3 common leadership styles and how to identify yours

Great transformational leaders motivate others and drive organizational success. The ways they do that, however, can be extremely different from one effective leader to the next. Leaders all have their own personalities, and what works for one may not work for another. To make matters more complicated, the same leader may use different styles depending on the situation and the organization's goals.

This article will cover three common leadership styles and give you tips on how to determine your leadership style.¹

An autocratic leadership style is marked by a clear distinction between the leader and their team. The leader makes most of the decisions with little input from their employees. They “run a tight ship” and typically control the group dynamics. Autocratic leaders often dictate how employees will work and create a rigid work environment. This approach often squelches creativity and innovative thinking.²

In many instances, autocratic leadership can stifle team morale and lead to resentment. By suppressing creativity, autocratic leaders also discourage innovation. People who have to work with autocratic leaders often feel micromanaged and describe them as bossy and overbearing.²

However, there are times when an autocratic leadership style is effective, such as when leaders need to make important decisions quickly under pressure. A strong, decisive leader can take pressure off of others in high-stakes situations, such as during medical emergencies.³

Some famous autocratic leaders are Elon Musk and Napoleon Bonaparte. Musk often makes unilateral decisions that take his team by surprise. Bonaparte was famous for keeping his decisions close to his chest and not sharing his military strategies in advance.³

In contrast, democratic leaders believe in including their entire team in the decision-making process. The democratic leadership style can be highly engaging for employees and creates a collaborative work environment. Democratic leaders often bring their teams together for brainstorming sessions and to solicit their ideas. This can result in a wide range of creative ideas.⁴

Because employees feel valued under a democratic leadership style, they report higher levels of job satisfaction. Democratic leaders tend to be very self-confident and are not afraid of being wrong, which makes them more approachable.⁴

Although a democratic leadership approach has a lot of benefits, there are also some drawbacks. It can take longer to make decisions using this leadership style. Since everyone has a voice, sometimes subject matter experts aren’t given sufficient weight.⁴

Some leaders who favor a democratic style include Larry Page of Google and Jack Dorsey, who founded and ran Twitter (currently X). Larry Page believed in giving his team creative freedom to encourage innovation. Jack Dorsey focused on empowering his team and helping them develop and grow.⁵

The French term “laissez-faire” means “allow to do,” which is an apt description of this leadership style. In this hands-off style, leaders allow each team member to work independently with little oversight or direct management. Laissez-faire leaders have a lot of trust in their employees and have faith that they’ll make the right decisions.⁶

This type of leadership is associated with high rates of job satisfaction and employee retention. It encourages personal growth, creativity, and innovation. However, it’s not always ideal. Laissez-faire leaders may not provide enough direction and can be too chaotic for industries that need a lot of structure and regulation.⁶

Warren Buffet, the billionaire investor, is known for his laissez-faire leadership style. He gives his employees autonomy to make their own decisions, and it’s worked well for him. Steve Jobs, the founder of Apple, is an example of a good leader who changed styles. When he first began at Apple, he was autocratic. However, after he was fired by the board and later came back, his style was much more laissez-faire. He encouraged his employees to pursue innovative solutions.⁷

You may already have some insight into how to find your leadership style by identifying with one of those listed above. Or maybe none of them felt exactly right. These are only three among many different leadership philosophies. Think about your natural strengths when you’re working on finding your leadership style. You can also take a self-assessment test, like the Myers-Briggs Type Indicator, DISC assessments or Clifton Strengths Finder.⁸ These tests can help you narrow down your core values as well as identify areas you need to improve on.⁹

Reflect on your past experiences, both in a leadership role and as part of a team. What type of leaders inspired you the most, and what type was frustrating? Consider the traits you admire in great leaders and whether they fit in with your personality and natural inclinations.⁹

Ask your colleagues for feedback on your leadership style. Others can give you insight you can’t get from any other source. Ask people in different positions, including people who worked for you, who worked lateral to you, and those you reported to. A wide range of opinions will give you more information to consider.⁸

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A good leader knows that sticking to just one leadership style can limit their long-term success. Instead, many leaders make a significant impact by blending different styles to align with company goals and situations. This approach allows them to remain forward-thinking and adapt their decision-making process to guide their team in the right direction.

For example, while a democratic leader might typically encourage collaboration to create a shared vision, there may be moments when the team needs clear direction and decisive action. In these cases, tapping into an autocratic style can be beneficial. Similarly, laissez-faire leaders may have to step in more directly when high-stakes projects demand high expectations and hands-on leadership.

A leader with self-awareness and emotional intelligence understands when to shift their style to best support their team. Conducting a self-assessment regularly can help ensure that your leadership approach remains flexible and aligned with both short-term needs and long-term success. By being adaptable, you can create a clear vision for your team and help them thrive, ensuring they stay motivated and moving in the right direction toward achieving company goals.

Once you’ve identified your leadership style, don’t consider it set in stone. You may need to change it when you change jobs, or you may need to adapt to specific situations. If you’re normally a democratic leader but you suddenly have to deal with a crisis, you may need to temporarily switch to an autocratic style. You might find that moving to a different industry necessitates a leadership style change. While a laissez-faire leadership style can be a great match for a disruptive startup, it may not work as well in automotive manufacturing.¹⁰

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