What types of leadership work best? Everyone runs their teams differently, and what works for one person may not work for another. There are different types of leadership, each with its pros and cons. Teamwork, motivation and organization are the three pillars that define good leadership.

However, not all types of leadership are equally efficient. Moreover, there are companies such as talent place that are committed to a certain type of leadership to improve the work environment. We are going to know the five most outstanding types of business leadership, with their pros and cons.

Democratic leadership

Also known as participative leadership, it serves to give relevance to employees. He wants to promote the participation of workers, taking into account their opinions and proposals. Internal communication is critical to your success. The last word belongs to the leader, but the sum of opinions offers a broader vision.

Precisely the boost to internal communication is one of its great advantages. Employees gain autonomy without having to lead, and direction between leader and staff is reinforced. Thus, the feeling of belonging and the motivation of the employees are also promoted. Everyone can offer their point of view.

On the other side of the scale are the difficulties in reaching a consensus. It is not always easy to agree on a position, and this can weigh down this leadership model. If this happens, the processes slow down. Another obstacle is the character of some employees. They prefer to remain on the sidelines than expose themselves to criticism in meetings.

Autocratic leadership

The antithesis of democratic leadership is this model. It is based on the ostentation of power on the part of the chief, which admits no reply. Can we talk about leadership? Not exactly, because they tend to generate stress among employees, reduce their self-esteem, etc. It is summed up in that the bosses command and the workers obey.

If you have to look for an advantage over other types of leadership, it is quick decision-making. The fact that the boss rules imply that there is no discussion. Thus, in the short term, it can work. Another thing is the long term. In addition, on paper the responsibility for failure should not fall on the employees: it will be on the boss.

But you have to look beyond the immediate future, and in the long term, it is counterproductive. As we have seen, it can generate discomfort among workers, negatively affecting their performance. Demotivation and a bad work environment are common, and these will not be able to unleash their creativity.

Laissez-faire leadership

It is a leadership model where freedom is offered to workers. The goal is the results, the procedure is secondary. To do this, the boss adopts the role of coach. Although employees are free, they can guide, advise or set guidelines. Of course, he will never impose his criteria but will remain in the hands of the workers.

This type of business leadership tends to create a positive work environment. An atmosphere of learning and growth is created that is motivating for workers. They are committed to their leader, to the project, and to the organization. They have found a path to growth, professional and personal.

For it to be effective, we need workers who are willing to step out of their comfort zone. When workers have little initiative and prefer to follow orders, this model presents difficulties. It will also not work when the team we have does not have the necessary experience, as they will be unable to make the best decision.

Transactional leadership

Economic incentives are the main protagonists of this style of leadership. The boss offers a series of rewards to his squad for conquering objectives. Thus, the worker is compensated for his work and the leader ensures that the staff is motivated to meet the assigned objectives.

These are precisely the two great advantages of this leadership model. On the one hand, we make sure to finish the job on time. On the other hand, the staff is motivated to achieve their goals. It is a very efficient model in the short term, although it loses in the medium and long term.

Transformational leadership

Finally we have this model of leadership based on human capital. Those responsible for the organization know that the transformation of the company will be impossible without the commitment of its employees. To do this, they will bet on internal communication and the involvement of the entire work team.

In this case, there is a clear motivation of the workers. They gain self-confidence, self-esteem, and grow personally. Well executed, this leadership helps grow professionals who will exceed expectations. It promotes collective work, and the team sees its leader as a benchmark.

Once again, the null predisposition of some workers may be their main handicap. Excessive bureaucracy will be a major barrier. If there are rigid rules or protocols for certain activities, this leadership is doomed to fail.

For these types of leadership to function successfully, proper human talent management is essential. If we do not invest in it, the company will not progress. In this sense, human resources software like Sesame HR will be of great help to us. The ability to adapt to talent will also be key.