Imagine the leaders who inspire you \u2014 each with their own leadership style, driving success in unique ways. I think leadership styles are important enough to shape how businesses operate, influence company culture, and impact team performance.<\/p>\n\n
Leading a boutique marketing agency, I align most with democratic leadership, fostering collaboration and shared decision-making. Earlier in my career, I leaned more toward transactional or pacesetting leadership, but adapting my approach has strengthened my team and business.<\/p>\n
<\/a><\/p>\n Understanding your leadership style can help you become a more effective leader, and in this post, I’ll explore common leadership styles and how to determine the best fit for you.<\/p>\n Table of Contents<\/strong><\/p>\n What is a leadership style? <\/a> <\/a> <\/p>\n Knowing your leadership style helps you provide adequate guidance and feedback to employees, and better understand your thoughts, how you make decisions, and strategies you can consider implementing when making business decisions.<\/p>\n It can also help you understand how your direct reports see you and why they may give you specific feedback.<\/p>\n For example, if employees feel stifled at work and don\u2019t have many opportunities to speak their minds, they may tell you that you\u2019re an autocratic leader who can benefit from changing their style.<\/p>\n That\u2019s why I\u2019m always so big on feedback \u2014 it allows me to constantly reassess my leadership traits<\/a> and whether they\u2019re what this situation needs. Are most of my team members introverts? Then, I need their feedback on whether I\u2019m too rash or abrasive under pressure.<\/p>\n Don\u2019t forget \u2014 each leadership style has its pitfalls, allowing you to proactively address areas of improvement. This is critical, because some employees might hesitate to speak up, even in an anonymous survey.<\/p>\n Ready to find out your leadership styles? Check out the most common styles below.<\/p>\n <\/a> <\/p>\n Also called: <\/strong>Participative or Facilitative Leadership<\/p>\n Democratic leadership is exactly what it sounds like \u2014 the leader makes decisions based on each team member\u2018s input. Despite the leader being the one to make the final call, each employee has an equal say in how the project develops.<\/p>\n Democratic leaders often have the following characteristics:<\/p>\n Inclusive. This leadership style resembles how leaders often make decisions in company board meetings.<\/p>\n For example, a democratic leader might give the team a few decision-related options in a company board meeting.<\/p>\n They could then open a discussion about each option. After a discussion, this leader might consider the board’s thoughts and feedback, or they might open this decision up to a vote.<\/p>\n The democratic leadership style is one of the most effective because it encourages everyone to participate in all processes, share their opinions, and know that you will hear them.<\/p>\n It also encourages employees to be engaged because they know you will hear their feedback.<\/p>\n Team members feeling like they have space to participate can also increase employee empowerment, motivation, and participation.<\/p>\n Reaching a consensus can take considerable time, resources, and communication with a democratic style. It can also impact decision-making because some team members may not have the right expertise to make critical decisions.<\/p>\n I\u2019ve grown into identifying as a democratic leader over time. In the past, I might have leaned more toward a transactional or pacesetting approach, adjusting to the needs of my environment and projects. But democratic leadership feels like home \u2014 it aligns with who I am and how I naturally operate.<\/p>\n This leadership style allows me to harness the collective intelligence of my team, fostering collaboration and valuing diverse perspectives. The rewards are immense, but so are the challenges.<\/p>\n I approach life with the mindset that everyone knows something I don\u2019t. It\u2019s an enriching philosophy, but facilitating group consensus can be a heavy lift. Balancing inclusivity with efficiency is a constant dance.<\/p>\n While I thrive on open discussions and shared decision-making, I\u2019m mindful that not everyone finds this process enjoyable. Some team members may feel overwhelmed by the responsibility of contributing, and I have to remind myself that what excites me might feel like pressure to others.<\/p>\n Navigating this leadership style requires awareness, adaptability, and patience. But at the end of the day, the sense of unity and shared purpose it fosters makes the effort more than worthwhile.<\/p>\n In Dharmesh Shah\u2019s free ebook, Lessons on Leadership<\/a> the value of these goals are highlighted as a service to employees.<\/p>\n Genuine relationships builds trust and gives employees a reason to work beyond the paycheck. Opportunities for contribution help employees feel valued.<\/p>\n Featured Resources<\/strong><\/p>\n How to be a good leader<\/a> Also called:<\/strong> Authoritarian, Coercive, or Commanding Leadership<\/p>\n Autocratic leadership stands in stark contrast to democratic leadership. Here, decisions rest solely in the hands of the leader, with little to no input from subordinates.<\/p>\n Defining Characteristics:<\/p>\n Centralized decision-making. While not a long-term solution, this leadership style proves effective in high-pressure situations demanding immediate action. In emergencies or crises, an authoritative leader can swiftly implement strategies without waiting for consensus.<\/p>\n Autocratic leaders carry out strategies and directives with absolute focus.<\/p>\n Autocratic leaders drive execution with laser focus. When time is of the essence, a decisive leader can act swiftly without the delays of consultation \u2014 critical when faced with high-stakes decisions.