1.

TYPES OF LEADER AND LEADERSHIP STYLES

1. Coach

A coaching leader is someone who can quickly recognize their team members’ strengths, weaknesses
and motivations to help each individual improve. This type of leader often assists team members in
setting smart goals and then provides regular feedback with challenging projects to promote growth.
They’re skilled in setting clear expectations and creating a positive, motivating environment.

The coach leadership style is one of the most advantageous for employers as well as the employees they
manage. Unfortunately, it’s often also one of the most underutilized styles—largely because it can be
more time-intensive than other types of leadership.

You may be a coaching leader if you:

-Are supportive

-Offer guidance instead of giving commands

-Value learning as a way of growing

-Ask guided questions

-Balance relaying knowledge and helping others find it themselves

-Are self-aware

2. Visionary

Visionary leaders have a powerful ability to drive progress and usher in periods of change by inspiring
employees and earning trust for new ideas. A visionary leader is also able to establish a strong
organizational bond. They strive to foster confidence among direct reports and colleagues alike.

This type of leadership is especially helpful for small, fast-growing organizations, or larger organizations
experiencing transformations or corporate restructuring.

You may be a visionary leader is you are:

Persistent and bold, Strategic, Risk-taking, Inspirational, Optimistic,Innovative, Magnetic.

3. Servant

Servant leaders live by a people-first mindset and believe that when team members feel personally and
professionally fulfilled, they’re more effective and more likely to produce great work regularly. Because
of their emphasis on employee satisfaction and collaboration, they tend to achieve higher levels of
respect.
A servant leader is an excellent leadership style for organizations of any industry and size but is
especially prevalent within nonprofits. These types of leaders are exceptionally skilled in building
employee morale and helping people re-engage with their work.

You may be a servant leader if you:

-Motivate your team

-Have excellent communication skills

-Personally care about your team

-Encourage collaboration and engagement

-Commit to growing your team professionally

4. Autocratic

Also called the authoritarian style of leadership, this type of leader is someone who is focused almost
entirely on results and efficiency. They often make decisions alone or with a small, trusted group and
expect employees to do exactly what they’re asked. It can be helpful to think of these types of leaders as
military commanders.

You may be an autocratic leader if you:

-Have self-confidence

-Are self-motivated

-Communicate clearly and consistently

-Follow the rules

-Are dependable

-Value highly structured environments

-Believe in supervised work environments

5. Laissez-faire or hands-off

This leadership style is the opposite of the autocratic leadership type, focusing mostly on delegating
many tasks to team members and providing little to no supervision. Because a laissez-faire leader does
not spend their time intensely managing employees, they often have more time to dedicate to other
projects.

You may be a laissez-faire leader if you:

-Effectively delegate
-Believe in freedom of choice

-Provide sufficient resources and tools

-Will take control if needed

-Offer constructive criticism

-Foster leadership qualities in your team

6. Democratic or participative

The democratic leadership style (also called the participative style) is a combination of the autocratic
and laissez-faire types of leaders. A democratic leader is someone who asks for input and considers
feedback from their team before making a decision. Because team members feel their voice is heard and
their contributions matter, a democratic leadership style is often credited with fostering higher levels of
employee engagement and workplace satisfaction.

You may be a democratic/participative leader if you:

-Value group discussions

-Provide all information to team when making decisions

-Promote a work environment where everyone shares their ideas

-Are rational

-Are flexible

Are good at mediation

7. Pacesetter

The pacesetting leadership style is one of the most effective for driving fast results. These leaders are
primarily focused on performance. They often set high standards and hold their team members
accountable for hitting their goals.

You may be a pacesetter leader if you:

-Set a high bar

-Focus on goals

-Are slow to praise

-Will jump in to hit goals if needed

-Are highly competent

-Value performance over soft skills

8. Transformational

The transformational leadership style is similar to the coach-style in that it focuses on clear
communication, goal-setting and employee motivation. However, instead of placing the majority of the
energy into each employee’s individual goals, the transformational leader is driven by a commitment to
organizational objectives.

You may be a transformational leader if you:

Have mutual respect with your team

Provide encouragement

Inspires others to achieve their goals

Think of the big picture

Places value on intellectually challenging your team

Are creative

Have a good understanding of organizational needs

9. Transactional

A transactional leader is someone who is laser-focused on performance, similar to a pacesetter. Under

this leadership style, the manager establishes predetermined incentives—usually in the form of
monetary reward for success and disciplinary action for failure. Unlike the pacesetter leadership style,
though, transactional leaders are also focused on mentorship, instruction and training to achieve goals
and enjoy the rewards.

