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In the course of your career, you may be asked to assume a leadership position. It doesn't matter if are in charge of a project, gathering, or even a whole department. It is possible to think about the identification or adoption of a particular leadership style.The majority of professionals have their own unique style of leadership. This is based on the personal experiences and personalities of each individual as well as the individual demands and values of their workplace. Although every leader is unique however, there are a variety of ways of leading that are commonly employed in the workplace.In this post, we'll examine the most commonly used types of leadership and give examples and typical characteristics of each style to help determine which leadership style you are most comfortable with.<h3>Different leadership styles</h3>The following section will discuss each kind of leadership, and offer examples, in addition to the benefits and challenges.<h3>1. Coaching for leadership</h3>Coaching leaders are able to quickly determine the strengths and weaknesses of team members and also encourage them to work harder. This kind of leader helps team members to set objectives that are clear, and gives feedback with difficult projects that encourage the growth of their team. They are adept at creating clear expectations for their teams and creating a positive, motivating atmosphere.Employers and their workers will find the leadership style of coaching very advantageous. However, it is also one of the least utilized. It may take longer time to manage than other kinds of leadership styles.You may be a coach leader if:<ul> <li>Helpful</li> <li>Do not give orders Instead, offer direction</li> <li>Learning as a means of growth</li> <li>Ask for guided questions</li> <li>Share knowledge while helping others find it</li> <li>Are you self-aware</li></ul>There are many advantages of coaching leadership. It fosters positive thinking, free-thinking and empowerment, as well as re-examining the goals of the company. They are frequently viewed as mentors.Probl?mesExample: A sales manager gathers their account executives for an appointment to discuss the lessons learned from the quarter. The meeting begins with a team evaluation to determine strengths of the team, their weaknesses, opportunities and challenges to the team's performance.The manager then recognizes the team's outstanding performance members and reviews the team's accomplishments. The manager ends the meeting with announcing the quarter's contest, which will encourage the salespeople towards the goals they have set for themselves.<h3>2. Visionary leadership style</h3>Visionary leaders are able to inspire employees and motivate them with the development of new ideas. Leaders with vision can also build strong bonds within their organizations. They build trust between colleagues and their directly reporting employees.Visionary style is especially helpful for small, fast-growing organizations or larger companies undergoing transformations or corporate restructuring.If you're a visionary leader, then you could be:<ul> <li>Persisting and bold</li> <li>Strategic</li> <li>Risk-taking</li> <li>Inspirational</li> <li>Optimistic</li> <li>Innovative</li> <li>Magnetic</li></ul>Advantages: Leadership with vision could assist companies in their growth, unite teams and the overall company and improve outdated technologies or methods.Challenges Visionary leaders who are too focused on the big picture can overlook important aspects or overlook other opportunities. Since they're more focused on the future, they could overlook solving problems that are currently in the pipeline. This can lead to the team feeling neglected.Example: A teacher might create a group at her office to assist students cope with anxiety and other issues outside of school. This group is designed to increase the focus of students and enable them to succeed in school. He has developed testing strategies to efficiently and quickly find ways to help students.<h3>3. Servant leadership style</h3>Servant leaders live by a people-first mindset and believe that when their team members feel personally and professionally happy, they're more efficient and more likely to consistently accomplish great results. Their focus on the satisfaction of employees, collaboration, and respect leads to greater productivity.The servant-style leadership style is an excellent option for any business, regardless of size or industry. It is particularly popular for non-profit organizations. These leaders have a remarkable capability to increase morale among employees and encourage employees to reengage with their job.If you're able to:<ul> <li>Engage your employees</li> <li>Excellent communication abilities</li> <li>Your team is important to you.</li> <li>Encourage collaboration and engagement</li> <li>You have to be committed to grow your team professionally</li></ul>The benefits of serving as leader are the ability to inspire trust and build confidence in future leaders, increase productivity and employee loyalty create and take decisions that foster employee growth and encourage employee decision-making.Troubles: Staff leaders is often exhausted because they often prioritize the requirements of their employees over their own. They may struggle to be the leader they require.Example: A manager of the product hosts monthly one-on-1 coffee meetings with anyone who has questions, concerns or thoughts on how to improve the product. This gives her the opportunity to talk to and assist everyone who uses the product.<h3>4. Autocratic style of leadership</h3>These leaders are also known for their "authoritarian-style of leadership". They're focused on effectiveness and results. They make decisions on their own or with small groups of trustworthy individuals and expect their employees to follow the same. The type of leader might be described as a military commander.If you are in compliance-oriented or highly controlled environments the autocratic approach could be a good choice. It is also a great fit for employees who are not used to the job or need strict supervision. This type of leadership could restrict creativity and make employees feel trapped.If you're:<ul> <li>Self-confidence is the key to success.</li> <li>Are you motivated by your own self?