Leadership Style: 10 Most Common Styles and Find Yours Best Fit

Leadership Style: 10 Most common styles and find your best fit

While working on any improvement project as an aspiring leader you must know which leadership style suits you the best. Leadership is not a one-size-fits-all approach, knowing which style suits you best is the way to unlock your potential as a team leader.

Each style offers a distinctive set of attributes that can shape the way you inspire, influence, and lead others. Discovering a style that aligns with your authentic self, enhances your effectiveness as a leader and creates a positive organizational culture. 

In this article, I am going to discuss the 10 most common leadership styles in detail including their core principles, strengths, and potential pitfalls. In the end, you can easily discover the leadership style which is best suited for you.

Are you ready to become a great leader who can inspire and influence the team positively at the workplace? Then let’s get started…


What is Leadership Style?

Leadership is not a position or title, it’s a dynamic force that shapes the destiny of an organization. It’s an ability to inspire and guide people towards a common goal or vision and Influence them positively to bring the best out of them.

The critical role of leadership in organizational success lies in its capacity to create a vision, set strategic goals, create a positive/productive work environment, and align the efforts of individuals toward achieving those objectives.

Effective leadership contributes to enhanced productivity, employee satisfaction, innovation, and adaptability to change. It also encourages collaboration amongst the people which ultimately helps in achieving strategic objectives.

Whether you are working on improvement projects or simply working in any field where you are leading a team of people, as a leader you are responsible for making decisions, solving problems, and ensuring that the organization adapts to change.

Strong Leaders shape the organizational culture and have a significant impact on the overall performance and success of the organization. (Check out – 5 tools for Continuous Improvement)

They create a sense of purpose, build a high-performance team, and navigate challenges, which are important elements for sustained success in a competitive business environment.

What is Leadership Style

The concept of leadership revolves around different leadership styles that greatly influence how a team performs and functions throughout the project. Different leadership styles can be effective in various situations and the choice of style depends on a lot of different factors.

We will understand different styles later in this article, but the point here is the effectiveness of leadership style depends on the context, the nature of tasks, and the characteristics of the team members.

A Leader who can adapt their style to different situations and individuals is more likely to build a high-performing team. That’s why it is important to understand different styles and discover your best fit.

Because flexibility in leadership enhances communication, fosters employee engagement, and promotes a positive organizational culture. Here are some important reasons why selecting the right leadership style is essential for organizational success.

  • The right leadership style enhances employee engagement and satisfaction by creating a positive work environment that values contributions and promotes a sense of purpose.
  • When the style aligns with team characteristics and the nature of the work, it enhances the overall performance of a team and fosters continuous improvement.
  • Different situations may require different leadership approaches. Leaders who can adapt their style based on the context are more likely to navigate challenges successfully.
  • Leadership style shapes organizational culture. A positive culture aligned with the organization’s values can lead to increased employee retention and attraction of top talent.
  • The right style aligns with the organization’s goals and strategy. It ensures that the leader’s approach is in harmony with the overall mission, vision, and objectives of the company which contributes to the achievement of long-term success.


10 Most Common Leadership Styles You Must Know

Now you know the role of leadership and the importance of understanding different styles. To become a great leader, let’s understand the 10 Most common leadership styles one by one and then I will help you discover your best fit.

Leadership style

1. Autocratic Leadership

Autocratic leadership is a style in which leaders make decisions without seeking input or feedback from subordinates or team members. This type of leader retains absolute control over the decision-making process and the team’s direction.

Here leaders hold all the power and authority, team members or individuals are expected to follow instructions without questioning or challenging the decisions made by the leader. Some of the main characteristics of this leadership:

  • This leadership is a clear chain of command and communication flows from the top down.
  • It emphasizes quick decision-making where decisions are made quickly as there is no need for consensus.
  • It considers limited input from team members. Subordinates or team members have little to no say in the decision-making process or the direction of the team.
  • This leadership is about centralized decision-making in which decisions are made at the top level and the leader has complete authority.

