While many large organisations spend a lot of time (and money) focusing on developing future leaders – and consultants the world over are grateful for this – the reality is that having a strong leader within a small to medium-sized enterprise is even more critical.
As a leader, you are the role model that others in the organisation look up to and emulate.
If you feel you don’t know who you are as a leader, then chances are that your employees feel the same. And this is dangerous.
Poor leadership can, and will, increase employee turnover – and the associated costs involved with re-hiring, re-training and bringing employees back up to the required level of productivity, can vary from 50% to 150% of their annual salary. Have I got your attention?
With that in mind, there is no better time than the present to reflect on what type of leader you are, and figure out where you can improve.
Type 1: Laissez-faire
This type of leader doesn’t directly supervise employees and fails to provide regular feedback to those under their supervision. Highly experienced and trained employees requiring little supervision can perform well under the laissez-faire leadership style.
However, this leadership style hinders the development of employees needing supervision and produces no leadership or supervision efforts from managers, which can lead to poor production, a lack of control and increasing costs.
What you can do to improve:
- Take more of an active approach with your employees. Schedule check-ins and coffee catch-ups using a recurring calendar invite if this doesn’t come naturally
- Give feedback on the projects you’re supervising, even if you don’t feel you have value to add (it is likely that, in fact, you do)
- Be present. Even if it means walking up to your employees’ desk on the way to the bathroom. Your employees will appreciate your presence, and in turn, appreciate you more
Type 2: Autocratic
The autocratic leadership style is where managers make decisions alone without the input of others. Managers possess total authority and impose their will on employees. No one challenges the decisions of autocratic leaders.
This leadership style benefits employees who require close supervision. However, creative employees who thrive when collaborating in groups, detest this leadership style.
If a leader tends to micro-manage and be autocratic, staff will default into a ‘do as you’re told’ mentality and will be unlikely to expend discretionary effort for the organisation.
What you can do to improve:
- Ask for your employees’ opinions regularly – even if you can make decisions on your own. Remember, they are there to ease your workload. Asking them for input can alleviate pressure and improve their self-worth
- Give your employees the chance to manage projects. This will not only help to clear up your schedule, allowing you to focus on new business opportunities, but it will also help to keep them feeling engaged, and valued
- Schedule team brainstorms. Giving your employees the chance to speak up in a supportive environment is important for camaraderie, and can help improve your position as a welcoming leader
Type 3: Participative
Often called the democratic leadership style, participative leadership values the input of team members and peers, but the responsibility of making the final decision rests with the participative leader. This leadership boosts employee morale because employees make contributions to the decision-making process.
It causes them to feel as if their opinions matter. When a company needs to make changes within the business, the participative leadership style helps employees accept changes easily because they play a role in the process.
However, this style can be challenged when companies need to make a decision in a short period.
What you can do to improve:
While you’re good at involving your team regularly (well done!) you may find some employees are disgruntled with your inability to make decisions on your own. Remember, you can make the final call every now and then.
Type 4: Bureaucratic
Here the leaders strictly adhere to organisational rules and policies, and they make sure that their employees also follow those procedures. Promotions take place on the basis of an employee’s ability to adhere to organisational rules.
This leadership style gradually develops over time and is most suitable when safe work conditions and quality are required. However, this style discourages creativity and does not make employees self-contented.
What you can do to improve:
- Be spontaneous! Grab that team member who’s put in the extra yards this week and take them for an impromptu coffee catch up. Place a thank-you card on your newest recruit’s desk. Allow the team to take a Friday lunch. All of these options can help your employees to feel that you’re a little more human
- Remind your employees that they can have fun, too. Encourage them to decorate their desks how they see fit. Put some fun mugs in the office cupboard. While processes and regulations are healthy, it can do your employees a world of good to make them feel that work is a safe and happy place
A final note:
There is no ‘good leader’ and ‘bad leader’ style. Everyone will be different, and that’s okay. The best way to approach leadership is to look at what you can add to your style, and to always consider the type of leadership that would be most appropriate to a particular situation.
