In my coaching sessions with leaders, I frequently get to talking with my clients about leadership style. Some questions that came out are:

• Which leadership style is the best?

• What changes should I make to improve as a leader?

• Which is the leadership style that I should adopt?

 

The specialized literature is rich when it comes to leadership styles. There are several main styles of leadership that have been identified through research and observation. These include:

1. Autocratic leadership: In an autocratic leadership style, the leader makes decisions and gives orders without consulting their followers. The leader has complete control and authority over the decision-making process.

2. Democratic leadership: In a democratic leadership style, the leader involves their followers in the decision-making process and considers their opinions and ideas. The leader still has final decision-making authority, but they seek input and feedback from their followers.

3. Laissez-faire leadership: In a laissez-faire leadership style, the leader gives their followers a high degree of autonomy and freedom to make decisions and take action. The leader provides little guidance or direction, and followers are responsible for managing their own work.

4. Transformational leadership: In a transformational leadership style, the leader inspires and motivates their followers to achieve a shared vision or goal. The leader focuses on creating a supportive and collaborative work environment and encourages their followers to take risks and innovate.

5. Transactional leadership: In a transactional leadership style, the leader uses rewards and punishments to motivate their followers. The leader sets clear expectations and goals and rewards followers who meet or exceed them, while punishing those who do not.

6.  Servant leadership: In a servant leadership style, the leader prioritizes the needs of their followers and seeks to serve and support them. The leader creates a collaborative and supportive work environment that fosters personal and professional growth for their followers.

Each of these leadership styles has its own strengths and weaknesses and may be more effective in different situations or with different types of followers. Effective leaders are often able to adapt their leadership style to meet the needs of their followers and achieve the desired outcomes for their organization.

Lately Servant Leadership is on the spotlight. Let’s see what makes it different. Servant leadership is a leadership style that emphasizes serving others and the community, rather than focusing on one's own power and authority. This leadership philosophy was first introduced by Robert K. Greenleaf in his 1970 essay, "The Servant as Leader." According to Greenleaf, the servant leader is someone who is primarily concerned with the growth and well-being of others, rather than their own personal interests.

 

In a servant leadership model, the leader prioritizes the needs of their followers, empowering them to reach their full potential. The focus is on creating a supportive and collaborative work environment that fosters personal and professional growth. This leadership style is particularly effective in organizations that value teamwork, collaboration, and communication.

 

There are several key characteristics that define a servant leader:

• Listening: Servant leaders actively listen to their followers and seek to understand their needs and concerns. They are empathetic and attentive to the feedback and ideas of others.

• Empathy: Servant leaders have a deep understanding of the emotions and perspectives of their followers. They are able to put themselves in the shoes of others and respond accordingly.

• Healing: Servant leaders seek to heal the wounds of their followers and the community. They are focused on creating a positive and supportive work environment where people feel valued and appreciated.

• Awareness: Servant leaders are self-aware and aware of the needs of others. They are able to identify and address problems and challenges in a proactive and constructive manner.

• Persuasion: Servant leaders seek to persuade others rather than exerting their power and authority. They work collaboratively with their followers to achieve common goals and objectives.

• Conceptualization: Servant leaders are able to envision a better future for their organization and work to make that vision a reality. They are strategic thinkers who are focused on long-term goals and objectives.

• Foresight: Servant leaders are able to anticipate and prepare for potential challenges and obstacles. They are proactive and seek to minimize risks and threats to the organization.

• Stewardship: Servant leaders view themselves as stewards of their organization and its resources. They are responsible and accountable for the well-being and success of their followers and the community.

 

Effective Leadership attracts more leaders in terms of  “the leader to be”

 

Still Servant Leadership is not the same with Effective Leadership. They are two different approaches to leadership. While there is some overlap between the two, there are also some key differences.

Effective leadership refers to leadership that is able to achieve the desired outcomes or goals of the organization. Effective leaders are focused on achieving results and are able to motivate and inspire their followers to work towards these goals. They are often results-oriented and use various strategies, such as goal setting, feedback, and recognition, to achieve these results. Effective leaders are also able to adapt to changing circumstances and are able to make decisions that are in the best interests of the organization.

 

One key difference between servant leadership and effective leadership is the focus of the leader. While effective leaders are focused on achieving results, servant leaders prioritize the needs of their followers. Servant leaders are also more collaborative and seek to empower their followers to achieve their full potential, while effective leaders may be more directive in their approach.

 

Another difference between the two is the mindset of the leader. Servant leaders have a mindset of service and are focused on giving back to others, while effective leaders may have a more self-centered mindset that is focused on achieving personal goals and objectives.

 

There is no one "best" leadership style that is universally effective in all situations or with all types of followers. The most effective leadership style will depend on a variety of factors, including the organization's goals and culture, the nature of the work being done, and the characteristics and needs of the followers.

 

Research has shown that different leadership styles can be effective in different situations.

 

For example, autocratic leadership may be more effective in situations where quick decisions need to be made and there is little time for consultation or collaboration. On the other hand, democratic leadership may be more effective in situations where creativity and innovation are needed, and the opinions and ideas of followers are valuable.

Similarly, different leadership styles may be more effective with different types of followers. For example, some followers may respond well to a directive and controlling leadership style, while others may prefer a more collaborative and supportive approach.

 

Ultimately, the most effective leaders are those who are able to adapt their leadership style to the situation and the needs of their followers. Effective leaders are also able to build strong relationships with their followers, communicate effectively, and inspire and motivate their team to achieve their shared goals.

 

It's also worth noting that the servant leadership style has gained popularity in recent years due to its focus on creating a supportive and collaborative work environment that prioritizes the needs of followers. While this style may not be universally effective in all situations, it has been shown to be effective in many contexts and can lead to benefits such as increased job satisfaction, higher employee engagement, and improved organizational performance.

So, what do you choose?