<\/p>\n This approach works best when dealing with complex issues where uninformed input could derail progress. It provides clear directives, compensates for gaps in team experience, and ensures efficient execution.<\/p>\n Responsible parties can make a decision and give employees a clear sense of direction, and it can also make up for a lack of experience on a team.<\/p>\n A rigid, top-down culture can stifle morale, innovation, and long-term engagement. Without collaboration, organizations risk alienating employees, leading to dissatisfaction and high turnover.<\/p>\n Imagine a manager at a restaurant changing the waiters\u2019 shifts and weekly hours all the time. No one would be pleased and friction will always mount.<\/p>\n Other challenges with autocratic leaders include:<\/p>\n Intimidation. Also called:<\/strong> Delegative or Hands-off Leadership<\/p>\n If you remember your high-school French, you’ll accurately assume that laissez-faire leadership is the mellowest, least-intrusive form of leading. The French term \u201claissez-faire\u201d literally translates to \u201clet them do.\u201d<\/p>\n Leaders who embrace it give nearly all authority to their employees and don\u2019t take control over the project or situation unless it\u2019s code red.<\/p>\n Some key characteristics of laissez-faire leadership include:<\/p>\n Limited guidance, direction, and feedback. Laissez-faire leaders make employees accountable for their work without stifling them with unnecessary tasks. This gives many employees an incentive to approach their work more creatively.<\/p>\n This type of leader often creates a more relaxed company culture. This makes it a good model for creative businesses like ad agencies or product design. It’s also a good fit for a business where teams are highly focused and full of seasoned professionals.<\/p>\n In a young startup, for example, you might see a laissez-faire company founder who makes no major office policies around work hours or deadlines.<\/p>\n They might put complete trust in their employees while they focus on the overall workings of running the company.<\/p>\n Because of this high level of trust, employees working for laissez-faire leaders feel valued, but also want to perform to repay the trust. They get the information they need and use their resources and experience to meet business goals.<\/p>\n Although laissez-faire leadership can empower employees by trusting them to work however they’d like, there are downsides.<\/p>\n It can limit team development and pose a challenge for new or inexperienced employees who would benefit from guidance as they get ramped up. Roles and responsibilities can also become unclear, and it can build a culture of working in silos where people might work autonomously rather than as a cohesive group.<\/p>\n This style can lead to overlooking critical company growth and learning opportunities, so keeping this leadership style in check is important.<\/p>\n Meg Prater<\/a> is the head of content strategy & operations at HubSpot. Prater describes herself as a mix of laissez-faire and coaching leadership styles.<\/p>\n Prater says, \u201cI like to trust the people I hire to do great work, but I also like to tailor my approach to each person on my team to best fit their working styles and career goals.\u201d<\/p>\n Prater notes that some of her team thrive with more structure, and others thrive with more autonomy. What’s universal is the need for strong alignment and communication within our team.<\/p>\n \u201cMy priority (and my job) is to ensure that my direct reports understand our team and company-wide goals and how their individual output contributes to those goals,\u201d she says. \u201cOnce we\u2019re aligned on expectations, we can work together to identify initiatives that push the needle \u2026 while fulfilling each person\u2019s interests and professional growth on the team.\u201d<\/p>\n One of the challenges for a laissez-faire leader is balancing the desire to trust the team while providing the guidance needed for inexperienced team members.<\/p>\n In my early career, my senior manager was a laissez-faire leader, and I sometimes felt a lack of guidance. However, as a bold problem-solver, I also appreciated the autonomy I had under this type of manager.<\/p>\n In some ways, the need to solve the problem alone helped develop those problem-solving skills, but I can see how it would be difficult for some team members.<\/p>\n Prater\u2019s coaching leadership style also comes into play because she values the role of the leader and the benefit of feedback to employees.<\/p>\n Prater says, \u201cI had the luxury of working with a fantastic leadership coach shortly after becoming a manager. She drilled into me the notion of \u2018Being a kind manager rather than being a nice manager.\u2019\u201d<\/p>\n Prater notes that it\u2018s tempting to water down feedback or expectations \u2014 to be nice. It feels less uncomfortable but doesn\u2019t always benefit either the manager or the direct report in the long run.<\/p>\n \u201cBeing clear, actionable, and direct can lead to uncomfortable conversations, but ultimately, those are the conversations that help both sides grow. That advice has really shaped me as a manager. While I don’t always nail it, \u2018kindness over niceness\u2019 gives me a North Star,\u201d she says.<\/p>\n Featured Resources<\/strong><\/p>\n Guide to management<\/a> <\/p>\n Strategic leaders operate at the intersection of daily business operations and long-term growth. They combine vision, competitive awareness, and adaptability to drive organizations forward. Balancing executive priorities with employee well-being, they create an environment where stability meets innovation.<\/p>\n Strategic leadership isn’t just about overseeing operations \u2014 it\u2019s about shaping the future. With this approach, you can build a resilient, forward-thinking organization that stays agile in an ever-changing business landscape.