Various leadership styles & potential challenges
In a previous post D&Co covered off on some universal traits that help leaders thrive. Today, we explore practical applications of various leadership styles and potential challenges of each. Keep in mind that there are numerous leadership styles. Even more are outlined here. Jump to the end to learn about contingency theory.
Adaptive
The concept was first introduced by Harvard professors Marty Linsky and Ronald Heifetz and places a heavy emphasis on identifying and prioritizing the most important aspects of business and discarding the rest (WGU). This model places strong emphasis on assessment. Leaders who embrace this approach are innovative, critical thinkers and not only solve problems but proactively predict what may come. They don’t follow the status quo and are open to experimentation.
Potential challenges:
Leaders in the business may not be open to hearing other people’s opinions (CFI)
Challenging the status quo and introducing new ideas can be met with resistance from employees comfortable with existing routines. (CFI)
Navigating complex challenges can create an environment of uncertainty, which can be unsettling for some team members who crave clear direction.
Constant problem-solving and course correction inherent in adaptive leadership can be mentally taxing, requiring strong leadership resilience to avoid burnout.
Authoritarian
One of the least flexible and easy-going styles, the authoritarian is direct, strict and slightly more ‘black & white’ when it comes expectations and clearly defined outcomes. Sometimes, the method to get there is incredibly prescriptive as well. One key advantage is the clarity with this style and the fact that the unwavering direction can reduce time spent making decisions (IMD.org). In this style, hierarchy is very clear too.
Potential challenges:
Making unilateral decisions can stifle creativity and discourage employees from offering new ideas.
Overly directive leadership can lead to feelings of micromanagement and a lack of autonomy, ultimately reducing employee morale and engagement.
Employees have fewer opportunities to develop their problem-solving skills and take ownership of their work.
High risk for turnover and loss of valuable knowledge and experience.
Participative
Just like a democracy empowers citizens, participative leadership empowers teams. Leaders who embrace this style involve team members in decision-making processes. This fosters a sense of ownership and engagement, theoretically leading to stronger employee performance. Challenges like slow decision-making and unclear accountability require careful management for this approach to be truly successful.
Potential challenges:
Seeking consensus can lead to lengthy decision-making processes, hindering agility, especially in time-sensitive situations.
Strong personalities might dominate discussions, or groupthink can occur.
Some team members may be introverted or prefer clear direction, leading to uneven participation and potentially hindering the effectiveness of the approach.
Pinpointing who's responsible for specific outcomes can be challenging, potentially impacting accountability.
Delegative
This is also known as “laissez-faire” leadership style. Leaders working under this model have a very strong trust in their employees. They delegate much of the initiative to their team, which can be very successful if the team is competent and self-motivating (IMD.org). Depending on the situation this can help build stronger retention with employees and foster a creative environment (WGU).
Potential challenges:
Onboarding new employees can be difficult as little guidance is provided and there can be a lack of clearly defined vision.
It can be difficult to pinpoint or maintain accountability (WGU). Delegating tasks to team members who lack the necessary skills or experience can lead to overwhelm.
Over-reliance on delegation can limit a leader's opportunity to develop their coaching and mentoring skills, and can also create the perception that leaders are uninvolved, reducing team motivation.
Transactional
Transactional leadership is a common management style characterized by a clear exchange between leader and follower. It entails structure and clarity, focus on results and emphasizes motivation through incentives. This style can be effective in stable environments with engaged teams and highly-structured tasks.
Potential challenges:
The focus on established processes and procedures can stifle creativity, innovation or new ideas.
Short-term focus may overshadow long-term vision or strategic thinking.
Overly relying on extrinsic motivation (rewards) can lead to decreased morale and motivation for employees who are not intrinsically interested in the task at hand.
Transformational
Transformational leadership is a powerful style that inspires and motivates teams to achieve extraordinary results. Leaders with this approach challenge the status quo, ignite passion for a shared vision, and empower their team members to reach their full potential.
Potential challenges:
Unrealistic expectations or an over-reliance on the leader hinder independent thinking and initiative within the team.
Challenging to find successors who can inspire the team to the same degree, leading to potential instability during transitions.
Team members who crave stability may feel frustration or disillusionment,
The emphasis on the big picture and inspiration can sometimes lead to a lack of clear structure or focus on day-to-day tasks, potentially impacting short-term goals or efficiency.
Contingency Theory
The contingency theory also known as situational leadership, challenges the idea of a "one-size-fits-all" leadership style. It doesn't prescribe specific styles, it encourages leaders to be adaptable and choose an approach that best suits the team and the situation at hand. More specifically, the theory suggests that by matching their leadership style to the specific situation and follower maturity, leaders can maximize their effectiveness:
Situational Favorableness: This refers to the level of control and influence a leader has in a given situation.
Follower Maturity: This refers to the level of competence and commitment team members have for the task at hand. Highly skilled and motivated teams require less directive leadership compared to new or inexperienced teams.
Here are some key takeaways from the contingency theory:
Flexibility is Key: Leaders should adapt their style based on the situation and their team.
Focus on Both Situational Factors and Follower Needs: Both the context and the capabilities of team members influence the most effective leadership approach.
No Single "Best" Style: The optimal leadership style depends on the specific circumstances.
Become acquainted with new styles and test out the results in various situations.
