Leadership styles and impact on climate & culture

What are the leadership styles and how do they impact culture and results? There was a great paper published in HRB a few years ago that summarized that.

Below are my own notes and quick summary for myself and everyone who wants a refresher.

So there are a several archetypical leadership styles that have very distinct characteristics and impacts. Depending on the company situation, team experience, and project these styles can be used individually or mixed to accomplish best results.

Style: Coercive style

Motto: “Do what I say”

Can be effective: During turnarounds, crises, or when working with problem employees

Drawbacks: Inhibits organization’s flexibility and dampens employees motivation

Impact on climate and performance: typically negative

Style: Authoritative style

Motto: “Come with me”, that states overall goal and gives people freedom to choose their own means to accomplish it

Drawbacks: Does not work great when working with the team of people who are more experienced than the leader

Impact on climate and performance: typically very positive

Style: Affiliative style

Motto: “People come first”

Can be effective: for building team harmony or increasing morale.

Drawbacks: Focus on praise can allow poor performance to go uncorrected, and with affiliative style and lack of advice from leader, employees can be left in a quandary

Impact on climate and performance: typically very positive, lower than authoritative style

Style: Democratic style

Motto: “Everyone is equally important, everyone's opinion counts”

Can be effective: To increase organizations flexibility and help generate fresh ideas

Drawbacks: The price can be endless meetings and confused employees who feel leaderless

Impact on climate and performance: typically very positive, lower than affiliative style