<\/p>\n Strategic leaders bridge the gap between high-level business strategy and team management. They ask critical questions, refine strategies, and align decisions with long-term growth. This leadership style directly supports key business priorities, such as:<\/p>\n Accountability.<\/strong> Encourages responsibility at all levels. <\/p>\n Productivity.<\/strong> Drives efficiency through clear direction. <\/p>\n Collaboration.<\/strong> Fosters teamwork and innovation. <\/p>\n Transparency.<\/strong> Builds trust through open communication. <\/p>\n Strategic thinking supports many employees at once, so it\u2019s a desirable style for many companies. It encourages visualization, planning, and making the most of existing resources, and it can motivate employees.<\/p>\n Leaders who work strategically might take on too much and risk thinking too far into the future of possibilities while missing critical present-day issues.<\/p>\n It\u2019s important to learn how to delegate with this leadership style and share the weight of decision-making.<\/p>\n Compromise, communication skills, and consistent outreach are also essential.<\/p>\n Crafting a team vision<\/a> I believe transformational leaders don\u2019t just manage their teams \u2014 they inspire them. They build trust, encourage growth, and create an environment where employees feel valued and motivated to contribute.<\/p>\n It\u2019s not just about meeting goals; it\u2019s about pushing boundaries, shaking up the status quo, and helping team members develop into their best professional selves.<\/p>\n At its core, transformational leadership is all about driving positive change. As a leader, I don\u2019t just focus on day-to-day tasks but am constantly looking for ways to improve processes, elevate my team, and create lasting impact. \u201cGood enough\u201d isn\u2019t in my vocabulary \u2014 I\u2019m always looking for ways to make things better.<\/p>\n A great transformational leader helps employees see challenges as opportunities.<\/p>\n I push my team to think differently, take initiative, and find innovative solutions.<\/p>\n This type of leadership keeps companies evolving, improving productivity, and staying competitive. It also creates a workplace culture where employees feel empowered, motivated, and genuinely excited about their work.<\/p>\n Happy employees mean better results. Not to mention, When people feel supported and challenged in the right way, they\u2019re more likely to be engaged, productive, and committed to the company\u2019s success. I strive to cultivate an atmosphere of continuous improvement, where both individuals and the business thrive.<\/p>\n Imagine starting a new job and being handed a clear set of goals \u2014 not just basic tasks but challenges designed to help you grow. That\u2019s what it\u2019s like to work under a transformational leader. I don\u2019t just tell my team what to do; I show them what they\u2019re capable of and help them build the skills to get there.<\/p>\n With this leadership style, you\u2019re constantly evolving. You might start with smaller, manageable tasks, but as you gain confidence and master new skills, your responsibilities grow. It\u2019s a cycle of learning, achieving, and setting new goals, keeping work dynamic and rewarding.<\/p>\n While transformational leadership is powerful, it\u2019s not without its challenges. Sometimes, in my push for progress, I can lose sight of individual learning curves. Not everyone grows at the same pace, and what\u2019s inspiring to one person might feel overwhelming to another.<\/p>\n Another risk? Burnout. When employees are constantly striving for the next goal, they may feel pressure to always be \u201con.\u201d That\u2019s why I make it a priority to stay connected with my team, check in regularly, and make sure expectations remain realistic. Setting ambitious goals is great \u2014 but they need to be sustainable.<\/p>\n At the end of the day, transformational leadership is about balance: driving progress while ensuring employees feel supported every step of the way.<\/p>\n Pam Bump<\/a> is HubSpot\u2019s head of content innovation and research. She feels an alignment with a few styles but identifies most strongly with transformational leadership as her dominant style.<\/p>\n Bump describes her experience as a transformational leader. Before she was a manager, her role involved audience growth, brand development, experimentation, and tapping new markets.<\/p>\n \u201cI\u2019ve always jumped at major problem-solving opportunities, ambiguous requests from leadership, and identifying big bets for my companies,\u201d she says. \u201cNow \u2026 I encourage my team to do the same \u2014 whether they\u2019re working on a joint team experiment or are individually investigating, launching, and scaling their own high-ROI projects.\u201d<\/p>\n She is an inspirational leader who makes a conscious effort to balance the business\u2018s goals, the team\u2019s needs, and individual needs. As listed as a challenge, transformational leaders can forget individual learning needs and the overall company’s needs.<\/p>\n Bump has the solution, \u201cTo balance ambitious overall, transformative team-wide goals, and individual teammate needs, I check in with my direct reports about their growth, what they\u2019re working on, and work that can help them grow their skills or visibility while also supporting team goals.\u201d<\/p>\n Beyond weekly 1:1s, Bump also holds semi-regular career chats to discuss their personal long-term goals and the tactics or skills they can use to get there.<\/p>\n Featured Resources<\/strong><\/p>\n Transformational leadership<\/a> <\/p>\n Transactional leadership, aka \u201cthe carrot and the stick\u201d approach, is based on reward and punishment to motivate and direct behavior. They tell employees they can expect rewards if a goal is met. However, they may require more 1:1s or check-ins if people aren\u2019t meeting goals.