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Do you want to be a leader but are confused about which leadership style to choose? Let us help you. Among many approaches, we have described the top 7 leadership styles and their pros and cons. Our guide will help you select the perfect style according to your personality.

  1. Autocratic Leadership

Autocratic leaders hold all the decision-making authority and closely control the team. It is characterized by a top-down approach, where the leader makes decisions without much input from team members.


Quick decision-making:

Autocratic leaders can make decisions swiftly. They do not need to consult others or consider different perspectives extensively.

Clearly defined roles: 

A team under autocratic leadership knows its specific roles and responsibilities. This approach can lead to greater clarity and efficiency in task execution.


Lack of employee engagement: 

Autocratic leaders overlook the valuable insights and ideas of their team. It can lead to disengagement and reduced motivation.

Potential for reduced creativity: 

With limited input from team members, autocratic leaders may stifle creativity and innovation within the team, hindering growth and progress.

  1. Democratic Leadership

Democratic leadership is also known as participative leadership. It involves actively involving team members in the decision-making process. This style promotes collaboration, shared decision-making, and open communication.


Enhanced employee engagement: 

By involving team members in decision-making, democratic leaders create a sense of ownership and empowerment. This approach leads to higher levels of engagement and motivation.

Increased collaboration: 

Democratic leaders foster a collaborative environment where team members work together. They freely share ideas and contribute to the team’s overall success.


Time-consuming decision-making: 

Involving multiple perspectives and gathering input from team members can be time-consuming, especially in complex or urgent situations.


Democratic leadership requires practical conflict management skills because varying opinions and perspectives may lead to disagreements within the team.

  1. Transformational Leadership

Transformational leaders focus on inspiring followers to achieve exceptional performance and personal growth. They have a vision and inspire their team members to align with it.


Motivates employees: 

Transformational leaders inspire their team members through vision, charisma, and communication ability. They encourage them to reach higher levels of performance.

Fosters a culture of continuous growth: 

They prioritize the development of their team members. It helps create a culture that promotes personal and professional growth.


High pressure on the leader: 

Transformational leaders are expected to continuously motivate and inspire their team members, which can be demanding and exhausting.

Dependency on the leader’s vision: 

If a transformational leader is absent or unable to provide guidance, team members may struggle to stay motivated and aligned with the vision.

  1. Servant Leadership

This leadership prioritizes the needs of the team and their growth and well-being. Leaders who practice servant leadership serve their team members rather than expecting them to serve the leader’s interests.


Focuses on the well-being of employees: 

Servant leaders prioritize the needs of their team members. They foster a supportive and nurturing environment that promotes well-being and personal development.

Builds strong relationships within the team: 

Servant leaders build trust, loyalty, and strong relationships by demonstrating genuine care and concern for their team members.


Potential for exploitation: 

Servant leaders who prioritize their team members’ needs too much without asserting themselves may face challenges in achieving goals and maintaining accountability.

Requires high levels of empathy: 

This approach requires leaders to possess vital emotional intelligence. This skill helps them understand and respond to the needs of their team members.

  1. Laissez-Faire Leadership

A hands-off approach characterizes laissez-faire leadership. In this leadership style, leaders provide minimal guidance and allow team members to make decisions and work autonomously.


Encourages creativity: 

Laissez-faire leaders trust their team members to take ownership of their work. They foster autonomy and creativity.

Supports decision-making: 

Laissez-faire leaders empower their team members to make decisions. They encourage their team to develop problem-solving skills and take responsibility for their actions.


Lack of direction can lead to chaos: 

Without clear guidance, the team struggles to stay focused and aligned. This confusion may lead to confusion and inefficiency.

Requires highly skilled employees: 

Laissez-faire leadership is most effective when team members are experienced, skilled, and self-motivated. In teams lacking these qualities, productivity, and performance may suffer.

  1. Transactional Leadership

Transactional leadership is based on a system of rewards and punishments. Leaders set clear expectations and reward or discipline team members based on their performance.


Clear expectations and rewards: 

Transactional leaders establish clear performance expectations and provide rewards. Their recompenses include recognition or incentives for meeting or exceeding those expectations.

Effective in predictable environments: 

Transactional leadership can be effective in environments where routine tasks and clear guidelines are necessary.


Limited focus on employee development: 

Transactional leadership primarily focuses on achieving specific goals. They may overlook the long-term development and growth of team members.

Reliance on extrinsic rather than intrinsic motivation:

Transactional leadership relies on external rewards and punishments. This presumption may not always result in sustained motivation or engagement.

  1. Coaching Leadership

Coaching leadership guides and develops team members to unlock their full potential. Leaders who adopt a coaching style act as mentors. They provide support, feedback, and opportunities for growth.


Promotes individual growth: 

Coaching leaders prioritize the personal and professional development of their team members. This approach helps them acquire new skills, overcome challenges, and reach their goals.

Builds strong relationships: 

Coaching leaders foster strong relationships based on trust, respect, and open communication through regular feedback, active listening, and genuine support.


Time and resource-intensive: 

Coaching requires dedicated time to provide individualized guidance to the team. It may be challenging in busy or high-pressure work environments.

Requires skilled coaching abilities: 

Effective coaching leaders possess strong interpersonal skills, active listening, and the ability to ask powerful questions. Not all leaders may naturally excel in these areas.

Navigating Leadership Styles

Now that you know the pros and cons of all 7 leadership styles, observe these styles and think about what approach will be best for you. Remember to pay heed to the positive and negative aspects of a leadership style and choose one you think you can execute perfectly. Delve deep into the nuances and intricacies of what is a leadership model and simplify your approach.