Leader's management style: authoritarian, democratic, liberal-anarchist, inconsistent, situational

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

"Every broom sweeps differently" - hidden in this popular saying is the idea of a variety of personality types of leaders and their management styles. By carefully observing the work of several managers in a team, you can notice the difference in the formation of working relationships. The management style of the head directly affects the results of the company. This fact may explain why some companies close, while others survive and prosper even in times of crisis.

The leader's personality, management styles and company results are closely related. Combining several methods of guidance, you can get closer to the ideal result. After all, the style of the leader and the effectiveness of management are inseparable things. If you are a boss, then it is important for you to understand what kind of person you really are. So you will understand your strengths and weaknesses, and you can achieve better results.

Summary of leadership styles

Management style is a complex of relations between management and subordinates and methods of influencing these two groups on each other. From the quality of theserelationships depends on the performance of subordinates, the atmosphere in the team and its ability to achieve goals and objectives. Leadership styles in team management can be of five types.

The famous American-German psychologist and writer Kurt Lewin in the 30s of the last century published and identified three leadership styles that later became classics. A little later, they were added more inconsistent and situational. Having studied the table with a brief description of the manager, you can find yourself and immediately proceed to reading the desired section. And it’s better to read the whole material - in life you will have to deal with different people, and it’s better to be prepared. What are the management styles of a leader?

Brief description of management styles

Type of leader	Good qualities	Negative qualities
Authoritarian	Takes responsibility, makes quick decisions, clearly sets goals	Does not tolerate criticism, does not like resistance, does not take into account the opinions of others, puts the interests of the cause above people
Democratic	Works in a team, open to new ideas, considers the opinion of the team, allows others to take responsibility	A lot of advice, can delay the decision, can give authority to the wrong hands
Liberal Anarchist	No pressure on employees, good-natured atmosphere in the team, allows a creative approach to solving problems	Condones laziness and moral decay in the team,releases managerial reins, weak control (provocation of theft and dereliction of duty)
Inconsistent	Not identified	No clear goal, no clear tasks, no understanding, corrupting atmosphere in the team, poor performance, no money
Situational	High-quality employee management, gets into the situation, always knows how and what to do, no pets and anti-heroes, helps to develop, grows leaders, encourages creativity in business	Over the years, it becomes liberal and loses its grip, unscrupulous workers sit on their necks, do not know how to rest, work "for wear and tear"

Authoritarian

Authoritarian person (from lat. auctoritas - power, influence) - imperious, not loving to discuss, to be objected to, and even more so resisted. If the boss belongs to this type of people, then the manager's management style is authoritarian. This look belongs to one of the three classic ones.

Characteristics of a manager

This managerial style of management - authoritarian - is justified in stressful situations: wars, crises, epidemics, and so on, because such a person acts quickly and takes responsibility. In conversations, he is tough and uncompromising. Authoritarian leaders climb to the highest levels of power and successfully maintain their positions. This style of leadership is more common in Russia than the rest. This may well be justified in largecompanies, factories, creative teams and the army. Negotiations about purchases or approvals are carried out in a tough mode, in an atmosphere that is tense to the limit.

The authoritarian leader collects all the power in his hands and does not allow anyone to even encroach on part of it. Subordinates are under strict control and constantly undergo various checks. But the authoritarian style is divided into two more models: exploitative and benevolent.

"Exploiter" fully justifies its name, it's like "Pablo Escobar" in the company. Such a manager squeezes all the juice out of his subordinates, does not consider the interests of people, the opinion of someone does not interest him at all. Can stimulate employees with threats, blackmail, fines and other persecution.

Never allows even the slightest independence in making decisions or performing tasks. Everything must be done exactly as the "exploiter" said. Any authoritarian leader constantly issues orders, decrees and other resolutions. Everything is certified with seals, murals and dates. In the matter of completing tasks, he is extremely demanding and impatient, although he is able to make concessions if he is not under emotions. If the leader is not in the spirit, then he can say and do anything, and then you can not wait for an apology. At the same time, this behavior should not be confused with manipulative techniques, when all emotions are just a “theater” - authoritarian leaders love to use this. Subordinates are deprived of the opportunity to take the initiative.

"Benevolent"the management style of the leader creates a more benevolent atmosphere, if you can call it that. Such a leader is already interested in the opinion of his subordinates, but can act in his own way, even if the opinion was expressed correctly. In general, such a boss communicates condescendingly, “paternally” with his subordinates, can sympathize, but dryly and literally for a second, and then immediately reminds that the subordinate is now at work, and no one is interested in his experiences. You should not think that the second model is very different from the first - for all its benevolence, it is still an authoritarian leader: tough, domineering and demanding.

