Finding the right leadership style

Having the right leadership skills is important, but it's how you interact with your team (and, well, lead) that determines your success.

It's important to find a leadership style that works for you and your team. This'll provide consistency that employees will appreciate.

Your leadership style will be partially determined by your skills, but the best leaders succeed because their leadership style adapts to fit the current situation.

They know when to take a step back and let employees get on with it, and they know when they need to micromanage.

They know when to ask for more from individuals, and when to ease their workload.

Let's take a look at the different types of leadership style and when they're most effective.

Commanding/Autocratic

This leadership style gives the manager complete authority over their team. The leader makes all the decisions without consulting anyone below them, and they dictate all guidelines, procedures and processes.

Communication tends to be one-way - from the leader to the employees.

When it works: If employees require close supervision, or when there's a looming deadline.

When it doesn't:If creativity is required, or when employees are highly skilled.

Key quote: "Here's what you're doing today."

Pacesetting

Pacesetting leaders want only the best from their team. They expect employees to perform to the highest standard in the sector, and they hold themselves to the same standards, too. Pacesetting leaders expect employees to work independently, but when their work isn't up to scratch, the leader will take over.

Under a pacesetting leader, demands on employees are high, and there may be little opportunity for employees to provide feedback to the leader.

When it works: When the team is motivated, competent, and has a short-term goal or deadline.

When it doesn't:When applied over long periods of time, or when the leader themselves isn't competent.

Key quote: "If you can't meet this goal, we need to talk."

Visionary

This leadership style is all about big ideas. A visionary leader is able to communicate their vision for the team (and the wider company) with their employees, inspiring and motivating them to perform at their best.

Visionary leaders are reliant on their team to bring their ideas to life, and tend to take a hands off approach to management.

When it works: When your brand is bringing something different to the market, or when your team is short on motivation.

When it doesn't: If employees struggle with details or don't believe the leader's vision is grounded in reality. A visionary leader may also brush aside immediate problems as they're so focused on the big picture.

Key quote: "Through our work, we can build a better future."

Coaching

The coaching leadership style focuses on continual employee development. The leader acts as a coach, passing on their own skills to others on their team. This fosters a positive working environment where the leader genuinely wants the employees to succeed.

Communication runs in both directions as employees frequently turn to their manager for advice and feedback.

When it works: When employees want to learn and develop, when the leader is highly skilled and when they're effective teachers.

When it doesn't: In high-pressure environments that require immediate results.

Key quote: "Let me show you how this works."

Democratic or participative

Democratic leaders invite employees to take part in almost all decision-making processes.

Communication works both ways, and the leader listens to feedback regardless of an employee's seniority. Importantly, the leader still makes the final decision.

When it works: In creative environments where employees are highly competent and have near-complete knowledge of each situation where their input is sought.

When it doesn't: When leaders constantly ignore employee input, or when difficult decisions need to be made quickly.

Key quote: "What do you think?"

Laissez-faire

This leadership style is the opposite of autocratic leadership. The leader never directly supervises their team, with little to no communication in either direction. Instead, employees are left to get on with their work and make most decisions without being interrupted or managed.

When it works: When employees are highly experienced and motivated.

When it doesn't: Whenever employees struggle to find motivation if they aren't supervised, or when there are tough targets to meet.

Key quote: "If you have everything you need, I'll leave you to it."

Affiliative

Affiliative leaders focus on building strong bonds within their team. Their main priorities are ensuring that the team works well together, and that each employee remains positive, motivated, and engaged.

Communication is two-way, and frequent. People always come before targets.

When it works: When morale is low, or when you're bringing a team together for the first time.

When it doesn't: When you're struggling with direction and/or performance.

Key quote: "Is there anything I can do to help?"

Shifting leadership styles

As you can see, there isn't a perfect leadership style that works in every single situation. The best leaders are able to adjust their leadership style depending on the team, current circumstances, and your goals.

But few first-time managers have the skillset to switch between these styles with ease. You might have the people skills to perfect the affiliative leadership style, but you struggle to switch to a pacesetting style when you need to ask more of your team.

If you're not used to certain leadership styles, your attempts to adopt them are unlikely to be immediately successful.

Employees won't take your talk of deadlines and targets seriously if it conflicts with your usual softer leadership style. And if your typical style tends to be slightly autocratic, a sudden pivot to laissez-faire leadership will be met scepticism and confusion.

That means that you should be prepared to adapt your leadership style based on the situation, rather than completely reinventing it.