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IDEA TO ACTION QUOTE: If your actions inspire others to dream more, learn more, do more and become more, you are a leader-John Quincy Adams
 In 1939, a group of researchers led by psychologist Kurt Lewin set out to identify different styles of leadership. While further research has identified more specific types of leadership, this early study was very influential and established three major leadership styles. Children were assigned leaders with 3 different styles to lead them in an arts and crafts project. Researchers then observed the behavior of children in response to the different styles of leadership.
Authoritarian Leadership (Autocratic): Authoritarian leaders, also known as autocratic leaders, provide clear expectations for what needs to be done, when it should be done, and how it should be done. There is also a clear division between the leader and the followers. Authoritarian leaders make decisions independently with little or no input from the rest of the group.
While it helps for staff to know exactly where they stand, this kind of leadership could mean having a 'when the cat's away the mice will play' attitude among your employees. Your colleagues and staff will obey you out of fear. In this kind of regime you can be sure that your business will not run well in your absence as people will be too busy enjoying their freedom from your autocracy. Very likely, even when you are around, they will be using your resources for their own gain. After all, there must be something in it for them to take your bossiness. Authoritarian leadership can be relevant in situations where there is little time for group decision-making or where the leader is the most knowledgeable member of the group.
Participative Leadership (Democratic): Participative leadership, also known as democratic leadership, is generally considered the most effective leadership style. Democratic leaders offer guidance to group members, but they also participate in the group and allow input from other group members. Children in this group were less productive than the members of the authoritarian group, but their contributions were of a much higher quality. It's a question of quality vs. quantity.
Participative leaders encourage group members to be involved, but retain the final say over the decision-making process. Group members feel engaged in the process and are more motivated and creative. Be prepared to make the time to get these quality inputs, which might look like decisons are not taken quickly. With this type of leadership your team will be focussed on the goal, and appreciate each one's contribution to that vision. When you are absent, things still run effectively as everyone has a stake in the outcome.
Delegative (Laissez-Faire) Leadership: Researchers found that children under delegative leadership, also known as laissez-faire leadership, were the least productive of all three groups. The children in this group also made more demands on the leader, showed little cooperation and were unable to work independently.
Delegative leaders offer little or no guidance to group members and leave decision-making up to group members. While this style can be effective in situations where group members are highly qualified in an area of expertise, it often leads to poorly defined roles and a lack of motivation. This approach must be balanced with highly skilled, knowledgeable staff who can make good independent decisions, within clear boundaries. If you leave too much room for your staff to do whatever they want you will soon be an outsider to your own business.
People practice some elements of all three styles at one time or other, while having a predominant leadership style. Which one are you, and how is it impacting your business?
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How well can you set goals, go about life, and have relationships if you don't know who you are or what you want? 