Personally, what Leadership Styles do you prefer in team management? 1-Laissez-Faire 2-Democratic 3-Autocratic

Personally

Best mixture between departments

Democratic and authoritarian and laissez-faire

Depending on the situation and the type of employee

all three styles are vital and can be used upon the case ,

but you have to adopt yourself how to deal each style ,you must win the three styles

1- the autocratic personell is vital for strategic planning , and for long term use

2- the democratic can be used on short - medium rang of planning and use

3- the free rein can be used for the short term planning

I think the mix between the2 leadership styles will be better. Thank you.

A mix of democratic, authoritative & Participative style of leadership

about me I Go With Laissez Faire & Democratic

I will choose NO. 1-Laissez-Faire ......................... Thanks.

Leadership style is not about good/bad, right/wrong: leadership style depends on the task, people and situation to be managed.

6 Management Styles

According to Hay-McBer there are six key leadership or management styles.

DIRECTIVE

The DIRECTIVE (Coercive) style has the primary objective of immediate compliance from employees:

• The “do it the way I tell you” manager
• Closely controls employees
• Motivates by threats and discipline

Effective when:

• There is a crisis
• When deviations are risky

Not effective when:

• Employees are underdeveloped – little learning happens with this style
• Employees are highly skilled – they become frustrated and resentful at the micromanaging.

AUTHORITATIVE

The AUTHORITATIVE (Visionary) style has the primary objective of providing long-term direction and vision for employees:

• The “firm but fair” manager
• Gives employees clear direction
• Motivates by persuasion and feedback on task performance

Effective when:

• Clear directions and standards needed
• The leader is credible

Ineffective when:

• Employees are underdeveloped – they need guidance on what to do
• The leader is not credible – people won’t follow your vision if they don’t believe in it

AFFILIATIVE

The AFFILIATIVE style has the primary objective of creating harmony among employees and between manager and employees:

• The “people first, task second” manager
• Avoids conflict and emphasizes good personal relationships among employees
• Motivates by trying to keep people happy

Effective when:

• Used with other styles
• Tasks routine, performance adequate
• Counselling, helping
• Managing conflict

Least effective when:

• Performance is inadequate – affiliation does not emphasise performance
• There are crisis situations needing direction

PARTICIPATIVE

The PARTICIPATIVE (Democratic) style has the primary objective of building commitment and consensus among employees:

• The “everyone has input” manager
• Encourages employee input in decision making
• Motivates by rewarding team effort

Effective when:

• Employees working together
• Staff have experience and credibility
• Steady working environment

Least effective when:

• Employees must be coordinated
• There is a crisis – no time for meetings
• There is a lack of competency – close supervision required

PACESETTING

The PACESETTING style has the primary objective of accomplishing tasks to a high standard of excellence:

• The “do it myself” manager
• Performs many tasks personally and expects employees to follow his/her example
• Motivates by setting high standards and expects self-direction from employees

Effective when:

• People are highly motivated, competent
• Little direction/coordination required
• When managing experts

Least effective when:

• When workload requires assistance from others
• When development, coaching & coordination required

COACHING

The COACHING style has the primary objective of long-term professional development of employees:

• The “developmental” manager
• Helps and encourages employees to develop their strengths and improve their performance
• Motivates by providing opportunities for professional development

Effective when:

• Skill needs to be developed
• Employees are motivated and wanting development

Ineffective when:

• The leader lacks expertise
• When performance discrepancy is too great – coaching managers may persist rather than exit a poor performer
• In a crisis

The key to being an effective leader is to have a broad repertoire of styles and to use them appropriately.

Dear Georges,

Democratic Leadership is my choice...

In this case, the leader encourages all the employees to accept responsibility He involves them in setting and achieving goals.

All policies are decided by the entire group with the help of their leader. The techniques, methods and activities are determined by group decisions with maximum participation from each employee.

The democratic leader encourages and reinforces constructive inter relationships. Under his leadership, there are rarely any chances of intra-group conflicts and tensions. Unlike in an authoritarian leadership, the democratic leader is not the key figure of the organization.

Rather, he is a co-ordinate who supervises and guides to ensure that the organization functions smoothly. The employees are not unduly dependent upon him and so the organization can function effectively even in his absence.

Regards,

Hany Sewilam AbdelHamid

Head of Business Development | Sales & Marketing

Entrepreneurship Coach & Consultant

Digital & Social Marketing Certified Expert

Thank You all very much for your participation, Regards!

"A leader is one who knows the way"

-Autocratic style for fast decision making.

-Democratic style provide better communication, increase team value / productivity.

-Laissez-Faire style to fulfil potential of team members who do not like to be controlled and closely monitored.

*I would choose all3 styles, each for a different occasion.

Agree with all experts. .....