Classic Leadership Styles

Early social scientist Kurt Lewin and his colleagues identified three basic leadership styles. To some degree, these styles are still incorporated into modern leadership theories. Lewin’s classic leadership styles are authoritarian, democratic, and laissez-faire; each varies in the amount of power and control shared with followers. Leaders create climates reflective of their styles, and “these styles influence the leader–follower relationship, group success, group risk-taking, group problem-solving strategies, group morale, and group relations” (UNESCO, 2016, p. 16). 

Authoritarian Leaders

Authoritarian leaders, also referred to as autocratic leaders, share very little power and control with their followers. They are characterized as domineering and may also be somewhat aloof. Authoritarian leaders make decisions with little to no input from others and tend to maintain their positions through demands, orders, policies, regulations, and even threats of punishment. Authoritarian leadership is typically seen as outdated, although there are some scenarios that require this style, in particular militaristic organizations and organizations that require large-scale coordination and mechanistic, routine labor. Authoritarian leaders are more likely to have followers who are dissatisfied and who subsequently look for employment elsewhere.

Democratic Leaders

Democratic leaders share power and control with their followers by seeking their input on important decisions and incorporating their ideas. Democratic leaders tend to build camaraderie among their followers and are viewed as participative and inclusive. Member empowerment is a key feature of democratic leadership. Authority is gained through accountability, cooperation, and delegation of tasks. Democratic leaders see themselves as part of the group and are quick to praise and encourage followers and to share the limelight of successes. Some settings call for more democracy, like a worker-owned cooperative, cross-functional team, or university governing body.

Laissez-Faire Leaders

The laissez-faire style of leadership is actually an absence of leadership. Laissez-faire leaders are typically uninvolved with their followers and make minimal group-related decisions. Instead, followers or group members are responsible for all group activities, including goal achievement. Laissez-faire leaders have a high degree of trust in their followers to make appropriate decisions. Environments involving highly skilled, self-directed professionals (professors, scientists, etc.) are suitable for a laissez-faire leadership style. Followers who need an abundance of feedback, direction, and oversight would not be successful in a laissez-faire leadership climate.

Early studies by Lewin and his colleagues noted that the same groups of people responded differently to autocratic and democratic styles of leadership. Generally speaking, groups under autocratic leaders were more dependent on the leader and somewhat hostile toward their peers. Under democratic leaders, the groups took more initiative and responsibility and were friendlier toward their peers; they continued to work even when the leader left the room. Later studies that assessed the impact of both autocratic and democratic styles of leadership on productivity were somewhat inconclusive, but group-member satisfaction is more strongly associated with a democratic style. These early studies were the cornerstones for today’s vast field and extensive body of knowledge on leadership.

Types of Managers: Autocratic, Democratic, Laissez-Faire

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