You may be a transactional leader if you:

Value corporate structure

Micromanage

Don’t question authority

Are practical and pragmatic

Value goal-hitting

Are reactionary
10. Bureaucratic

Bureaucratic leaders are similar to autocratic leaders in that they expect their team members to follow
the rules and procedures precisely as written. The bureaucratic leadership style focuses on fixed duties
within a hierarchy where each employee has a set list of responsibilities, and there is little need for
collaboration and creativity. This leadership style is most effective in highly regulated industries or
departments, such as finance, healthcare or government.

You may be a bureaucratic leader if you:

Are detail-oriented and task-focused

Value rules and structure

Have great work ethic

Are strong-willed

Have commitment to your organization

Are self-disciplined

2. TYPES OF MANAGER AND MANAGEMENT STYLES

1. Autocratic management styles

This type of management follows a top-down approach, with one-way communication from bosses to
employees. This is the most controlling of the different management styles, with the management
making all workplace decisions and holding all of the power.

The subtypes of autocratic management style are authoritative, persuasive, and paternalistic.

*Authoritative management style

In this style, managers dictate exactly what they require their subordinates to do and punish those who
do not comply. Employees are expected to follow orders, not question the authority of management,
and perform their tasks the same way each time.

Managers monitor the employees closely, micromanaging their performance without placing trust or
confidence that their employees can achieve their goals without direct and constant supervision. These
types of managers believe that without this supervision, employees will not operate successfully.

*Persuasive management style

In this style, managers use their persuasive skills to convince employees that the unilateral decisions
that the manager implements are for the good of the team, department, or organization.

Rather than simply ordering employees to perform tasks, managers employing this style would invite
questions and would explain the decision-making process and rationale behind policies. This can help
employees feel as though they are a more trusted and valued part of the staff and are involved in key
business decisions, leading to lower levels of resentment or tension between management and staff.

*Paternalistic management style

In this style, the manager acts with the best interests of their subordinates at heart.

Management using this style will use unilateral decision making but will explain to employees that the
decision-makers are working from a place of expertise, and thus, legitimacy. Decisions are explained to
employees, but there is no room for collaboration or questioning.

2. Democratic management styles

In this style, managers encourage employees to give input during the decision-making process, but are
ultimately responsible for the final decision.

This process allows for diverse opinions, skills and ideas to inform decisions.

*Consultative management style

In this style, managers ask for the opinions and thoughts of their team, consulting the viewpoints of
every member of their team.

The manager will make the final decision, but they will consider all of the information given by team
members before they do so. This style is often used in specialized fields, where staff are experts and
their input is needed for the management to make informed decisions.

*Participative management style

In this style, managers and staff are all active members of the decision process.

Management seeks the thoughts, ideas and opinions of staff, works together with staff to make
decisions and then the company acts on them.

*Collaborative management style

In this style, management creates an open forum for ideas to be discussed extensively before making
decisions based on majority rule. Staff is empowered to take ownership of outcomes, which can lead to
increased engagement, innovation and creativity.

*Transformational management style

This style of management is agile and growth-focused.

Managers focus their efforts on pushing their staff to ever greater accomplishments through
encouragement, pushing them past their comfort zones regularly, and consistently motivating their
teams to raise their bar for achievements.

Managers work alongside with their employees, inspiring their team to ever greater efforts by
demonstrating their own work ethic.

*Coaching management style

In this style, managers see themselves as the coach and their employees as the valued members of their
team.

The manager’s job is to develop and guide their team, putting their team’s professional development at
the forefront of their priorities. Long-term development is valued above short-term failures in this style,
and the manager wants to promote learning, upskilling and growing in the workplace.

3. Laissez-faire management styles

In this style, management takes a hands-off approach to leadership.

Management is present at the delegation and delivery stages of work, but otherwise steps back and
gives staff the freedom to control their workflow and outcomes. Management is only involved during
the process if the staff requests their assistance.

*Delegative management style

In this style, the manager is only present to assign tasks, although they still are responsible for tasks
being completed successfully. Once the task is assigned, then the employees are empowered to do their
work as they see fit.

After the task is complete, the manager steps back in to review the work and give advice about how to
improve future projects.

*Visionary management style

In this style, managers lead through inspiring their staff.

Leaders explain their goals and the reasons behind them, convincing their team to work towards
executing their vision.