</li> <li>Communicate clearly, consistently</li> <li>Follow these rules</li> <li>Are dependable</li> <li>You will appreciate structured environments</li> <li>Believe in supervision-based working environments</li></ul>Advantages: Leaders who are autocratic may increase productivity, delegate, communicate clearly and lessen stress among employees by making quick decisions.Troubles Leaders who are autocratic have a tendency to stress high due to the feeling of being obligated for everything. They're often disapproved of by their colleagues, since they don't have the flexibility or want other people to think like them.<img width="324" src="">Example: Before a surgery, the surgeon thoroughly explains all procedures to all the staff. She wants to ensure everyone is clear on the expected outcomes and follow every procedure carefully and exactly so the procedure goes as smoothly as it can.<h3>5. Styles of leadership that are hands-off or laissez faire</h3>Laissez-faire leaders are different from autocratic. They focus on delegating many tasks, and provide little supervision. A laissez-faire leader is less likely to be spending too much time managing employees and can devote more time to other initiatives.If the entire team are experienced and well-trained, managers may choose this type of direction. But, it could result in a decrease in performance if employees are unsure of their manager's expectations, or if team members require constant motivation and boundaries to work efficiently.You may be a laissez-faire leader if:<ul> <li>Effectively delegate</li> <li>Believe in freedom to choose</li> <li>Make sure that you have enough tools and resources.</li> <li>We will assume the role should it be needed</li> <li>Offer constructive criticism</li> <li>Develop leadership skills in your team</li> <li>Encourage an independent work environment</li></ul>This strategy fosters innovation, accountability, and an environment that is relaxed at work. It is often the cause of higher retention rates.The issues The issues: New employees aren't a fan of the laissez-faire approach to management. They require direction and encouragement from the very beginning. This style can also lead to insufficient structure and confusion between managers, as well as employees not feeling supported enough.Example: Keisha, when welcoming new employees, explains that her engineers are free to establish and manage their working schedules as long as they are in line with the goals of the team. https://www.leadershipiq.com/ can also participate in projects and gain knowledge about them outside their company.<h3>6. Democratic or participative styles of leadership</h3>The democratic approach (also referred to as the "participative style") is a blend of autocratic leadership as well as laxity. A leader with a democratic approach seeks feedback from their team before making a decision. A model of democratic leadership often will result in greater levels of engagement among employees.This kind of leadership encourages discussions and participation, which makes it a great option for businesses that are committed to innovation and creativity like the technology sector.You may be a democratic/participative leader if you:<ul> <li>Discussions with the group on value</li> <li>When making decisions, give all the details to your team</li> <li>Make sure that everyone can share their ideas</li> <li>Are rational</li> <li>Are flexible</li> <li>Good for mediation</li></ul>These leadership styles have many benefits. Employees feel more empowered and valued. It can improve retention and morale. Because employees are usually involved in decision-making processes, they are aware of what they have to do and require less oversight from management.The challenges These leadership styles can lead to low efficiency and expensive cost. It can take time to plan large group discussions, get feedback and opinions, talk about possible outcomes, and then communicate the outcomes. This leadership style can create social pressure for those in the team who don?t like sharing ideas with others.Example: Jack, a store manager has hired many extremely motivated and committed team members he believes in. When it comes to deciding on storefronts and floor layouts, Jack acts only as the final moderator to allow his team to move forward with their concepts. He will be there to address questions and suggest possible changes for his team to think about.<h3>7. Pacesetter leadership style</h3>Pacesetting is an effective method to get results quickly. Leaders who paceset are focused on their performance. They often establish high standards and hold their team members accountable for meeting their objectives.While the pacesetting leadership style is motivational and helpful in fast-paced environments in which team members have to be stimulated but it's not the most effective option for team members who need mentoring and feedback.You may be a pacesetter leader if you<ul> <li>Set high standards</li> <li>Focus on goals</li> <li>Slow to be praised</li> <li>Will help if required in order to meet the goals</li> <li>Are highly trained</li> <li>Value performance is more important than soft skills</li></ul>Benefits: Employees are motivated to meet business objectives by using pacesetting leadership. It encourages high energy and dynamic work environments.There are difficulties. Pacesetting leadership can cause stress in employees because they are always pushing to achieve a target. In a workplace that is fast-paced, miscommunications can occur along with a lack of or clear instructions.Example: A weekly meeting leader acknowledged that an hour of each person's time every week was not enough to justify the need. In order to improve efficiency, she altered the meeting to a 15 minute standup that only included status updates.<h3>8. Transformational leadership style</h3>The transformational style is like the coach style in that it focuses on clearly communicating, goal-setting, and motivation of employees. The transformational leader is, however, not focused on individual goals instead, but on the company's objectives.Since transformational leaders tend to spend a lot of their time on overarching objectives, this kind of leading is best for teams that can handle many delegated tasks without any constant oversight.If you are an entrepreneur who is able to transform the world, you could be one.