Any of these types love letters, signs, seals, paintings, abbreviations and abbreviations. All this should be big, sweeping, imperial. Such leaders are people with a paranoid personality pattern - power-hungry, distrustful and unprincipled. As a rule, workaholics who do not know how to relax, loving and able to impose their opinion and will on others.

Relationships with subordinates

If in relations with subordinates a "benevolent" leader builds a distance that no one can cross, then for the "exploiter" this distance becomes intergalactic. The conversation is built in an orderly rude form. Employees are depressed and devoid of motivation, while the risk of developing conflicts in the company is high. Criticism, even constructive, is absent as a concept.

To ask such a leader about personal matters, not everyone has the courage and it is justified - "Pablo Escobar" does not want to know anything about his subordinates, butthink about the difficulties of their employees - even more so. The possibility of getting something, even for an enterprise, is almost zero if the autocrat himself did not speak about it. And if he said earlier, then he himself will decide when, to whom and what to receive. It is useless to argue with such a type - he has excellent training in tough negotiations, and a subordinate cannot talk him over. If the subordinate continues to insist, he will quickly receive a fine or reprimand, and at the same time he will still have to follow the instructions. It is useless to show emotions in front of such a leader - he will look at a person like a carpet. Zero empathy.

A “benevolent” type can listen to a subordinate, but he will have to immediately get to the point and not pull the rubber, otherwise everything is “your time is up”, and you can only get to him with your question in the next life. It happens that the leader can even give advice. A "benevolent" can grant a vacation, an urgent departure, or an overpayment - but for this you need to "defend" your plan in front of him, as if to sell him the idea of \u200b\u200bwhy he should do this for you. But even if everything is done brilliantly, there is a big risk that the leader will do it his own way, and it is impossible to find out the reasons for the decision.

Problem solving

Everything is simple for the "exploiter" and the "benevolent" - everyone must work without rest and break and lay down their lives for the benefit of the enterprise. Those who disagree with this are declared "enemies of the people" and must leave the company.

Subordinates are obliged to follow orders implicitly. The faster and better the duties are performed, thethe enterprise is more successful. And the more new tasks the autocrat will lay on the shoulders of his subordinates. In solving problems, authoritarian leaders have no principles - the end justifies the means. This should be remembered, because the greater the level of influence of the autocrat, the tougher he will act.

Method of communication

You shouldn't play around with such managers and show duplicity - they will figure it out in no time. Let not today, but tomorrow, and even then it will not be good. An autocrat knows how to weave intrigues better than any Cardinal Richelieu, so it is not worth competing in this direction either. By the way, about competition - this is the strong point of an authoritarian (and paranoid too) person, it is better not to get in his way. Why? Because there are no principles, and to achieve the goal, the autocrat justifies any means. Attempts to suggest will fail - autocrats have zero suggestion. The best approach is collaboration. So everyday work will flow easier, and career growth opportunities will appear on the horizon. Example leaders: Donald Trump, Joseph Stalin, Adolf Hitler.

Democratic

The work and management style of a Democrat leader is a mirror image of an authoritarian one. This style of work implies an even distribution of duties and responsibilities among the employees of the company. The leader-democrat gathers around him a team of subordinates on whom you can rely. A team that solves problems and launches even complex projects, and for this you do not need to force or intimidateemployees. At the same time, there will still be responsibility, because a democrat is not a liberally conniving person, but a leader focused on a specific result.

Democratic managers also reach great heights in business and politics, just like authoritarian ones. Only they create a more benevolent atmosphere than autocrats.

Characteristics of a manager

People with pronounced leadership qualities gravitate towards the democratic style, but at the same time they do not put their Ego in the first place. A democratic leader is a peaceful warrior: he does not start the war first, but if they attacked, he will have to answer to the fullest extent of the law. This management style of the leader creates a friendly atmosphere in the team and helps to take care of the staff in solving problems with a certain degree of creativity. Such a leader can, without any special claims, consider the issue of time off, assistance or the purchase of new equipment for the company. If you provide an evidence base for your ideas or requests, then the manager can be persuaded to make a positive decision on your issue.

Relationships with subordinates

Communal, business relations develop, which can flow into friendships, although this is rare. Whatever the manager's management styles, you should not forget that this is the leader, and there is no need to overstep the bounds. A democrat leader uses a humane approach to subordinates, enters into their position to a certain limit, easily arranges motivational contests or gifts foroverfulfillment of plans.

People with this style of management feel best in middle-level positions, such as the head of a department or the head of a city district. Even in companies with an authoritarian style of management, departments with a democratic leader develop "their own atmosphere" - while the authority of the head of the department is higher than the head of the organization.

