Leadership

Tayeba Akter
Lecturer
Army IBA, Savar
 What is a leader?

Simple explorations of the question, “what is a leader?” include:

1.A leader is someone who inspires passion and motivation in followers.
2.A leader is someone with a vision and the path to realizing it.
3.A leader is someone who ensures their team has support and tools to achieve
their goals.
• A leader may be any of those things, but a good leader is all three.
• An effective leader has a shared vision aligned with core values and understands
what it will take to reach their team goals. They inspire, manage, and support
their teams to work creatively and confidently toward that shared vision.
• A leader empowers their team members to embrace their own unique leadership
qualities and act with independently accountable passion. And they inspire and
motivate their teams to maintain long-term progress and excitement toward
achieving their goals.
Leadership Styles
What is leadership?
Leadership is a set of behaviors used to help people align their collective direction, to execute
strategic plans, and to continually renew an organization.

The behavioral approach employed by leaders to influence, motivate, and direct their
followers

What are Leadership Styles?

• Leadership styles refer to the behavioral approach employed by leaders to influence, motivate, and direct their
followers. A leadership style determines how leaders implement plans and strategies to accomplish given objectives
while accounting for stakeholder expectations and the wellbeing and soundness of their team.
• Leadership styles have been studied in various fora to establish the appropriate or most effective leadership style that
motivates and influences others to accomplish set goals. The major tenet of effective leadership style is the degree to
which it builds follower trust.
• Studies carried out indicate that followers who trust in their leader are more likely to follow through with the leader’s
instructions over and above the expected. In turn, they will accomplish set goals while being allowed to speak freely to
air their ideas and suggestions on the direction of the projects at hand.
• The leadership styles discussed in this article are based on studies and findings by several accomplished leadership
researchers, which include Robert K. Greenleaf, Karl Lewis, Daniel Goleman, Bruce Avolio, and Bernard M. Bass.
 Why Do Leadership Styles
Matter?
• A leadership style adopted by any leader is usually a combination of their personality, life experiences, level of
emotional intelligence, family dynamics, and way of thinking. Thus, leaders should be able to understand their
leadership style in relation to a combination of traits listed above and determine how best they can be more effective.
• Effective leadership has more to do with leadership style. Hence, a leader’s ability to take charge and know whether a
situation requires an executive decision or a more consultative one is vital. Furthermore, a leader needs to have the
ability to know the most effective leadership style that is suitable for an organization or situation to succeed.
Understanding one’s leadership style allows a leader to take ownership, control, and responsibility for the size and
scope of the tasks ahead.
• A study by Daniel Coleman in a Harvard Business Review article, Leadership That Gets Results, reviewed and analyzed
more than 3,000 middle-level managers to find out specific leadership behaviors and their effect on profitability. The
results revealed that a manager’s leadership style was responsible for 30% of the company’s bottom-line profitability.
• An understanding of one’s leadership style and the ability to be flexible based on changing circumstances will likely
result in the additional benefits below:
• Improvement in communication and collaboration
• Increase in employee engagement
• Strengthening of team effectiveness
• Leadership effectiveness becomes conspicuous in the organization leading to recognition
• Below are the most common leadership styles.
 1. Democratic Leadership
• A democratic leadership style is where a leader makes decisions based on the input
received from team members. It is a collaborative and consultative leadership style where
each team member has an opportunity to contribute to the direction of ongoing projects.
However, the leader holds the final responsibility to make the decision.
• Democratic leadership is one of the most popular and effective leadership styles because
of its ability to provide lower-level employees a voice making it equally important in the
organization. It is a style that resembles how decisions are made in company boardrooms.
Democratic leadership can culminate in a vote to make decisions.
• Democratic leadership also involves the delegation of authority to other people who
determine work assignments. It utilizes the skills and experiences of team members in
carrying out tasks.
• The democratic leadership style encourages creativity and engagement of team members,
which often leads to high job satisfaction and high productivity. However, establishing a
consensus among team members can be time-consuming and costly, especially in cases
where decisions need to be made swiftly.
 2. Autocratic Leadership
• Autocratic leadership is the direct opposite of democratic leadership. In this case, the leader
makes all decisions on behalf of the team without taking any input or suggestions from them. The
leader holds all authority and responsibility. They have absolute power and dictate all tasks to be
undertaken. There is no consultation with employees before a decision is made. After the
decision is made, everyone is expected to support the decision made by the leader. There is often
some level of fear of the leader by the team.
• The autocratic type of leadership style can be very retrogressive as it fuels employee
disgruntlement since most decisions would not be in the employees’ interests. An example can be