<\/p>\n This leadership style is concerned with maintaining the status quo and meeting predetermined goals and standards. What most people forget is that this leadership style can overburden teams and make success an imperative, not just a goal.<\/p>\n This style is popular in enterprise companies as it focuses on results, existing structures, and set systems of rewards or penalties. This leadership style also recognizes and rewards commitment, but isn\u2019t as efficient with Gen Z team members.<\/p>\n Transactional leaders can offer helpful clarity and structure of expectations, which can help employees feel safe because they understand expectations. Employees also have a clear view of what they get in return for meeting business goals.<\/p>\n This style is more about using rewards to motivate and less about building relationships with employees, coaching, and developing team morale.<\/p>\n Keeping a diverse team engaged can be hard if only some are reward-motivated, and it can lead to low creativity and fear of punishment.<\/p>\n Also called: <\/strong>Conscious Leadership<\/p>\n A coaching leader focuses on identifying and nurturing the individual strengths of each team member and developing strategies that will enable teams to work better together.<\/p>\n This style is similar to strategic and democratic leadership, but it emphasizes individual employees’ success.<\/p>\n A manager with this leadership style might help employees improve on their strengths by:<\/p>\n Giving them new tasks to try. They might also encourage one or more team members to expand on their strengths by learning new skills from other teammates.<\/p>\n Coaching leaders focus on building trust and establishing strong relationships with their team members. They foster an environment of open communication and psychological safety that encourages individuals to share ideas, seek feedback, and work together toward common objectives.<\/p>\n Coaching leaders actively support skill development and independent problem-solving. They meet ambitious business goals by creating a strong company culture and add to a business’s long-term vision as valuable mentors, often even after leaving a company.<\/p>\n This leadership style can motivate employees as they feel supported on the team. It recognizes that each employee is unique and can build diverse and exciting teams where each employee offers something different.<\/p>\n This leader focuses on high performance, with employees who can communicate well and embrace unique skill sets to get work done. They also encourage team members to seek new challenges, learn from experiences, and continuously improve their skills and knowledge.<\/p>\n It can take a lot of time to develop employees with a coaching style, but mentoring isn\u2019t effective for every employee.<\/p>\n Marja Vitti<\/a> is an editor at HubSpot who identifies with the coaching leadership style. I\u2019ve received great feedback from Vitti on my pieces, and I think the coaching leadership style is a great fit.<\/p>\n On her leadership style, Vitti says, “While working with freelance writers and content creators, I quickly realized both the team and the work would benefit from leadership that recognized their individual strengths.\u201d<\/p>\n Vitti notes that she gave everyone on my team the same opportunities but also showed up for them as individuals. One team member might need more positive reinforcement to gain confidence, another might show signs of needing a new challenge, and another might be burning out and need a lighter load.<\/p>\n \u201cIt was intuitive for me to lead with this coaching style, and it wasn’t till after that I realized this was a designated leadership style,\u201d Vitti notes.<\/p>\n Vitti\u2019s guidance on my writing is always conscientiously given. She always invites further feedback and discussion, which I find empowering but soothing.<\/p>\n Any writer will know it can be hard to receive feedback on the work you\u2019ve poured your soul into, but she knows how to balance the value of encouraging improvement with the writer\u2019s need to feel supported.<\/p>\n Featured Resources<\/strong><\/p>\n Servant leadership<\/a> <\/p>\n Bureaucratic leaders follow the rules. Unlike autocratic leadership, they might listen and consider the input of employees, but they might reject input that doesn\u2019t align with company policy or past practices.<\/p>\n Some key features of bureaucratic leadership include:<\/p>\n Centralized decision-making. This style works best for larger, older, or traditional companies that are successful in their current processes.<\/p>\n This leadership style works for these businesses because they want to maintain existing business models and processes because their current strategies are successful, and trying something new that doesn’t work could waste time and resources.<\/p>\n This leadership style can be challenging for some, but it has many benefits. It lowers the risk of favoritism and replaces it with central duties, job security, and predictability.<\/p>\n This clear and efficient leadership style can lead to high levels of creativity for some employees.<\/p>\n Employees might not feel as controlled as autocratic leadership, but there can be a lack of freedom in how much people can do in their roles.<\/p>\n This approach can shut down innovation and is not the right fit for companies chasing ambitious goals and quick growth.<\/p>\n Featured Resources<\/strong><\/p>\n Organizational culture<\/a> <\/p>\n Also called: <\/strong>Affiliative Leadership<\/p>\n Visionary leadership focuses on future and long-term goals. They aim to inspire and guide their team towards the achievement of a shared vision.