Good leaders know and embrace their leadership style. Yet, many who wish to take on roles in management and other leadership positions are unaware of the impact of their leadership style or the fact that they can change it.
So, what type of leader are you? Understanding the common leadership styles will help you pinpoint yours — and decide whether you want to make a change.
What Is a Leadership Style?
A leadership style refers to the distinct approach a leader uses to guide, motivate, and manage a team. It encompasses a combination of behaviors, attitudes, decision-making processes, and interpersonal dynamics that shape how a leader interacts with others and navigates challenges. Leadership styles can range from highly directive and authoritative to more collaborative and empowering — each with its own strengths and potential drawbacks.
Beyond theoretical concepts, understanding leadership styles is a practical tool for improving performance and team dynamics. By identifying and embracing a leadership style that aligns with their personality, values, and organizational culture, managers can lead more authentically and effectively.
Leaders aware of their style are better equipped to:
- Build trust and rapport with their teams.
- Communicate with clarity and purpose.
- Adapt to different situations and team needs.
- Inspire motivation and accountability.
- Drive performance and achieve organizational goals.
Ultimately, there’s no one-size-fits-all approach to leadership. The key is to not only recognize the various styles available but also develop the flexibility to apply the right one at the right time.
12 Popular Leadership Styles
1. Authoritarian Leadership
Authoritarian leadership (also known as autocratic leadership) encompasses those who like to hold their authority closely. They can be a bit dictatorial in their leadership style, taking a “my way or the highway” position with their employees. The authoritarian leader is the one who makes the decisions about policies and procedures within the organization. If someone does not follow the leader’s guidelines, they are going to be punished in some way.
Authoritarian leaders are leaders who get things done. This can be a benefit, but this leadership style comes with significant drawbacks:
- It can tempt leaders to abuse their power.
- It can create emotional detachment between leadership and employees.
- People may have higher levels of stress when working under an authoritarian leader.
2. Paternalistic Leadership
Paternalistic leadership involves taking the role of a patriarch or matriarch that leads team members as though the entire team is one big family with the leader as the “parent.” This leadership style assumes a high level of authority for the leader but also a high level of care between the leader and the team members. The leader is the one who makes the final decisions, but the opinion of the employees is also considered. The idea is that the manager knows what’s best for the team and the organization, but the team members’ input is important, too.
This style of leadership can be very successful if the employees respect the leader and the leader listens to them. These leaders are excellent at providing guidance to their team members. Sometimes the leader can play favorites, and this can upset the balance within the organization, which can be a drawback of this style.
3. Democratic Leadership
Democratic leaders want the input of employees. They also are willing to share information with employees, when appropriate, to help them do their jobs better. Before they make any final decision, democratic leaders seek the opinions of their employees. However, decision-making ultimately remains the leader’s responsibility.
Democratic leaders get a high level of cooperation from their employees. Employees feel that their opinions are heard, and this often makes them work harder. However, sometimes too much democracy can make it difficult to get tasks done, which can be a drawback to this leadership style.
4. Transactional Leadership
Transactional leaders appreciate structure and order within their organizations. These are the leaders at the head of large corporations or military operations, and they are quite organized in their style. These individuals thrive on following rules and ensuring their team members do the same. They do not appreciate creative approaches to problems because, all too often, that means going against the flow or the rules in some way.
Transactional leadership is great for achieving short-term goals and keeping policies and procedures going as they should. They are a bit inflexible in the way they do things, and they do not encourage creativity among their team members. They appreciate and reward efficiency and timeliness and are usually good at delegating tasks.
5. Laissez-Faire Leadership
The Laissez-faire style of leader is the complete opposite of the authoritarian. They believe in allowing people to do their work in their own way. As long as the work gets done on time, the laissez-faire leader does not oversee much of what happens within the organization. Under this style of leadership, creativity thrives.
When done well, this style of leadership builds feelings of trust within team members. However, sometimes this leader can seem distant and aloof, and sometimes the complete lack of oversight and direction means the tasks do not get done or get done incorrectly.
6. Transformational Leadership
Transformational leadership motivates people to be innovative. It encourages team members to find what motivates them and fosters standards and values in the work environment that help people strive for positive change. Transformational leaders mentor and coach their team members but also allow employees to take ownership of the tasks they complete.
Transformational leaders can be effective if their team numbers are on the same page as the leader. Giving people the freedom to make and own their own decisions and tasks within the organization is very effective. However, it is also possible for this leadership style to lead to negative outcomes because of the amount of freedom the leader gives.
7. Situational Leadership
Situational leaders are adaptive in their leadership styles. They can assess their teams and situations and decide the leadership style that best fits at the moment. Sometimes they may have a more authoritarian stance, while other times, they may resemble the laissez-faire leader more.
Situational leadership works well because it adapts to the situation and can change when the dynamics of the organization changes. It brings in the best of many leadership styles to pull from in various situations. However, it can sometimes be confusing to employees if the leadership style changes often.