Of the minuses, the following can be noted: a democrat can play too much in a "friend", and then more and more disputes and conflict situations will arise, instead of work. The shift in focus from achieving goals to increased attention to employees does not bring the team closer to achieving goals. In this case, the Democrat leader loses authority and the level of influence on the team, but he still has a bonus in the form of a fine or an order up his sleeve, although such bosses rarely use it.

Problem solving

Problem solving comes down to the fact that at first a plan of action is developed by collective efforts. After that, performers are selected based on skills and abilities. Without any resistance, such a leader invites an external expert to the team and listens to his opinion. By the way, none of the subordinates is forbidden to express their opinion, because the leader is concerned about achieving the result, and realizes that he risks missing something important.

When planning the deadlines for completing tasks, a Democrat leader puts a margin of time into the plan, because he takes into account the likelihood of staff errors, and it still takes time to correct them. If difficulties arise in the course of work or an opportunity arisesdo everything differently, then the leader is quite easily reorganized according to the situation, although he does not really welcome it.

Method of communication

The leader-democrat chooses the generally accepted style of communication. You can go to his office and “steal” some time. He listens to the opinion of the staff, especially if the words are backed up by facts and figures - this is worth using. You should not put pressure on such a leader - although he is soft, he bends like bamboo, and if you press hard, he will seriously answer. Whatever the leader, styles and methods of management will be very different. The best way to communicate is cooperation. You need to act within the framework of the task, without breaking the deadlines. If you can improve or redo the work, you should immediately contact your boss, keep him up to date. Examples of personalities: Vladimir Putin, Evgeny Chichvarkin, Lavrenty Beria.

Liberal Anarchist

This style of government is similar to democratic, but there are differences. It is characteristic that the manager, having set the task clearly and clearly, setting the deadlines and speed of implementation, fades into the background. Thus, he allows subordinates to act independently, while almost not limiting the means and methods of performing tasks.

Liberal style is suitable for managing creative teams. At the same time, it is not necessary that it will be a song and dance group, the editorial office of the magazine, and the design bureau, and other similar groups will do.

Characteristics of a manager

Liberal style can be dividedinto two directions: anarchist and expert. In the first case, the leader is a weak person, non-conflict, conformist. He postpones the solution of important issues until the last moment, or tries to completely relieve himself of responsibility by shifting it onto the shoulders of deputies or subordinates. Such a leader can sit in the office for days and not go out to the workers - let them work for themselves.

The second type is more suitable for the role of an expert or an invited manager for temporary tasks - he gives instructions on how and what to do, how and in what time frame. Otherwise, he does not get into work, does not pull his subordinates, only if the situation is out of control. Authority rests on the level of his expertise, knowledge and skills in the current work.

Relationships with subordinates

A liberal expert develops friendly, informal and strong relationships. Leaders grow up in such collectives, who then either take power from the liberal, or go to new collectives - as practice shows, these are authoritarian leaders.

The leader-liberal almost does not interfere in the work of his subordinates, providing the maximum possible freedom of action. Provides subordinates with information, tools, trains and instructs, reserves the right of the final decision.

Problem solving

Don't think that a liberal leader will sit in his "shell" and not show his nose. It happens, but it does not characterize all liberal leaders. On the contrary, in the currentsituation, the popularity of this method of managing people is growing. This is especially noticeable in scientific, creative or other teams where the level of knowledge, competence and experience is high - a highly qualified specialist does not tolerate slavish treatment, as well as excessive patronage.

In the "manager and organization" relationship, "liberal" management styles are well known. Soft management, trust, cooperation and cooperation are the foundations of the liberal style of company management. There is no bad way to manage people, only the wrong use of the tools in your hands. Determining the manager's management style should be started as early as possible - it will be easier to adapt to the situation or quickly find a new job.

Method of communication

The leader-liberal does not attach much importance to the chosen method of communication, because the impact of this on the result of work is minimal. It is worth communicating with the leader himself, based on the goals of communication and what type of personality the leader has. At the same time, management styles can be different - either an anarchist or an expert. Do not worry too much if you suddenly called the boss "you" - he will correct you, but will not punish you with a fine, like an authoritarian. Examples: Steve Jobs, Roman Abramovich, Robert Kiyosaki.

Inconsistent

The name speaks for itself - there is no consistency and logic in actions. Such a leader moves from one management style to another, but does so out of inexperience, and this is the difference from the situational style.

