There are seven primary leadership styles.

1. Autocratic

The phrase most illustrative of an autocratic leadership style is "Do as I say." Generally, an
autocratic leader believes that he or she is the smartest person at the table and knows more
than others. They make all the decisions with little input from team members.This command-
and-control approach is typical of leadership styles of the past, but it doesn't hold much water
with today's talent.

For example, you can dip into an autocratic leadership style when crucial decisions need to be
made on the spot, and you have the most knowledge about the situation, or when you're
dealing with inexperienced and new team members and there's no time to wait for team
members to gain familiarity with their role.

2. Authoritative

The phrase most indicative of this style of leadership (also known as "visionary") is "Follow me."
The authoritative leadership style is the mark of confident leaders who map the way and set
expectations, while engaging and energizing followers along the way.

In a climate of uncertainty, these leaders lift the fog for people. They help them see where the
company is going and what's going to happen when they get there.

Unlike autocratic leaders, authoritative leaders take the time to explain their thinking: They
don't just issue orders. Most of all, they allow people choice and latitude on how to achieve
common goals.

3. Pacesetting

"Keep up!" is the phrase most indicative of leaders who utilize the pacesetting style. This style
describes a very driven leader who sets the pace as in racing. Pacesetters set the bar high and
push their team members to run hard and fast to the finish line.

While the pacesetter style of leadership is effective in getting things done and driving for
results, it's an approach that can turn off team members. Even the most driven employees may
become stressed working under this kind of pressure in the long run, suggesting that a more
agile approach may be the ultimate leadership style required for leading today's talent.

4. Democratic

Democratic leaders are more likely to ask "How do you see it?" And, wherever possible, they
share information with employees that affects their work responsibilities. They also seek
employees' opinions before making a final decision.

There are numerous benefits to this participative leadership style. It can engender trust and
promote team spirit and cooperation from employees. It allows for creativity and helps
employees grow and develop. A democratic leadership style gets people to do what you want
to be done but in a way that they want to do it.

5. Coaching

When you have a coaching leadership style, you tend to have a "Consider this" approach. A
leader who coaches views people as a reservoir of talent to be developed. The leader who uses
a coach approach seeks to unlock people's potential.

Leaders who use a coaching style open their hearts to and doors for people. They believe that
everyone has power within themselves. A coaching leader gives people a little direction to help
them tap into their ability to achieve their full potential.

6. Affiliative

A phrase often used to describe this type of leadership is "People come first." Of all the
leadership styles, the affiliative leadership approach is the most up close and personal. A leader
practicing this style pays attention to and supports the emotional needs of team members. The
leader strives to open up a pipeline that connects him or her to the team.

Ultimately, this style is all about encouraging harmony and forming collaborative relationships
within teams. It's particularly useful, for example, in smoothing conflicts among team members
or reassuring people during times of stress.
7. Laissez-Faire

The laissez-faire leadership style is at the opposite end of the spectrum from autocratic. Of all
the approaches, this one involves the least amount of oversight. You could say that the
autocratic style leader stands as firm as a rock on issues, while the laissez-faire leader lets
people swim with the current.

On the surface, a laissez-faire leader may appear to trust people to know what to do. When
taken to the extreme, however, such a hands-off leader may end up appearing aloof. So,
although it's beneficial to give people room to run, managers must find a balance to make sure
they remain moored the critical goals of the organization.

This style can work if you're leading highly skilled, experienced employees who are self-starters
and motivated. To be most effective with this style, monitor team performance and provide
regular feedback.

3.Transformational

Integrity and vision are core qualities of transformational leaders. As a transformational leader,
you will achieve your goals through open lines of communication with staff, demonstrating your
integrity and the respect you hold for your staff’s experience and knowledge. This mutual
respect leads to gains in staff satisfaction and employee retention, both shown to improve
overall patient care and safety.11

Once you present your vision for a project, you will need to motivate others to make it reality.
However, you risk ignoring the needs of individual staff members in pursuit of fulfilling your
grander mission.

2. Transactional

Transactional leadership is a straightforward rewards-based model. It works off the concept

that an employee’s personal interests (as opposed to company interests) are the principal
factors motivating them to complete an assigned task or reach a performance level. If you’re a
transactional leader, you will set performance goals for staff, promise a reward, and provide
that reward upon their successful completion of the goal—or impose a consequence if staff
don’t meet their goals. This method of leadership can be very effective for getting work done,
but it fails to allow space for building relationships at work and inspiring staff to contribute new
ideas.

The transactional model is one of the most prominently utilized in the medical industry. It can
be a useful approach for establishing and meeting short-term objectives, such as completing
specific tasks, achieving quantifiable patient satisfaction goals, and successfully following all
safety protocols.

3. Servant

As a servant leader, you will mix selflessness with a focus on the higher needs of others as staff
work toward achieving your vision. Through self-reflection and awareness, you gain insight into
your own purpose in life and work, the meaning of their leadership initiatives, and your
personal character. By mentoring your staff, you are able to lift up others to greater success,
improving morale and the business.