8. Charismatic Leadership
Charismatic leaders use their communication skills, charm, and personal persuasiveness to create change in the people they lead. They are able to connect well with others and push them to move forward, even in challenging times. These are confident individuals who are engaging and good communicators. They also tend to be very optimistic.
People are naturally drawn to the charisma of these leaders, and that is what makes them effective. They can encourage a sense of camaraderie with the people they lead. However, they can be more focused on their own charm than the people they lead, and sometimes if the charisma is too heavy, they can be viewed as disingenuous.
9. Visionary Leadership
A visionary leader sees the potential for what could happen within the organization. They then use that vision to inspire others to reach for that potential. They may not have a clear plan for how to reach that vision but rather set it in front of their people and encourage them to innovate to reach it.
Visionary leaders help inspire innovation within their team members. They listen well to the people they work with, and they also encourage risk-taking. However, because they don’t always have a clear plan, they can struggle to start the changes they wish to see happen and need to balance their vision with other leadership styles.
10. Pacesetter Leadership
The pacesetter leads by example. They don’t just tell people what to do, but they also show them by doing it themselves. They will set the bar high, but the fact that they are willing to get dirty and do the work can inspire people to do it, too. These are the leaders who roll up their sleeves and get into a mess with their team members.
Pacesetters get things done. This leadership style works well when results are what is the main focus of the organization. However, the drive to get results can cause stress or discomfort for team members that can’t keep up the pace.
11. Bureaucratic Leadership
The bureaucratic leadership style is rooted in structure, rules, and established procedures. Leaders who adopt this style emphasize consistency and efficiency as well as adherence to organizational policies. They tend to make decisions based on clearly defined hierarchies and protocols rather than personal discretion or employee input.
This style works well in environments where safety, regulation, or precision is critical — such as government agencies, healthcare institutions, and manufacturing settings. While they may lack flexibility, bureaucratic leaders can bring stability and predictability to complex or highly regulated operations.
12. Servant Leadership
Servant leadership flips the traditional leadership model by prioritizing the needs of employees and the greater good over the leader’s authority. These leaders focus on empowering and uplifting others through fostering trust and collaboration, plus a strong sense of community within the organization.
Servant leaders listen actively, support team development, and emphasize ethical behavior and social responsibility. This is a particularly effective leadership style in mission-driven organizations or teams that value empathy and inclusion alongside long-term growth. It can boost morale, loyalty, and overall team engagement.
How to Determine Your Leadership Style
Finding your leadership style is a key step toward becoming a more self-aware, effective leader. Rather than forcing yourself into a singular mold, discovering your natural leadership approach allows you to lead with confidence, authenticity, and impact. Here’s how to begin the process:
- Reflect on your core values and beliefs. Start by identifying what matters most to you as a leader. Do you value collaboration, innovation, discipline, or empowerment? Understanding your personal and professional values helps shape the principles that guide your leadership decisions.
- Evaluate past experiences. Think about previous leadership situations, whether successful or challenging. What strategies did you use? How did your team respond? Analyzing your behavior in real scenarios can reveal patterns and preferences that point to your dominant style.
- Seek feedback from others. Colleagues, direct reports, and mentors can offer valuable insights into how your leadership is perceived. Ask for honest feedback about your strengths, communication style, and areas for personal growth in order to get a well-rounded perspective.
- Take leadership assessments. There are several validated assessments designed to help leaders identify their styles, such as various leadership style questionnaires or the DiSC assessment. These tools can give you structured insight into your tendencies and how they compare to common leadership models.
- Observe and learn from other leaders. Pay attention to leaders you admire — inside or outside your organization. What do they do well? How do they inspire or guide their teams? Identifying traits you aspire to can help refine your own approach.
- Be willing to adapt and evolve. Leadership is not static. As teams, organizations, and challenges evolve, so should your leadership. Stay open to learning and adapting, blending different leadership styles as needed to meet changing demands.
Why Leaders Should Earn an Advanced Degree
Leadership style is just one part of the picture of being a good leader. Great leaders know their leadership style and how it impacts their employees and the workplace in general. If you are in a leadership role, you should also consider earning an advanced degree to help you better inspire and lead the people under you. An advanced degree will help you hone in on your personal leadership style, find a style that fits your organization, and ensures you are correctly and effectively leading the people under you.
JWU Online has a number of advanced leadership degrees for your consideration. Our MBA in Organizational Leadership is ideal for those focused on leading in the business or nonprofit world. These professionals learn how to inspire teams of employees to achieve better results.
JWU Online also offers an MBA in Event Leadership. This graduate degree explores the best ways to lead and organize large events. It examines leadership styles as well as the organization necessary to plan a successful event.
Being a more effective leader could be just one graduate degree away. Earn your MBA – Organizational Leadership or MBA – Event Leadership from JWU. For more information, complete the Request Info form, call 855-JWU-1881, or email [email protected].