If You’re a True Leader, You’ll Recognize These 5 Leadership Styles

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Every business has its own leadership style that is determined by the organization, industry, and ultimately the leader of the company. Most companies operate on multiple levels of leadership, finding what works best for them and their workers. Here are five of the most common types of leadership styles.

Laissez Faire

Laissez faire is derived from French meaning “let (people) do (as they choose).” With this leadership style, employees are given freedom to perform how they wish with little to no interference. Leaders who choose to lead in this style promote trust in their workers and instill a higher sense of responsibility. While this seems like a great way to empower your employees, this leadership style also has its disadvantages. Without direct leadership, productivity tends to decrease along with the quality of work. If a worker doesn’t possess the right set of skills, the lack of leadership can hinder their work.

Authoritarian

The Authoritarian leadership style has one leader who has complete control over everyone underneath them. This is often the type leadership style implemented in a small business environment. With this type of leadership, there is a more streamlined work process and the decisions of the business are made more quickly due to the lack of layers in management. However, this leadership style often leads to low morale because of less contribution from everyone in the company about the decisions made that impact everyday work.

Democratic

This leadership style is quite the opposite of Authoritarian. The democratic style gives everyone in the organization a voice, leaving the ultimate decision up to the leader. Employees have higher morale due to feeling like they are included in the decision making process. Allowing everyone an opinion in the decision requires time, making time the only enemy of this leadership style. This type of leadership does not work well when a decision needs to be made quickly.

Transactional

The transactional style of leadership requires an exchange. As the leader, you let your workers know exactly what you expect from them. Should they meet this criterion and exceed your expectations, they will be given something in return, such as a bonus. However, if this expectation is not met, employees can be punished or will require additional training. This is a popular tactic in the world of business but should not be the only way to lead.

Transformational

This is one of the most empowering forms of leadership. Leaders who follow a transformational type of leadership expect the most from their workers. Expectations are set high enough that workers are constantly striving to achieve more, but not set too high where they feel like failures for falling short. These leaders focus on the big picture, which allows for the workers underneath them to take ownership of the smaller tasks required to achieve this goal.

Do you recognize some of these styles of leadership? What combination of styles has worked best for you?

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5 Ways to Deal with that Insufferable Employee

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When you’re running your own company, you’ll need to work with a variety of people with extremely different personalities. You must learn to work with various kinds of people and treat them the same in order to work toward your company’s goals. Though, it’s inevitable that you’ll eventually have an employee you simply do not like. Sometimes, you’ll have an employee that you absolutely cannot stand. Maybe you don’t know exactly what it is that makes you not like them or maybe they have an attitude and are rude to other people, but do great work. If there isn’t a clear reason for firing them, you’ll need to learn to work with this employee. Before trying to move forward, you should take time to evaluate the situation and ask yourself some questions

Is there a specific issue?

Before taking any sort of steps to try to fix the issue, take time to seriously evaluate the problem. Why don’t you like this specific employee? Can you figure out the exact reason why you think they’re difficult or is it just a general feeling? If you simply get a weird vibe from the employee, but have no specific reason for feeling this way, try to move on because it might just be something minor. Though, if you notice that the employee is rude to co-workers or is distracting, these are clear reasons that you feel negatively toward them.

Does it impact others?

If your employee’s behavior makes it difficult for others to complete the tasks they’re supposed to, you should do something to change their behavior or get rid of the problem. If someone is just annoying or rude, but doesn’t seriously negatively impact the office, it’s okay to let it go or take time trying to resolve the issue.

Can anyone help you?

You likely have an assistant or other managers or someone else who’s in charge of the employees. Consider asking this person for help in managing the difficult employee. Maybe they feel more comfortable working with this person or know how to get the employee to change their behavior. Maybe you simply need a break from constantly handling the employee. Even if you do not have someone who can directly help you, consider speaking to your mentor or a trusted family member who might be able to help you approach the problem in a different way.

Can you change yourself?

There’s a chance that you’re the reason your employee is so difficult. Maybe they observe your behavior and are trying to imitate it or impress you. Maybe they get the impression that you don’t like them very much. If there’s anything you think you could change about yourself that would help the situation, go ahead and try it.

Have you talked to them?

After you’ve taken time to evaluate the problem, consider whether or not you’ve done anything to directly address this behavior. If you’re considering firing the employee, you should probably talk to them first because there’s a chance they aren’t even aware that their behavior is an issue. Carefully plan out what you’ll say and do your best to not get angry, no matter how they respond. See if their behavior changes after you have a conversation with them; if it doesn’t, you have an even stronger case for firing them.