The interdisciplinary nature of healthcare requires a range of professionals to work as a team.

This aligns with the servant leader’s desire to work collaboratively and elevate team members,
all in service of improving patient care.

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4. Autocratic

Autocratic leaders do not consult with or consider the opinions of others when making
decisions. You determine a course of action and relay your ideas with full expectation that staff
will complete your assigned actions without question. This method of leadership works well in
situations requiring quick decision making.

The ability for doctors, nurses, and other high-level healthcare professionals to make snap
decisions in times of emergency is critical to saving lives. But the autocratic leader should also
be mindful that employees and patients may be left feeling invisible, neglected, and potentially
even abused if they are treated in ways that disregard their needs.
5. Democratic

The opposite of autocratic leadership is democratic leadership, also known as “participative

leadership.” As a democratic leader, you will seek out the input and perspectives of your staff,
although the final decision belongs to you. Your use of collaboration and discussion can spark
an increase in creativity and innovation. However, you may feel challenged in situations where
you must juggle many diverse perspectives and ideas.

Some leadership decisions in healthcare require staff input and brainstorming to develop a
creative solution to an ongoing challenge. The democratic leadership model helps greatly to
encourage employee participation in thinking outside of the box.

6. Laissez-Faire

The phrase “laissez-faire” translates literally from the French as “allow to do.”13 It represents a
political, economic, and leadership model that involves passivity. If you are a laissez-faire
leader, you will provide the tools your employees need and then step back to allow the staff to
work everything else out. This hands-off approach represents a deep level of trust.

By abdicating responsibility for the decision-making process, laissez-faire leaders risk the
situation spiraling into chaos without proper organizational structures in place to guide the
company’s direction. In healthcare environments, laissez-faire is usually a poor approach, given
the potential for negativity and discord brought on by the lack of structured leadership.
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7. Bureaucratic

Following the rules is the secret to bureaucratic leadership success. In this most formulaic of
leadership models, you have a defined job title, a set of responsibilities, and a pre-existing
method for responding to urgent needs. Requiring such strict adherence to established rules
and protocols can create a rigid and tense workplace for employees.

Bureaucratic leaders can be effective in some arenas, especially those involving finance and
data security. In healthcare, a minor deviation from protocol in certain arenas can lead to
serious repercussions from regulators or government oversight agencies, making the detail-
oriented nature of bureaucratic leaders an asset.

8. Charismatic

Do you have the charm and vision to grow a company and turn your staff into your “disciples”
to achieve the company goals you outline? Conviction and a magnetic personality can take you
around the globe as a charismatic leader. Inspiring your team to share your passion for your
vision takes skill, but it can bring rewards in the form of higher employee engagement and a
better bottom line.

In medicine, charismatic leaders can have a positive impact, leading staff to participate more
often in your initiatives. With such an intense focus on your goals, however, you may develop
tunnel vision, forgetting the big picture or falling prey to self-absorption. Distracted focus can
cause major issues in organizational efforts.

9. Pacesetting

Pacesetting leaders are driven to get results. You set the bar high and push your staff to achieve
goal after goal. As a pacesetting leader, you can be quite effective in getting things done, but
your constant hard-driving pace will wear down some employees. It’s a difficult style to sustain
successfully over an extended period.

A healthcare environment is probably not the best fit for pacesetting leadership, although there
may be exceptions. Consider a medical research lab racing to create a COVID-19 vaccine. The
drive and passion of a leader who has assembled a team of skilled professionals can manifest
success. But, as in any industry, the pacesetting leader may burn themselves out—and take
their team with them.14

10. Ethical

The concept of fairness is vital to ethical leaders. This model brings a balance of logic and a
sense of justice, with deep reverence for the rights of everyone involved. By making ethics a top
priority, you treat your staff with respect and honesty that is mutually returned, benefiting
everyone.
Ethics are a key topic for healthcare organizations as they strive to deliver equitable patient
care. To be an effective community resource, the institution must maintain a high level of trust
and goodwill with patients and the public. Ethical leaders in areas of public relations can be
impactful as they work to showcase the strengths of the organization.15

11. Affiliative

Affiliative leadership requires a “people first” mindset. It’s about creating collaborative
relationships and becoming an emotional support system for your team. Connecting on a direct
and personal level with your employees positions you to quickly resolve conflicts among staff.

Healthcare organizations can benefit from the affiliative leadership model. The baseline
emotion for affiliative leaders is compassion, an essential quality when working with staff and
patients.16

12. Coaching

Much like a sports coach, a coaching leader works with individual staff members to develop
their strengths in an effort to improve the overall success of the organization. If you’re a
coaching leader, you are goal oriented rather than focused on tasks. You look at the big picture
and don’t get lost in the details

Habits Of Effective Leaders

1. Give employees what they need to succeed

Every employee is different. Some need very little instruction—a general idea and off they’ll go.
Other employees need lots of detail and discussion before they understand what they’re
supposed to do.
As an effective leader, your job is to give your employees what they need to be successful. If
that means a few specific commands for the employee who needs little instruction, that’s what
you give them. If that means talking for an hour with the employee about every aspect of the
task, that’s what you give them.