When and Where this leadership is effective:

  • In crises where quick and decisive action is needed, an autocratic leader can make immediate decisions without waiting for consensus.
  • In situations, where the leader possesses specialized knowledge or expertise, an autocratic approach can be efficient.
  • In the early stage of the team or project, when clear direction and structure are required, this leadership can set the tone.

Potential drawbacks and challenges:

  • Subordinates or team members may feel disengaged and demotivated due to the lack of involvement in decision-making.
  • Employees might leave the organization in search of more participative and empowering work environments.
  • Autocratic decisions can lead to resentment and resistance from team members, potentially causing interpersonal conflicts.
  • The lack of input from team members may stifle creativity and innovation within the team and organization.


2. Transformational Leadership

This leadership style focuses on inspiring and motivating individuals or team members to achieve exceptional performance and exceed their own expectations.

This approach goes beyond simply managing day-to-day tasks and aims to transform individuals and organizations. Some of the main characteristics of this leadership:

  • These leaders have a compelling vision of the future and can communicate it effectively to their team. They inspire others to work towards a common goal.
  • They are charismatic and able to inspire and motivate their team members They lead by example and create a positive and enthusiastic work environment.
  • These leaders pay attention to the individual needs and aspirations of their team members. They provide support and mentorship to help each person reach their full potential.
  • They encourage creativity and innovation within their team. They challenge assumptions and encourage their followers to think outside the box.
  • These leaders serve as role models for their teams. They demonstrate high ethical standards and a strong commitment to their values.

When and Where this leadership is effective:

  • When an organization is going through a significant change or facing challenges, this leadership can help inspire employees to embrace and contribute to the change.
  • This leadership is crucial in industries where innovation is of utmost importance. Because it fosters an environment where new ideas are encouraged and celebrated.
  • In a team-oriented environment, this leadership style can bring out the best in their team members and foster a sense of shared purpose and commitment.
  • This leadership is effective in shaping and reinforcing a positive organizational culture based on shared values and a collective vision.

Potential drawbacks and challenges:

  • Some team members or individuals may resist the visionary changes proposed by transformational leaders, especially if they are uncomfortable with uncertainty or have a strong attachment to the status quo.
  • The success of this leadership often relies on the leader’s charisma and influence. If the leader departs or faces challenges, the organization may struggle to maintain momentum.
  • This leadership requires time and effort to build strong relationships and foster a shared vision. In the fast-paced or crisis-driven environment, this approach may face challenges.
  • Sometimes leaders may become so focused on the vision that they overlook day-to-day operational issues which leads to potential challenges in execution.


3. Servant  Leadership

This leadership focuses on the primary role of a leader as a servant to their team, supporting and meeting the needs of their team members.

In this approach, leaders prioritize the well-being and growth of their team members and empower them to reach their full potential. Some of the main characteristics of this leadership:

  • Servant leaders actively listen to their team member’s ideas and understand their perspectives as well as concerns.
  • They demonstrate empathy and seek to understand the emotions and feelings of their team.
  • They strive to support the well-being of their team members and foster a positive and healthy work environment.
  • Rather than relying on authority these leaders persuade and guide their team through influence and impact team members positively.
  • These leaders can envision the future and think strategically so they anticipate and address potential issues before they become significant problems.
  • They take responsibility for the well-being of the organization and its people.

When and Where this leadership is effective:

  • In a collaborative work culture where diverse skills and perspectives are essential, this leadership can foster a sense of unity and shared purpose.
  • This leadership aligns well with the organizations driven by a mission to serve others or contribute to social causes.
  • This leadership is effective in an organization where continuous learning and individual growth are of utmost importance. These leaders encourage team members to explore new ideas and learn new things.
  • During times of organizational change, where trust and support are important. Servant leaders focus on support and empathy that can help guide the team through adversity.

Potential drawbacks and challenges:

  • In traditionally structured organizations, this leadership model may face resistance and skepticism.
  • The emphasis on listening, mentoring, and supporting individual team members can be time-consuming, and slow down the decision-making process.
  • Achieving the right balance between serving others and achieving organizational goals can be challenging for leaders.
  • Sometimes this leadership might get misinterpreted because of being too passive or lacking assertiveness.