Characteristics of a manager

Today such a manageran authoritarian leader, and tomorrow - an anarchist with a developed conniving character of work. The results of the work of such a team are extremely low, and there is every chance to spoil the work of the enterprise or even ruin it. If the manager has experience in such a position, but he adheres to an inconsistent style of work, then he can be called a suggestible, weak-willed manager who cannot achieve goals.

Relationships with subordinates

The team of an inconsistent leader is dissatisfied with their manager, does not know what to expect from the boss, and besides, everyone has little idea of the ultimate goal and their growth opportunities. Relations are developing very tensely, all this causes a growth of a negative atmosphere in the team. There is a high probability of omissions, intrigues and scandals.

Problem solving

It is impossible to achieve goals with such a leader, because he vaguely imagines how the team should work. Problem solving is shifted to deputies and subordinates, and then taken over. Then some tasks are canceled, replaced with new ones, and so on. This managerial style of leadership breeds confusion and anarchy.

Method of communication

The same ambiguous and depends on the state of affairs in the company and the mood of the boss himself. Today he can tell stories about how he spent the weekend, and tomorrow he can play the role of the authoritarian “Pablo Escobar”. A subordinate with developed leadership and manipulative skills is able to unsettle such a leader for a long time. And then from my own chair. Examples: such people rarely achieveserious heights, but there is still a vivid example - Mikhail Gorbachev.

Situational

The management style, in which the relationship policy adjusts to the current state, is called situational. This is the best way to manage people and businesses - in times of crisis it helps to get together, and in times of market growth, strengthen competitive advantages.

Don't confuse the situational approach with the duplicity of the leader. In the first case, the boss chooses a communication style based on the behavior of a particular person or group of people, in order to launch the work as efficiently as possible. In the second case, the boss takes different positions based on his own benefit.

Characteristics of a manager

These are experienced managers with many years of experience who have worked at different levels of management in several areas. In some people, management skills are inherent in nature - these are the so-called managers from God. But talent is replaced by diligence and constant learning. Knowing how to influence a person now comes with experience. This is one of the most acceptable ways to lead a team. With inept attempts to copy the style, there is a danger that the leader will turn into a opportunist who says what is profitable at the moment.

Relationships with subordinates

They develop confidentially, openly and easily - the team constantly feels that their work is literally burning in their hands, and the leader always knows what needs to be done, how to punish and cheer up the team. Due to the great practicalexperience, such leaders really seem to see through subordinates and have the gift of foresight. Such bosses enjoy authority in the team.

The situational manager knows how best to communicate with a given group of subordinates or a single employee. In what case can you remain silent or even condoning something, but it only seems to an inexperienced eye that the leader has given up.

Problem solving

Resolving disputes, problems and tasks quickly and professionally. An experienced leader is able to quickly debug most of the work processes, and if force majeure happens, then people are assigned to correct the situation, based on the abilities and experience of employees, and not personal preferences.

In general, the manager himself is more like a shadow - he hides his personal and is only engaged in work. He has no favorites, and if he does, then you can guess for a long time who was awarded such a role. He does not show any obvious negative, on the contrary, such a manager tries to find a common language with each problematic employee. Through experience, this is often successful. It seems that such a person does not think about himself at all: where are all the "Wishlist" and other complexes? To this question, the situational manager will only smile and shrug his shoulders.

Rarely is such a manager not a workaholic.

Method of communication

Like a liberal expert, a situational manager chooses a simple style of communication. Despite the high rank, such people are simple and open, and often optimistic and endowed with a sense of humor. Often enter the position of an employee and can help,going beyond working relationships. With age, managers become too kind and resourceful, sometimes they can lose their grip, which is used by unscrupulous workers. But the team usually stands up for the leader, and if they see meanness towards their patron, they immediately take action.

Examples: most of the military, directors and heads of factories and factories of the war and post-war period, such as Konstantin Rokossovsky, Ivan Romazan, Avraamiy Zavenyagin and others.

Which style leader are you exactly?

No matter how a manager behaves, it is worth remembering that the individual management style of a leader is made up of the characteristics of a person’s upbringing and character, so labeling is not worth it.

Management as an implementation of the leader's individual style is a complex and multifaceted process, accompanied by a high level of stress, psychological and physical loads. Becoming a leader takes a lot of time, takes a lot of time and effort, and is associated with high risk. Therefore, support from higher-level managers and ongoing training are needed.

What to do if you find yourself on this list? Take your strengths and focus on strengthening and developing them. Weaknesses should be given considerable attention - problems are points of growth. The faster you reconsider your attitude towards your negative traits, the faster and better you will become a leader.

What to do if you find your manager on the list? Now you know how to deal with itit is better to build relationships, and what moments should be avoided.