<\/p>\n This type of leader encourages collaboration, emotional intelligence, and teamwork. They also foster a culture of innovation and change, encouraging individuals to embrace new ideas and approaches.<\/p>\n Visionary leaders can create a clear plan for employees to follow and execute. They are powerful and persuasive communicators, which helps them energize teams toward impactful business growth.<\/p>\n As the focus is on future growth, visionary leaders can forecast potential roadblocks and outline action plans, giving employees increased confidence during uncertainty or challenging times.<\/p>\n Teams can do more and enjoy their work more if they have a vision to work toward. This type of leader offers vision statements and other tools to inspire and motivate teams to engage at work.<\/p>\n Visionary leaders can skip over day-to-day issues to focus on long-term ideas, missing roadblocks that could build up and cause problems in the future.<\/p>\n Another common challenge is hyper-focusing on a single goal, which can impact consideration for other ideas that may be just as valuable to the business.<\/p>\n John Xie<\/a>, co-founder and CEO at Taskade<\/a>, identifies as a Visionary Leader. Like me, Xie developed his leadership style over time.<\/p>\n He says, \u201cIt took me a while to develop this leadership style. However, after working with many people at many different companies over the years, I realize that I’m best when I am encouraging a positive long-term vision for the team. Then they can see how their work will be impactful and stay motivated to keep going.\u201d<\/p>\n As a visionary leader, Xie recognises the pitfalls and potential challenges. He knows he can be \u201ca little too strategic,\u201d but he\u2019s found a way to \u201clean back and motivate the team.\u201d<\/p>\n On overcoming the challenges of a visionary leader, he says, \u201cEveryone has their own unique style, and it\u2019s best to find the one that suits you naturally. When you try to force a different leadership style, you\u2019ll notice the team quickly becoming disengaged, and that’s when you know you should revert back to your natural style.\u201d<\/p>\n Featured Resources<\/strong><\/p>\n Crafting a team vision<\/a> A pacesetting leader sets ambitious standards and expects employees to meet those goals in the exact manner they\u2019ve laid out.<\/p>\n These leaders expect productivity and high-quality outputs from employees, and they may step in to ensure things are done correctly and on time. As a pacesetter, this leader type paves the way and leads by example<\/a>.<\/p>\n Some characteristics of a pacesetting leader include:<\/p>\n High performance standards. This type of leader sets ambitious goals with a clear and focused effort, so employees know exactly what is expected of them. For example, pacesetting sales leaders set and exceed ambitious quarterly sales cadences.<\/p>\n These leaders might also work alongside their team and push performance, boosting team morale.<\/p>\n Skilled and experienced teams often thrive under this kind of leader. They use the abilities of motivated and competent team members and make meeting goals feel urgent and exciting.<\/p>\n It can also be gratifying for team members to see their leader working hard alongside them.<\/p>\n Pacesetting leaders can sometimes create a high-stress workplace environment if goals are unrealistic, which can overwhelm and demotivate teams.<\/p>\n This can impact engagement and lead to burnout, where people struggle to meet goals and perform as expected.<\/p>\n Focusing on goals can also stifle creativity and diversity of thought, so employees don\u2019t feel they can use their expertise to suggest alternative goals or strategies.<\/p>\n Featured Resources<\/strong><\/p>\n Leadership behaviors<\/a> <\/p>\n Situational leaders change their management style to meet the needs of the situation or team. This leadership style involves analyzing specific situations, assessing the competence and commitment of individuals, and adjusting the leadership approach accordingly.<\/p>\n It is proactive and recognizes that change is the only constant.<\/p>\n This leadership approach can motivate employees and ensure that people aren\u2019t stuck working in a way that doesn\u2019t make sense for the situation.<\/p>\n It\u2019s also valuable for startups or businesses requiring frequent changes and flexible talent and support.<\/p>\n Situational leaders are great communicators and use team feedback to make decisions. They also analyze market changes and can quickly evaluate and update processes to ensure success.<\/p>\n This can create strong relationships and help employees see and feel their value to the business.<\/p>\n Leaders need a high level of expertise in all business processes and functions to make decisions, and they must be able to pivot quickly.<\/p>\n It\u2019s important to remember long-term goals and meet immediate needs; not every leader can do this effectively.<\/p>\n It can become confusing and stressful for teams if a leader\u2019s approach changes too often, as they won\u2019t know what to expect.<\/p>\n Kaitlin Milliken<\/a> is a senior program manager at HubSpot. She\u2019s the editor who hired me to work with HubSpot, and we\u2019ve been working together for over eighteen months.<\/p>\n On her leadership style, Milliken says, \u201cThroughout my career, I\u2019ve found myself changing how I lead based on who I\u2019m working with. I naturally adapt to what other people need, so this type of leadership definitely fits my style.\u201d<\/p>\n Milliken notes that this type of leadership allows her to work with people who have varying experience levels. Someone new to the field may need more mentorship. An expert may want to focus on organizational needs.<\/p>\n \u201cIt\u2019s challenging to lead if I\u2019m not very familiar with a person\u2019s expertise. That\u2019s something I\u2019m always working on,\u201d she says.