4. Democratic Leadership

You can call this a participative leadership style in which leaders involve the team members in the decision-making process throughout the project cycle this fosters a collaborative environment.

In this approach, the leader values input from team members and encourages their participation in shaping the direction and outcomes of the group. Some of the main characteristics of this leadership:

  • Team members are invited to share their ideas, opinions, and feedback.
  • Decision-making is a collective effort and the leader works with the team to reach a consensus or majority agreement.
  • There is a free flow of information between the leader and team members that fosters transparency and trust among the team members.
  • Team members feel a sense of ownership and responsibility for the decisions made and enhance their motivation and commitment.

When and Where this leadership is effective:

  • When facing complex issues that require diverse perspectives and expertise, this style helps involve team members which leads to more comprehensive solutions.
  • In a creative and innovative environment, democratic leadership can stimulate a culture of idea generation and experimentation.
  • By involving team members in decision-making leaders can boost morale and increase the overall engagement and satisfaction of the team.
  • In situations, where team members possess valuable knowledge and expertise, their involvement can lead to better-informed decisions.

Potential drawbacks and challenges:

  • The decision-making process can be more time-consuming especially in larger groups, as it involves gathering input and reaching a consensus.
  • Differences of opinion may lead to conflicts and the leader must skillfully manage and resolve these conflicts to maintain a positive team dynamic.
  • In some cases, decisions made through democratic processes may not be as efficient or effective as those made by a single, expert decision-maker.
  • Some situation requires quick and decisive action in that case democratic approach may not be the most effective as it could delay responses.


5. Charismatic Leadership

The leader who has this style always leverages their personal charm and appeal to influence and inspire others. These leaders have extraordinary qualities like confidence, charm, and a strong sense of purpose.

Charismatic leaders have the ability to create a vision and communicate it effectively, motivating and captivating their team members or people working with them. Some of the main characteristics of this leadership:

  • These leaders are adept at articulating a compelling vision for the future. They can express their ideas with passion and conviction.
  • These leaders display high levels of self-confidence and inspire confidence in their team members. Their assurance can be contagious.
  • Charismatic leaders possess a certain charm that draws people to them. This includes their personality, presence, and communication skills.
  • They are often emotionally expressive and able to convey their passion and enthusiasm for their long-term vision.

When and Where this leadership is effective:

  • This leadership style is effective in situations where a strong and visionary leader is needed to inspire and motivate a team or organization.
  • In the early stage of a startup or new venture charismatic leader can rally a team around a shared vision and overcome challenges.
  • During a period of significant organizational change or uncertainty, charismatic leaders can provide a sense of direction and purpose.
  • When an organization is facing challenges or a crisis, a charismatic leader can instill jpe and mobilize the team towards a positive outcome.
  • These leaders are effective in promoting innovation and creativity by inspiring individuals to think beyond traditional boundaries.

Potential drawbacks and challenges:

  • These leaders may sometimes display narcissistic tendencies, which can lead to decisions that prioritize personal glory over the well-being of the organization.
  • Excessive reliance on the charismatic leader may create a dependency which makes it challenging for the organization to function smoothly without their constant presence.
  • Charismatic leader’s strong convictions in their vision may lead to resistance or disregard for alternative viewpoints that potentially hinder the diversity of thought within the organization.
  • The energy and passion these leaders bring can be draining which leads to burnout over time. The pressure to maintain a charismatic image can be demanding.


6. Laissez-Faire Leadership

Laissez-faire means let it be or leave it alone, leaders who practice this leadership style tend to provide minimal guidance to their team members, allowing them the freedom to make decisions and manage their tasks.

This type of leader often trusts the abilities of their team to accomplish their goals without constant supervision. Some of the main characteristics of this leadership:

  • These leaders provide minimal guidance and interference allowing team members to operate with autonomy.
  • They have strong beliefs in the capabilities of team members to perform their tasks effectively.
  • They provide feedback to the team members typically when it is requested rather than being consistently provided.

