People are emotional, unscientific and vastly subjective. The case with management in the corporate world is no different. Becoming a successful manager is not something we acquire inheritance overnight, but the person is required to pass through severe trial and error before finding the right management style for him/her.
However, easier said than done, as many things in the checklist are required to be ticked before accomplishing the purpose.

Typically, we tend to copy and imitate the top names in the industry in order to acquire their habits, style, personality, and eventual success in our personal and professional lives. Understandably, there’s nothing wrong with learning from the best, but it is also important to note that each company culture, team and manager is different.

Without knowing different leadership styles and how to incorporate them in our practices, how can we grasp something so erratic? Clearly recognizing your own combination of styles will help you become the manager as per your personality and preferences in life.
Let’s talk about various leadership styles that can be seen in any management, and how managers can apply them to elevate their own managerial performance.

Autocratic Leadership Style

At its simplest definition, autocratic leadership style is when you make all the decisions for the team and only ask them to implement them. There is almost negligible or no consulting from the team members regarding the problem in hand.

However, this doesn’t mean that you’re disregarding and disrespecting the subordinates and their takes, but this leadership style is mainly applicable in large, highly structured organizations. Oracle’s Larry Ellison and Wal-Mart’s Sam Walton incorporated an autocratic leadership style to streamline their operations.

At the same time, autocratic leadership style has its fair share of pitfalls too. Not calling the team to put forward their suggestions and opinions will never make innovation and problem-solving ability your competitive advantage over other teams and departments.

On the other hand, the style works at its best when the team is panicked in times of crisis or complex situations. What managers should understand is that using an autocratic style is not recommended besides in uncertain situations.

Laissez-Faire Leadership Style

Laissez-faire, the exact opposite of the autocratic leadership style, allows the team to have complete control over a situation or problem in hand. Mostly, it is preferred to be applied in extremely pacey and closely knitted environment, such as in startups.

Several studies have proven the fact that providing authority and autonomy to employees for an extended period display positive results in terms of employee productivity and overall satisfaction at the workplace.
However, managers should be conscious of not to depend too much on this style. Your team might fall under the impression that there is little feedback from your end than they would expect from a manager.

It is easy to deduce that Laissez-faire leadership style is exercised when there are purely creative projects in hand requiring a continuous input of different perspectives, solutions, and innovative ideas.

Paul Allen, Co-founder of Microsoft, is also known for employing this kind of leadership style to challenge his team for conjuring new ideas. Furthermore, Laissez-faire leadership can be easily applied in menial tasks where the employees can exercise considerable control over different roles without requiring a special focus from the manager.

Transformational Leadership Style

A style that is commonly associated with individuals lying in the top tiers of any organizational hierarchy such as CEOs, visionaries, corporate advisors, etc. The term “transformational” itself, might seem quite extraordinary and souped, but it too has its own benefits and downfalls.

A transformational leader is someone who crafts a vision, communicates the same message to the entire company or a team, and then delegates the tasks to the team to achieve that vision. And how to get it is on the team.

It won’t be appropriate to say that a transformational leader is a hybrid of autocratic and Laissez-faire leader, as the leader focuses more on working and facilitating the visionary work, but still provides more directions than a Laissez-faire leader.

Might sound like the best fit for any company, after all that’s a better communicator and authoritative figure than a top company mogul. But there are situations in which other leadership styles fare better, where more or less guidance is sought.

Speaking from a bigger perspective, the transformational leadership style is best applied when a company wants to grow or move in a different direction. The easiest example comes in the name of Steve Jobs, apparently, the best transformational leader anyone can think of.
The revolutionary of the smartphone industry knew how to base his style to approach the work and his team. As stated above, not all of us has the same nature of the business, industry complications and requirements, corporate culture and people, and other things to align with accordingly.


Although there are some other styles and sub-styles in leadership and management including democratic, inspirational, results-based, example-setting, strategic, affiliate, etc., the above three accounts for the major leadership approaches that most companies employ in their organizational hierarchy and culture.

Author's Bio: 

Alice Paul is a entrepreneur and content writer in Australian She specializes in writing marketing blogs like Essay Help she loves writing and new ideas.