<\/p>\n As someone working directly under Milliken, I\u2019ve always appreciated her openness to provide autonomy. I feel comfortable recommending ideas and edits where I think they make sense. As a situational leader, Milliken welcomes these ideas but also expresses her genuine appreciation and praise.<\/p>\n Writing for HubSpot has always meant a lot to me. Early on, this led to some imposter syndrome, but thanks to Milliken\u2019s leadership style, I grew to feel empowered, trusted, and comfortable.<\/p>\n Featured Resources<\/strong><\/p>\n Trait theory leadership<\/a> <\/a> <\/p>\n There’s no single \u201cbest\u201d leadership style, so figuring out which one is best for you and your environment is essential.<\/p>\n Leaders need good instincts, and many leaders focus on their own experiences and habits as they develop a leadership style.<\/p>\n In fact, your instincts and habits<\/a> will always impact the way you lead. But, if you find yourself in situations that you’re unsure how to respond to, you may want to look at other leadership styles.<\/p>\n Here are two examples:<\/strong><\/p>\n If you’re an extrovert<\/a> with a shy member on your team, you may want to work on active listening. Instincts will always influence leadership, but as Lisa Lanier<\/a>, president and CEO of Lanier Law Group, P.A.<\/a> says, sometimes you need to adapt to the situation as well.<\/p>\n \u201cI\u2019m naturally drawn to helping and guiding others, but I\u2019ve also learned a lot from my mistakes and failures. Being resilient and learning from those experiences has helped me refine my approach and become more effective in different situations,\u201d says Lanier.<\/p>\n Pro tip:<\/strong> As you start your path toward leadership, you may want to keep notes. Write down how you would handle specific situations or problems. Doing this can help you be a confident and capable leader, and if you notice things aren\u2019t going as expected, you can reconsider your approach.<\/p>\n Yes. While it may take some time and effort, you can always change your leadership style and improve your processes.<\/p>\n The first step to making changes is recognizing the need for change. Whether this comes from direct employee feedback, noticing that goals aren\u2019t being met, or people seeming to experience burnout, identifying this is the first step.<\/p>\n Scott Knutson<\/a>, founder and chief serving officer at Leading2Serve<\/a>, shifted his leadership style based on feedback. He initially followed the lead of the leaders he was exposed to when he was promoted into a leadership role.<\/p>\n However, Knutson notes, \u201cMy success was totally about me. I wasn’t concerned about anyone else. This became abundantly clear when I was required to complete a 360-degree assessment and learned that my team hated me. That was a figurative kick in the gut that forced me to begin to learn about different leadership styles.\u201d<\/p>\n As Knutson highlights, your leadership style may be effective for your team, but you might have a more challenging time connecting with people.<\/p>\n Knutson took back control by researching leadership styles. He says, \u201cSuccessful leaders led me to understand that leadership is not about the leader but about the team. Focusing on my team and helping them to be successful became what drove me.\u201d<\/p>\n There is a lot to learn from Knutson\u2019s experience: Changing leadership style is sometimes necessary, but it won\u2019t always be easy. If changing your leadership style feels right for you, you should try it.<\/p>\n I personally shifted my leadership style from transactional or pacesetting leadership to democratic leadership. I like and value all of these leadership styles \u2014 but with confidence and experience, I feel most authentic when leading with a democratic style.<\/p>\n Pro tip:<\/strong> You don\u2019t necessarily want to throw out your current style, but you\u2019d want to identify what is and isn\u2019t working. Then, get curious, and begin the work of adjusting the way you lead.<\/p>\n <\/a> <\/p>\n There are many ways to find a leadership style that works for you. Because of this, it can be tough to know where to begin. If you’re not sure what leadership styles will work for you, these steps can help.<\/p>\n\n Everyone has a unique path to self-discover. Some take risks and try new things and others prioritize quiet time, writing exercises<\/a>, and listing strengths and weaknesses.<\/p>\n Another path to learning about yourself is through physical activity and spending time with other people. However you go about it, getting to know yourself is an important first step toward being a leader.<\/p>\n The journey of getting to know yourself will lead you to a sense of authenticity. Gauri Manglik<\/a>, CEO and co-founder at Instrumentl<\/a>, values the role of authenticity in leadership.<\/p>\n She says, \u201cLeadership is a journey, and you never stop learning. But staying true to your values and leading with authenticity is key.\u201d<\/p>\n Being a leader means working quickly and making decisions quickly, so having your values mapped out can be extremely helpful.<\/p>\n As you write out your values, look at pivotal moments in your life to date. Then, look for trends, people you’re drawn to, and common themes. If your list is long, group similar ideas together.<\/p>\n Having an outline can help you see how you react, your strengths and weaknesses, and a base for your core values.<\/p>\n Mark W Lamplugh Jr.<\/a>, CEO at South Jersey Treatment Management Company,<\/a> is heavily driven by his values around shared decision-making.<\/p>\n He says, \u201cThe leadership journey I have been through was heavily influenced by my experience in marketing and the mental health domain, where empathy and understanding are very crucial. In the style of participative leadership, I feel most connected with its values that support shared decision-making.