think about different leadership styles and the leadership spectrum analogy served as our vehicle for discussion.  I hope you enjoyed this edition.  Next week, we’ll explore some other way to think about leadership.  Until then, may all of your leadership endeavors be fulfilling.

Dr. Scott Eidson is the Executive Vice President of the Madison School of Professional Development and holds doctoral degrees in both history and business which he uses to educate occasionally, but mostly bore people at parties.