When and Where this leadership is effective:

  • When working with a highly competent and self-motivated team, this leadership style can be appropriate as it requires less direction.
  • In an environment that demands creativity and innovation, a hands-off approach can foster a sense of ownership and encourage creative problem-solving.
  • A team involved in research or projects requiring a high level of expertise might benefit from a laissez-faire leader who does not micromanage.

Potential drawbacks and challenges:

  • A lack of regular communication and feedback can result in misunderstanding and a feeling of neglect among team members.
  • Team members might not feel accountable if they perceive the leader as disengaged or uninvolved.
  • The inexperienced team may find it challenging to function effectively without more guidance and support from the leader.
  • Without clear guidance from a leader, some teams may struggle with a lack of direction which leads to confusion about team goals and roles.


7. Transactional Leadership

Leaders with this style focus on the exchange or transaction that occurs between them and their team members. The focus is more on the clarification of roles and tasks, setting clear expectations, and establishing a system of rewards and punishment as a part of teamwork.

This leadership style is rooted in the idea that people are motivated by self-interest and will work harder when there is a clear reward or consequence tied to their performance. Some of the main characteristics of this leadership:

  • Transactional leaders use a system of rewards to reinforce desired behaviors it could be in the form of promotions, bonuses, or other tangible benefits to the team members.
  • These leaders intervene only when standards are not met and they usually focus on correcting deviations from the norm.
  • There is a clear structure with well-defined roles and responsibilities and a hierarchical chain of command.

When and Where this leadership is effective:

  • This leadership is often effective in an environment where tasks are routine and work efficiency is crucial. 
  • It can be beneficial in situations where employees or team members need clear guidance on what is expected from them.
  • This leadership style can be appropriate in industries with strict regulations or where safety and compliance are critical.
  • This can be effective in crises where quick decisions and clear directives are needed to navigate challenges.

Potential drawbacks and challenges:

  • Employees or team members may become solely motivated by rewards, and their commitment may wane if these incentives are not consistently provided.
  • Transactional leaders might tend towards micromanagement, as they closely monitor the team member’s work and intervene frequently. This can lead to a lack of autonomy for the team members.
  • Replying heavily on rewards for motivation may impact employee or team member satisfaction and engagement over the long term. Team members may not feel a sense of purpose beyond the immediate rewards.
  • This style may stifle creativity and innovation since it primarily focuses on compliance with established rules and procedures.


8. Coaching Leadership

This leadership style emphasizes guiding and developing individuals and teams through a collaborative and empowering process.

The leader acts as a coach and facilitates the growth and performance of the team members by providing support and constructive feedback.

This approach is characterized by active listening, asking insightful questions, and fostering a learning environment where individuals are encouraged to explore their potential and take ownership of their development.

Some of the main characteristics of this leadership:

  • These leaders empower team members to make decisions and take initiative.
  • They pay close attention to the concerns and ideas of their team members.
  • They work collaboratively with team members to set goals and solve problems.
  • They provide regular and constructive feedback to the team members to support their continuous improvement.
  • They primarily focus on individual and team development.

When and Where this leadership is effective:

  • In an environment where team members possess specific skills or expertise, this leadership style can enhance their capabilities and encourage creative problem-solving.
  • Organizations that prioritize employee growth and learning benefit from coaching leadership as it aligns with a culture of continuous improvement.
  • This leadership is effective in an environment that values continuous learning, innovation, and employee development.
  • Coaching can be instrumental in preparing individuals for leadership roles and ensures a smooth transition.
  • This can be useful when individuals or team members going through change by providing them guidance and support.

Potential drawbacks and challenges:

  • In situations where immediate results are prioritized over long-term development, the coaching leadership style may not be as readily embraced.
  • In traditionally structured organizations, coaching leadership may face resistance due to a more authoritative culture.
  • Some team members or employees may resist or be uncomfortable with receiving feedback which makes the coaching process more challenging.
  • Effective coaching requires a set of specific skills and not all leaders may possess the skills naturally, for that training is needed.
  • Coaching team members or employees require time and dedication which makes it challenging for leaders with busy schedules.