\u201d<\/p>\n Lamplugh noted the progression was natural. As he began to advance professionally, it became clear that collective brainstorming sessions were the best places for ideas to flourish.<\/p>\n Observing leaders you respect can also help you define your leadership style. As you watch them in meetings, client conversations, and presentations, take notes of what you like.<\/p>\n Another approach is to view their actions with specific leadership styles in mind, helping you figure out what their approach is and whether it will work for you.<\/p>\n The important thing to note is that the leadership style must work for you<\/em>. Gauri Manglik<\/a> found her way to her leadership style after emulating the bosses or mentors she admired.<\/p>\n She says, \u201cMy leadership style developed organically over my career. Early on, I tried to emulate bosses or mentors I admired. But I quickly learned that I needed to develop my own style that fit my personality and strengths.\u201d<\/p>\n A hands-on option is to try out different leadership styles. You can create an outline of what interests you and review your notes before your next meeting to see how you can incorporate it into your interactions.<\/p>\n I spoke to many leaders when writing this article, and there\u2019s a common theme: leadership styles are developed over time.<\/p>\n Connor Gillivan<\/a>, CMO at TrioSEO<\/a>, started experimenting with leadership styles in college. He says, \u201cI got real-life experience [of leadership] starting my own ecommerce business in college and building a team of 30 plus team members over four years.\u201d<\/p>\n In over 15 years of being an entrepreneur, Gillivan\u2019s leadership style has evolved.<\/p>\n His goal as a leader is to put people in a win-win-win situation: \u201ca win for them in their personal growth, a win for the company in its growth stage, and a win for me in terms of growth,\u201d he says.<\/p>\n Working with a business coach can also help you hone your leadership style.<\/p>\n A mentor can be someone in your workplace you respect and would appreciate feedback from, whether it\u2019s another leader or a colleague you respect. You can also check out this guide on how to find a business coach<\/a>.<\/p>\n Matthew Sanjari<\/a>, founder and business coach at PRIME Consulting<\/a>, says, \u201cI’ve spent a significant amount of time developing my leadership style by being coached and mentored myself.\u201d<\/p>\n Another way to find the best style for your needs is to ask other colleagues, leaders, and team members for feedback.<\/p>\n The best approach for this strategy is to plan out what you want to ask and why so you get the feedback you need. Think about how people might respond and also set clear guidelines and expectations.<\/p>\n When you get feedback, make sure to listen carefully. You\u2019ll gain valuable information about your strengths and weaknesses that will help you understand where you need to improve and the style that will help you improve.<\/p>\n Bhavik Sarkhedi<\/a>, CMO at Write Right<\/a>, credits feedback with helping him develop his style. He says, \u201cMy leadership style leans towards transformational leadership \u2014 I strive to inspire and motivate my team by setting a vision that pushes boundaries and fosters innovation.\u201d<\/p>\n Sarkhedi notes that this style didn’t emerge overnight. It was cultivated through continuous learning, feedback, and adapting to different challenges.<\/p>\n \u201cEarly in my career, I observed various leaders, noting what resonated with their teams and what didn\u2019t. Reading extensively, from classic leadership tomes to contemporary articles, provided theoretical backing to the practical insights I gathered,\u201d Sarkhedi says.<\/p>\n Leadership assessments are helpful tools for leaders, yourself as an individual, and teams.<\/p>\n A leadership quiz can make it easier to understand your strengths and skills. It can surface habits and qualities you might not be aware of and give you a clear direction for growth.<\/p>\n If this is something you want to try, the leadership assessment below is a great place to start.<\/p>\n Inge Von Aulock<\/a>, CEO of Top Apps<\/a>, believes that high self-awareness makes a good leader.<\/p>\n She says, \u201cThere are a few key aspects of strengths-based leadership to consider. It requires you to have self-awareness because you have to get brutally honest with yourself about your own strengths through assessments and feedback.\u201d<\/p>\n <\/a> <\/p>\n Leaders carry a mix of the leadership styles mentioned above. At the root of these styles, leadership experts Bill Torbert and David Rooke say, are what are called \u201caction logics.\u201d<\/p>\n These action logics assess \u201chow [leaders] interpret their surroundings and react when their power or safety is challenged.\u201d<\/p>\n That’s the idea behind the Leadership Development Profile<\/a>, a popular management survey tool. Created by professor Torbert and psychologist Susanne Cook-Greuter \u2014 and featured in the book Personal and Organizational Transformations<\/a>.<\/p>\n The survey uses a set of 36 open-ended sentence completion tasks to help researchers better understand how leaders develop and grow.<\/p>\n Below, I\u2019ve used open-ended sentences to outline six action logics that describe each one. Review the sentences, see how they resonate with you, and figure out which leadership style upholds based on the action logic you most align with.<\/p>\n
\n Types of Leadership Styles<\/a>
\n Deciding Between Different Leadership Styles<\/a>
\n How to Choose the Right Leadership Style for You<\/a>
\n Leadership Style Assessment<\/a> <\/p>\nWhy is it important to know your leadership style?<\/strong><\/h3>\n
1. Democratic Leadership<\/strong><\/h3>\n
\n Collaborative.
