What Kind of Leader Are You?

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A leader, simply, is someone who leads. But there’s more than one way to do it: Some leaders make decisions in a silo, while others delegate and gather input before deciding. 

Understanding your leadership style and how you lead is important for maximizing your and your employees’ potential. Leaders drive 70% of employee engagement, proving your team relies on you to steer the ship. 

Why do I need a leadership style, anyway? 

Leadership styles often come from watching others lead or managing on your own terms. Developing a consistent style keeps everyone on the same page and reduces frustration. With 50 to 70% of leaders failing within 18 months, it’s important to develop your skills intentionally. Recognizing your habits and values and knowing when to lean into them or switch gears determines whether your team feels empowered or left in the dark.  

What are some types of leadership styles? 

Below are a few of the most common leadership styles. You may recognize the style you most often use in the workplace, or you may use a combination of two or more styles.  

Hierarchical  

Hierarchical leaders are somewhat traditional leaders who emphasize clear authority, assigned roles, and a structured chain of command. This style gives leaders control over their teams and lets teams know what they are supposed to do, but it can limit innovation and trust if employees are ignored.  

In the workplace: In hiring, you lean toward candidates who are organized, reliable, and dedicated to following established procedures. In conflict, you’ll set the terms of resolution. In goal setting, you set clear, measurable goals that leave little room for deviation. 

If this is your style: Motivate employees by setting clear expectations, providing recognition and feedback, and offering defined opportunities for growth and development. This strikes a balance between productivity and trust. 

Coaching 

Coaches opt for a personal approach. They seek to improve employees as individuals, establish close connections with them, and are open to feedback. This style works to guide people through change or to build up their skills, and it’s especially effective during one-on-ones, performance reviews, and team transitions. The personal investment required means it’s easy to overextend yourself and your team if you’re not careful with boundaries and time. 

In the workplace: As a coach, you’ll hire for growth potential. When conflict arises, you lean into feedback and reflection. And when setting goals, you collaborate closely to align personal development with team needs. 

If this is your style: There is a risk of burnout, so check-ins and meetings need specific purposes, and goals must be set to keep everyone on track.  

Democratic 

Democratic leaders encourage shared decision-making and want every employee to participate, which can lead to a positive work environment and high engagement.  This style is great for brainstorming, solving problems, or building buy-in for major initiatives. However, confusion and inefficiency can be a major con of this style. There’s a tipping point where too many voices can slow progress. 

In the workplace: You’ll hire team players who value openness and input. In conflict, you’ll be the facilitator. And in goal setting, you’ll expect accountability and shared ownership of outcomes. 

If this is your style: When decisions are needed, be confident, step in, and take action to prevent delays. Collaboration is powerful, but only when paired with clarity. 

Laissez-faire 

French for let it happen, laissez-faire leaders are hands-off, allowing employees to work independently and solve problems with minimal oversight. This style can empower experienced, motivated teams, but without guardrails, deadlines can be missed, and priorities can get fuzzy.  

In the workplace: In hiring, you’ll look for self-starters. You expect employees to resolve their conflicts, stepping in only as needed. When setting goals, you’ll encourage employees to drive the process themselves. 

If this is your style: Trust and strong time management skills are important. Be clear that you are there to support and guide them while giving employees permission slips to take initiative when a problem arises. 

Visionary 

Visionaries are forward-thinking, focused on long-term goals and transformation. They set the destination and paint the bigger picture in a way that excites others. This style can breathe new life into stagnant teams and guide organizations through big changes. But people will disengage if the day-to-day reality doesn’t reflect the vision, people will disengage. 

In the workplace: You hire based on alignment with your big-picture values. When resolving conflict, you’ll steer the team back to the shared vision. And when setting goals, you’ll focus on the larger impact of the work. 

If this is your style: A strong vision only works when people see how they fit into it. Keep your eyes on the future but keep your ears open to what’s happening today. 

Lead with intention 

Leadership starts with knowing yourself. Whether you lead from the front, behind the scenes, or with your team, your leadership style shapes the workplace tone, pace, and culture. It influences how people show up, decisions are made, and trust is built (or broken). 

If you’re not sure what your style (or styles) is (or are), start by paying attention. Notice how you respond under pressure, listen to how your team reacts to your feedback, and reflect on the values that drive your decisions. Leadership style isn’t fixed, but it is foundational. And when you lead with intention, your team can follow with confidence. 

Content published by Q4intelligence 

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