9. Situational Leadership

This leadership style emphasizes the need for leaders to adapt their leadership style based on the specific situation and the developmental level of their team members.

This model proposes 4 leadership styles i.e. directing, coaching, supporting, and delegating which are matched to the readiness or maturity of the team members.

  • Directing: High task focus, low relationship focus. Leaders provide specific instructions and closely supervise tasks.
  • Coaching: High task focus, high relationship focus. Leaders still provide guidance but also seek input from team members and explain decisions.
  • Supporting: Low task focus, high relationship focus. Leaders facilitate and support team members that promote a more collaborative approach.
  • Delegating: Low task focus, low relationship focus. Leaders empower team members to task responsibility for tasks and decisions.

When and Where this leadership is effective:

  • This style is most effective in a dynamic environment where situations and team member’s capabilities vary. It is useful during times of change or when working with individuals or teams at different stages of development.
  • Situations that require quick decision-making and flexibility benefit from leaders who can adjust their leadership style according to the demands of the moment.
  • Different team members may have different needs and levels of expertise. This leadership allows leaders to tailor their approach to each individual.
  • This leadership style is useful during a period of change as team members may have different levels of comfort and capability with processes or structures.

Potential drawbacks and challenges:

  • This style can be complex to implement as leaders need to consistently assess and adapt to the changing dynamics within their team.
  • Constant evaluation of team readiness requires time and effort which might be challenging in fast-paced work environments.
  • Overemphasis on adapting team member’s needs might lead to micromanagement particularly if leaders are not adept at transitioning between the various leadership styles.
  • Effective implementation requires leaders to possess a wide range of leadership skills including communication, emotional intelligence, and decision making.


10. Visionary Leadership

This leadership style is characterized by a leader’s ability to envision and communicate a compelling and inspiring future for an organization.

This type of leader goes beyond just managing day-to-day operations, they have a clear vision of where the organization is headed and can effectively convey that vision to their team. Some of the main characteristics of this leadership:

  • These leaders inspire and motivate others with a shared vision that taps into the values and aspirations of the team.
  • They are adept at strategic thinking and planning for the long term and align organizational goals with their vision.
  • They communicate their vision clearly and passionately ensuring that everyone in the organization understands and is committed to the common goal.
  • They are often open to new ideas and encourage innovation pushing the organization beyond the status quo.

When and Where this leadership is effective:

  • It is particularly effective in situations where there is a need for change, transformation, or a redefinition of the organization’s purpose.
  • In the early stage of a startup or business, a visionary leader can set a strong direction and inspire the team to work towards a common goal.
  • When an organization is facing challenges or needs a significant shift in direction, a visionary leader can provide the necessary guidance and inspiration.
  • This leadership style is crucial in industries that rely on innovation as it fosters a culture of creativity and problem-solving thinking.

Potential drawbacks and challenges:

  • These leaders might struggle with translating their vision into actionable steps which leads to a gap between the vision and its actual implementation.
  • Some team members may resist the changes proposed by a visionary leader especially if the vision requires significant shifts in the organization’s culture or processes.
  • Focusing on the long-term vision may lead to overlooking immediate challenges and this can have negative short-term consequences.
  • If the leader leaves or is unable to sustain the vision then the organization may struggle to maintain its direction.


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Effective leadership is not about adhering rigidly to a specific leadership style but rather about harnessing the right elements from various approaches to create a powerful and authentic leadership presence.

Best leaders are those who are aware of their leadership style and can also switch between different styles based on the context and needs of their team. Flexibility and adaptability are the essential traits that distinguish extraordinary leaders from the rest.

I discussed the 10 most common styles of leadership, out of which to find your best-fit style you need to reflect on your beliefs, and values and get insightful feedback from your team members. Be open to experimenting with different styles and refine your approach over time.

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