Lewin’s Leadership Style Theory


Have you ever had a boss who was great sometimes and missed the mark other times?
That is likely to be because they used the same leadership style regardless of the situation.

It is important for you to understand your leadership style and adapt your approach to fit various situations whilst also understanding when to avoid certain behaviours.

Lewin’s leadership styles helps you to do this by understanding 3 core leadership styles

  • Authoritative leadership
  • Participative leadership
  • Delegative/laissez-faire leadership


As you begin to understand your leadership style you will also learn the behaviours you should try to avoid.


Remember

"You can use each approach in different situations, you don’t have to limit yourself to one leadership style."


Authoritative leadership

Makes the decisions. 
Directs or tells their teams what to do. 
Leads from the top. 
Rarely involves or discusses decision with team - top down approach.

Pros

  • Efficient approach 
  • Allows for quick decisions
  • Helpful in a crisis 

Cons

  • Demoralising and demotivating work environment  
  • Limits opportunities for skilled and knowledgeable staff to speak up
  • Creates disengagement and unhappiness 


Participative leadership style

.  Makes the decisions but includes their teams in the decision making process.
Encourages creativity and ideas.
Sets goals and enjoys team participation and discussions but makes the final decision. Understands others have great ideas.

Pros

  • Approach allows for trust and good relationships to be formed
  • Encourages team empowerment and engagement

Cons

  • Can slow decision making 
  • Increased chance of conflict
  • Not a suitable approach in a crisis


Delegative/Laissez-Faire Leadership

Believe their people know their job and are empowered to make decisions and plan their own work.
They support and coach.
Delegate tasks.
Sees roles as a guide/facilitator but allows team of experts to find their own solutions and ideas.

Pros

  • Highly skilled and motivated employees work best with this approach  
  • When used correctly creates high levels of satisfaction 
  • Chance to use expertise

Cons

  • Those lacking knowledge and motivation will perform poorly with this approach  
  • Some leaders seen to hide from responsibility
  • Teams react slower to change              

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