\n Effective communicator.
\n Empowering
\n Supportive and empathetic.
\n Trust-building.
\n Emotionally intelligent. <\/p>\nWhy This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
My Experience as a Democratic Leader<\/strong><\/h4>\n
\n Tips for remote leadership<\/a> <\/p>\n2. Autocratic Leadership<\/strong><\/h3>\n
\n Direct, top-down communication.
\n Minimal delegation of authority.
\n Limited team autonomy.
\n Strong emphasis on hierarchy and control.
\n Resistance to feedback or criticism. <\/p>\nWhy This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
\n Micromanagement.
\n Over-reliance on a single leader. <\/p>\n3. Laissez-Faire Leadership<\/strong><\/h3>\n
\n Minimal interference and control.
\n High autonomy and freedom.
\n Empowerment and trust. <\/p>\nWhy This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
Experiences as a Laissez-Faire Leader<\/strong><\/h4>\n
4. Strategic Leadership<\/strong><\/h3>\n
Why This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
Featured Resources<\/strong><\/h5>\n
\n Strategic planning<\/a>
\n Developing leadership skills<\/a> <\/p>\n5. Transformational Leadership<\/strong><\/h3>\n
Why This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
Experiences as a Transformational Leader<\/strong><\/h4>\n
6. Transactional Leadership<\/strong><\/h3>\n
Why This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
7. Coaching Leadership<\/strong><\/h3>\n
\n Offering guidance.
\n Meeting to discuss constructive feedback. <\/p>\nWhy This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
My Experience Working With a Coaching Leader<\/strong><\/h4>\n
8. Bureaucratic Leadership<\/strong><\/h3>\n
\n Strict adherence to rules and procedures.
\n Clear chain of command.
\n Limited autonomy. <\/p>\nWhy This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
9. Visionary Leadership<\/strong><\/h3>\n
Why This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
Experience as a Visionary Leader<\/strong><\/h4>\n
\n Management styles<\/a>
\n Leadership training<\/a> <\/p>\n10. Pacesetting Leadership<\/strong><\/h3>\n
\n Leading by example.
\n Results-oriented.
\n Preference for speed and efficiency. <\/p>\nWhy This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
11. Situational Leadership<\/strong><\/h3>\n
Why This Leadership Style Works for Businesses<\/strong><\/h4>\n
Why This Leadership Style Works<\/strong><\/h4>\n
Potential Challenges<\/strong><\/h4>\n
My Experience Working with a Situational Leader<\/strong><\/h4>\n
\n Self-awareness in leadership<\/a> <\/p>\nDeciding Between Different Leadership Styles<\/strong><\/h2>\n
How do I understand my leadership style?<\/strong><\/h3>\n
\n If you’re an introvert<\/a> leading a team of outgoing people, you may need to learn new ways to nurture, support, and inspire your team. <\/p>\nCan you change your leadership style?<\/strong><\/h3>\n
How to Choose the Right Leadership Style for You<\/strong><\/h2>\n
1. Get to know yourself.<\/strong><\/h3>\n
2. Outline your values and challenges.<\/strong><\/h3>\n
3. Watch leaders you respect.<\/strong><\/h3>\n
4. Try different leadership styles.<\/strong><\/h3>\n
5. Find a business coach or mentor.<\/strong><\/h3>\n
6. Ask colleagues and leaders for feedback.<\/strong><\/h3>\n
7. Complete a leadership style assessment.<\/strong><\/h3>\n
Leadership Style Assessment<\/strong><\/h2>\n
1. Individualist<\/strong><\/h3>\n