<ul> <li>Be respectful of your team</li> <li>Provide encouragement</li> <li>Motivates others to achieve their objectives</li> <li>Look at the bigger picture</li> <li>Intellectually challenging your team is valued</li> <li>Creativity is an attribute</li> <li>Have a thorough understanding of the requirements of your organization</li></ul>Benefits: A transformational leader appreciates their personal relationships with their employees which will increase the morale of employees and retain them. These leaders are focused on the morality of the company and its employees , rather than being solely goal-oriented.Challenges: Since transformational leaders take a look at their employees as individuals, it could cause team or company victories to go unnoticed. These leaders can also overlook important details.An example: Reyna has been hired to oversee a marketing department. Reyna's job is to be asked by the CEO to develop new goals, and then to form teams in order to achieve these goals. The first month in her new role learning about the company and marketing employees. She acquires an in-depth knowledge of the recent trends, strengths of the organization, and other relevant information. After three months of hard work, she has identified specific goals for the different teams reporting to her and asked them to establish goals that were in line with them.<h3>9. Transactional leadership style</h3>A transactional leader is someone who is focused on their performance, similar to the pacesetter. The manager employs this type of leadership to determine established rewards. This could be in the form a monetary reward for success or disciplinary action in the event of failing to meet the requirements. Leaders who are transactional focus more on mentorship the staff, directing them, and training in order to reach objectives and reap the rewards.This type of leader is great for organizations or teams with a specific goal. But it's not the most effective way to boost the creativity of your employees.You could be a transactional leader:<ul> <li>Corporate structure that adds value</li> <li>Micromanagement</li> <li>Don't question authority</li> <li>Practical and practical</li> <li>Value goal-hitting</li> <li>Reactionary</li></ul>Benefits of Transactional Leaders They help in the attainment and achievement of short-term goals by providing a clear framework.There are challenges. A company that is focussed on short-term goals or has no long-term goals could cause problems. It can hinder creativity and make employees less motivated when they're not financially rewarded.Example: A branch supervisor meets with each person on the team twice a week to discuss ways that they can achieve and surpass their monthly company goals so that they can earn their bonus. The most successful 10 employees in the district receives a monetary reward.<h3>10. The style of leadership used by bureaucrats leader</h3>Autocratic leaders and bureaucratic leaders have similar expectations of their staff members. They expect them to follow all regulations and rules.This type of leadership is defined by a rigid hierarchy that assigns responsibilities to workers. There is no room for creativity or collaboration. This kind of leadership style works best in highly-regulated industries and departments such as finance, government, or health care.You could be a leader in the bureaucratic world if you:<ul> <li>Are detail-oriented with a task-focused mindset</li> <li>Structure and Value rules</li> <li>You should have a solid work ethic</li> <li>Are strong-willed</li> <li>Be committed to your organization</li> <li>Are self-disciplined</li></ul>Benefits A style of leadership that is bureaucratic can be efficient in organizations that need to follow strict regulations and rules. Each member of the company or team is assigned a specific role which leads to effectiveness. This allows them to separate the work from relationships, which can help make sure that the group can to reach their goals.These styles of leadership can be restricted and do not promote creativity. This style of leadership is slow to change and is not a great fit when the workplace is constantly changing.Example: Managers in an office of the Department of Motor Vehicles office instruct their employees to work within a specified, defined framework. It is crucial to adhere to strict guidelines and follow a variety of steps in order to accomplish the task.<h3>Which kind of leader should I be?</h3>Everybody has their own style of leadership. Certain types of leaders are more direct and demanding than others. Others are more passive and flexible. Each style has its own strengths, weaknesses, and this test will allow you to identify your style of leadership. There are three types: flexible, hands-on and flexible styles of leadership. This quiz will help you determine which leadership style best suits your company.If you're not sure which type of style to choose You can begin by assessing your strengths. Are you more comfortable empowering others? Do you prefer taking more responsibility and remain in control? The delegative approach to leadership is an excellent option if you're a natural risk-taker. If you want to build a team capable of making and managing their own decisions it's beneficial to support them. Whatever you choose is, you should be a good leader.A role model is vital for leaders to succeed. A good leader should not only act as a role model, but must also be self-confident and driven. To succeed, it's crucial to maintain an optimistic mindset. If you can show this positive attitude in other people, they'll follow you. Your confidence will help you become more successful. If you aren't able to offer them what they need, they won't do your job well.<h3>What qualities do you look for in a leader</h3>It's a brand new venture. You'll need a great leader to make things happen. A leader who is able to inspire and motivate their employees is a great leader. They recognize that the long-term aim is to make the company profitable and keep employees engaged. They're persevering and are able to get through obstacles. If you are looking to succeed, you will need people with these traits. Here are some of the traits you should be looking for when looking for an employee.Leadership: A leader must be adept at communicating their message. They are excellent orators and can effectively communicate in order to achieve their tasks. They aren't rude, but they do use their words with care. They let others share their thoughtsand learn from their actions. True people constantly look for ways to be better and will help their team learn and grow. They strive to improve their performance and that of their team.Reliability. True leaders are able to see the value in being reliable. True leaders are open to listening and helping others succeed regardless of whether they are an employee or boss. They are ready to face challenges and help others succeed. The ability to lead requires a solid sense of responsibility, be reliable and able to trust the other. If you are looking to become an efficient leader, you need to be able to collaborate with people who are not afraid to speak their mind and voice their opinions.