Leadership models

The leadership behavior of a manager toward his or her employees not only says a lot about the corporate culture and the image of people in the company, but also has an impact on employer attractiveness. Because well-managed employees stay longer in the company, are more motivated and more satisfied.

In this blog post, we will explain the advantages and disadvantages of the classic leadership styles.

In principle, a distinction can be made in the type of leadership style between a person-oriented or task-oriented leadership style. In the person-oriented leadership style, the employee is viewed as a partner with wishes, needs and expectations. Basic characteristics are feedback, recognition and support of the employee. This contrasts with the task-oriented leadership style, where the focus is on maximum, high-quality performance. The focus is not on the employee as a person, but on the performance goal to be achieved. Often, a leadership style cannot be clearly assigned to one or the other style, but exists as a hybrid of both styles or tends somewhat more in one direction or the other.

The styles of Kurt Lewin, the founder of modern social psychology, are referred to as "classic leadership styles". He developed these on the basis of empirical studies as early as 1939 and is considered the father of leadership style research. He distinguishes between three different leadership styles: Authoritarian leadership style, Cooperative leadership style and Laissez-faire leadership style.

Authoritarian leadership style

In the authoritarian management style, a clear distinction is made between the staff and the managers. Here, managers make decisions and staff are exclusively responsible for execution. In this case, the employees have little or no influence on the decision-making process. The result is often a distant relationship between leaders and employees. An authoritarian management style has a demotivating effect on the employees' work behavior, since no personal initiative is demanded and the employees' opinions play no role. There is little room for maneuver and creativity is stifled.

One advantage of this style, however, is that decisions can be made quickly because the area of responsibility is clearly defined. This is particularly advantageous in crisis situations. In areas where quick decision-making is required, it works well. That is why this leadership style is used primarily in the military, police or fire departments.

Cooperative management style

This contrasts with the cooperative management style, in which employees are involved in all processes from the development of ideas to decision-making and implementation. Working on one's own responsibility is not only valued but also encouraged, and employees gain a better understanding of business contexts and processes within organizations as a result. Motivation and job satisfaction increase as a result. This style is often used in start-ups, as creative solutions can be found by thinking around corners.

A disadvantage of this management style can be that the manager cannot assert himself due to the flat hierarchies. In addition, success is strongly dependent on the actual commitment of the employees and a long decision-making process can also be a consequence.  

Laissez-faire management style

The complete opposite of the authoritarian leadership style, is the laissez-faire leadership style, where employees have full freedom and all decisions are made by the team. The decision maker merely sets the goals for the team to complete. This can have a very positive effect on the team, as everyone can contribute according to their personal strengths and competencies. The manager does not intervene in a controlling way, but also not in a supporting way. They are generally passive and do not pass on any information to the employees.

Consequently, if responsibilities are not clearly defined, this style can quickly lead to chaos. Therefore, a high degree of self-organization and discipline, as well as the ability to work in a team, are essential. But not all employees can handle so much freedom and appreciate a certain hierarchy.

Managers who consciously want to give their employees more personal responsibility, but who withdraw too much from what is happening, for example, exhibit this style of leadership. Another frequent situation is when a manager has already resigned internally and the needs of the employees are no longer perceived at all.

Conclusion

A wide variety of leadership style theories have developed over the years. However, there is no such thing as the best leadership style or a "right" or "wrong" one. Which leadership style is most beneficial in a company depends on many factors. On the one hand, the personality of the supervisor is certainly an important point, but each team and each group member must also be considered individually. Not everyone thinks in the same way. Therefore, every leader needs good people skills and intuition in order to lead his or her employees in the best possible way. In addition, other leadership styles such as "agile leadership" are developing in the VUKA world.

Good personnel management is crucial to the success of a company. It influences employee fluctuations, applicant numbers and is also responsible for the results of personnel marketing measures and accordingly also has an impact on employer attractiveness. We at Batterman Consulting support you in recruiting and find the right executive for you.