The support you provide your employee doesn’t end once they hit the floor. Be approachable
from beginning to end. When you make yourself available, your employees will feel
comfortable asking questions when they need to. When your employees ask questions,
problems can be avoided before they come up.

2. Give praise where praise is due

Giving your employees a thumbs-up or a pat on the back now and again, can make them feel
appreciated and that they are making progress towards a goal. I’m sure to count the little
things. If my employee is particularly good at folding napkins, I let him know. If she is able
memorize orders without writing them down, I’m sure to commend her memory. Praise is a
positive motivator and can make your employees work harder in the future.

Giving praise doesn’t have to be a major production. Say, for example, that a big party comes
into your restaurant at the end of the night and a server stays late (and stays energized) to
make them happy. The next day, pull that server aside and let them know that you saw what
they did and that you appreciate their efforts. Simple praise like that can go a long way toward
keeping your team motivated to perform.

3. Lead By Example

As Ralph Waldo Emerson famously wrote, “What you do speaks so loudly I cannot hear what
you say.” What Emerson put in poetic language basically boils down to “lead by example”.

If you’re not willing to put in the hard work and get the job done, why should your employees?
There’s more to being a leader than just assigning tasks and going home. Effective leaders are
the trailblazer of an exploring party: they’re out in front clearing the way for the rest of the
team behind them.

4. Listen
An effective leader is always ready to listen to her employees. By doing so, she can understand
how her employees work. She can understand their strengths and weaknesses. She can
understand what leadership style is most effective for them.

The effective leader knows that listening to feedback and ideas is a form of positive
reinforcement—it lets the employee know that he is contributing and is a valuable member of
the team.

If a leader neglects to listen, she runs the risk of being disconnected from real problems within
the business. That can have ramifications down the road when these problems escalate. By
listening and acting accordingly, effective managers can avert disaster and encourage team-
building.

5. Be Decisive

Effective leaders aren’t afraid to make the tough decisions. They gather the information they
need, they make a decision and then they take action. Once the decision is made, the effective
leader stands by her choice unless there’s a good reason to reconsider.

The authority of an effective leader is much like that of a ship’s captain. Though the crew of the
ship may be doing the bulk of the work, the captain makes the final decision.

The effective leader may have to make unpopular choices but his ultimate goal is the well-being
of his ship and his crew. He has to see bigger picture.

6. Be confident in your abilities

It’s been said that tentative leaders make for tentative employees. Effective leaders avoid
tentativeness and instead exhibit confidence. They are confident in their own abilities.

Self-confidence is especially critical when inevitable difficulties arise. Imagine that two servers
call in sick right before opening on a busy night. A confident leader stays calm in the face of this
dilemma. He is confident in his abilities to overcome these challenges. That type of confidence
rubs off on employees and keeps them motivated. It can give them the boost they need to
make the night run smoothly, even when understaffed.

7. Express trust in your team

Expressing trust in your team is about letting your team know that you are confident in their
abilities. When you trust your team to get the job done, they feel empowered to continue
performing at a high level.

Fostering a team that you know you can trust is critical to your business’s success. You cannot
have any weak links if you want to survive the early years of a business.

8. Show your integrity

Treat others how you want to be treated. This means being honest, fair and levelheaded, even
when obstacles present themselves.

Your employees look to your example. If they see you being dishonest or unfair, they’ll likely
follow suit. If they see you making the fair and honest choice even when it’s not in your best
interest, they’ll do the same.

In the first year of my business I discovered that money was being taken from the register. I
didn’t want to make any accusations so I waited until I caught the person redhanded. I made an
example of him and showed my employees the integrity I expect.

9. Be optimistic

Optimism means having a positive vision of the future. As a leader, optimism is about
encouraging positivity in your team. Demonstrate optimism by looking on the bright side
whenever possible. Look for the positives in your team members and in the situations you all
face. Putting on an optimistic face when others succumb to doubt can go a long way to
motivating your team to get the job done.

10. Create an inspired working environment

patrons in a wine cellar tasting wine Make it clear from the beginning that insults and pettiness
will not be tolerated. Inspire your team members to be encouraging and supportive of the rest
of the team.

When everyone is encouraging, a productive work environment is created and employees feel
safe to express ideas, speak their mind and tell the truth.
11. Be able to adapt

An effective leader needs to be able to adapt his leadership style to the ever changing
personalities on his team. He must be able to adapt to new opportunities and new challenges.

By being flexible, you will find that you will be able to solve problems faster and more
effectively.

Becoming an effective leader is not something you do overnight. It takes practice. But don’t let
that deter you. Make your way through this list and begin making them habits. Above all, be
adaptable to your own personality and the personalities of your team.