Adaptive Leadership

There are many different leadership styles exemplified in the professional world, which vary according to industry and corporate culture. However, over the years, researchers have categorized leadership styles into three to six different distinct categories. They all have their place in the professional world, including the ones that are less desirable, especially since certain situations demand that a leader be able to implement different leadership styles. (For example, an autocratic leadership style is more helpful during certain crisis situations where decisions need to be made quickly.)

However, that doesn't mean that all leadership styles are effective on a day-to-day basis. We will touch on some of the main leadership styles that should be used sparingly since their effect on employees and teams can be detrimental in the long run.

Commanding or Coercive Leadership. This leadership style could be compared to a drill sergeant in the military. This type of leader wants things done now with no excuses. A commanding leader will usually give detailed instructions with no room for error. If mistakes are made there are generally negative consequences. While the commanding leader may have the intention of developing more efficient employees, in the end, they create an impossible atmosphere that causes employees to feel stifled and overworked.

Autocratic Leadership. This kind of leader has all the control, making decisions without accepting ideas or suggestions from others. This leadership style tends to have a lot of rules, and someone using it monitors employees closely to ensure rules are carried out. This kind of leader discourages new ideas and creativity. This leads to employees feeling dissatisfied since they are unable to make contributions to the workplace that are heard and heeded. When abused, this leadership style can be compared to a dictatorship.

Exploitative Leadership. This kind of leader generally has a lack of trust in their employees, not showing great interest in their well-being. While this kind of leader is similar in definition to an autocratic leader, this type of leader attempts to achieve results using fear or threats, creating a negative and stressful environment for employees.

Laissez-faire Leadership. The opposite of the previous styles, this kind of leader takes a hands-off position by providing minimal or zero input. This leadership style shows great trust in the employees by letting them do things their way and leaving all of the decision-making to them. However, due to the lack of structure this leadership style provides, this also leaves employees feeling frustrated, unmotivated and unclear about their roles.

As mentioned before, sometimes these leadership styles can be effective in certain circumstances. But, how can you know which leadership style you are using most of the time, to ensure it's a positive one? You can ask your peers or employees as a start. However, keep in mind they may not feel comfortable telling you the truth.

Instead, take some time for some self-analysis. Ask yourself the following questions:

• Do I tend to micromanage, dictate or bark out orders?
• Do I trust my employees to accomplish their tasks?
• Do I think that my way is always the best way?
• Do I take a hands-off approach to those under my authority?

The answers to these beginning questions can be insightful. It would also be helpful to ask a trusted friend or mentor for input on your typical leadership style. Ask them how they would describe your leadership, how you come across at work and what your communication is typically like (verbal and nonverbal).

Perhaps when you first started managing your employees you walked into a crisis situation calling for an autocratic style of leadership to get the department back on track and ensure that things would be accomplished on time. Or maybe you were new to being a leader, so to get your bearings and build trust you took on a laissez-faire style of leadership. At this point in time, ask yourself, are those leadership styles still necessary?

Next, take some time to consider your employees:

• Are they happy?
• Do they work together effectively?
• Do they feel comfortable approaching you?
• Are they enthusiastic about their tasks and projects?
• Where do you typically get stuck or hung up as a team? And how might this be a reflection of your leadership style?

If you answered "no" to any of the above questions (save the last one which can give you insight into what your obstacles might be), you may find that you need to adjust your leadership style to create a better environment for your employees.

On a day-to-day basis, there are two leadership styles that can prove effective: the consultative style and participative style of leadership.

The participative style is also known as a democratic leadership style. This leadership style allows for communication between a leader and employees. This lets employees provide input on all areas of business, including policy. This leadership style helps employees feel appreciated and enthused about what they do, since they help in the decision-making process. This type of leadership also foments creativity, since employees are allowed to voice their ideas to provide solutions to problems.

The consultative style of leadership works in similar fashion to the participative style by welcoming and implementing feedback from employees. However, with a consultative style, employee feedback is not open to all areas of business and the final decisions are ultimately made by superiors.

Find which style works best for you and your employees to work effectively.