a unilateral increase in working hours or a change in other working conditions unfavorable to
employees but made by leadership to increase production. Without employee consultation, the
manager may not be fully aware of why production is not increasing, thereby resorting to a forced
increase in working hours. It can lead to persistent absenteeism and high employee turnover.
• However, autocratic leadership can be an effective approach in cases where the leader is
experienced and knowledgeable about the circumstances surrounding the decision in question
and where the decision needs to be made swiftly. There are other instances where it is also ideal
such as when a decision does not require team input or an agreement to ensure a successful
outcome.
 3. Laissez-Faire Leadership
• Laissez-faire leadership is accurately defined as a hands-off or passive approach to
leadership. Instead, leaders provide their team members with the necessary tools,
information, and resources to carry out their work tasks. The “let them be” style
of leadership entails that a leader steps back and lets team members work
without supervision and free to plan, organize, make decisions, tackle problems,
and complete the assigned projects.
• The laissez-faire leadership approach is empowering to employees who are
creative, skilled, and self-motivated. The level of trust and independence given to
the team can prove to be uplifting and productive and can lead to job satisfaction.
• At the same time, it is important to keep such a type of leadership in check as
chaos and confusion can quickly ensue if the team is not organized. The team can
end up doing completely different things contrary to what the leader expects.
• According to research, laissez-faire leadership is the least satisfying and least
effective.
 4. Transformational Leadership
• Transformational leadership is all about transforming the business or groups by inspiring team
members to keep increasing their bar and achieve what they never thought they were capable
of. Transformational leaders expect the best out of their team and push them consistently until
their work, lives, and businesses go through a transformation or considerable improvement.
• Transformational leadership is about cultivating change in organizations and people. The
transformation is done by motivating team members to go beyond their comfort zone and
achieve much more than their perceived capabilities. To be effective, transformational leaders
should possess high levels of integrity, emotional intelligence, a shared vision of the future,
empathy, and good communication skills.
• Such a style of leadership is often associated with high growth-oriented organizations that push
boundaries in innovation and productivity. Practically, such leaders tend to give employees tasks
that grow in difficulty and deadlines that keep getting tighter as time progresses.
• However, transformational leaders risk losing track of individual learning curves as some team
members may not receive appropriate coaching and guidance to get through challenging tasks.
At the same time, transformational leaders can lead to high productivity and engagement
through shared trust and vision between the leader and employees.
 5. Transactional Leadership
• Transactional leadership is more short-term and can best be described as a “give and
take” kind of transaction. Team members agree to follow their leader on job
acceptance; therefore, it’s a transaction involving payment for services rendered.
Employees are rewarded for exactly the work they would’ve performed. If you meet
a certain target, you receive the bonus that you’ve been promised. It is especially so
in sales and marketing jobs.
• Transactional leadership establishes roles and responsibilities for each team member
and encourages the work to be completed as scheduled. There are instances where
incentive programs can be employed over and above regular pay. In addition to
incentives, there are penalties imposed to regulate how work should be done.
• Transactional leadership is a more direct way of leadership that eliminates confusion
between leader and subordinate, and tasks are clearly spelled out by the leader.
However, due to its rigid environment and direct expectations, it may curb creativity
and innovation. It can also lead to lower job satisfaction and high employee
turnover.
 6. Bureaucratic Leadership
• Bureaucratic leadership is a “go by the book” type of leadership. Processes and regulations are
followed according to policy with no room for flexibility. Rules are set on how work should be
done, and bureaucratic leaders ensure that team members follow these procedures meticulously.
Input from employees is considered by the leader; however, it is rejected if it does not conform to
organizational policy. New ideas flow in a trickle, and a lot of red tape is present. Another
characteristic is a hierarchical authority structure implying that power flows from top to bottom
and is assigned to formal titles.
• Bureaucratic leadership is often associated with large, “century-old” organizations where success
has come through the employment of traditional practices. Hence, proposing a new strategy at
these organizations is met with fierce resistance, especially if it is new and innovative. New ideas
are viewed as wasteful and ineffective, or even downright risky.
• Although there is less control and more freedom than an autocratic leadership style, there is still
no motivation to be innovative or go the extra mile. It is, therefore, not suitable for young,
ambitious organizations on a growth path.
• Bureaucratic leadership is suitable for jobs involving safety risks or managing valuable items such
as large amounts of money or gold. It is also ideal for managing employees who perform routine
work.
 7. Servant Leadership
Servant leadership involves a leader being a servant to the team first before being
a leader. A servant leader strives to serve the needs of their team above their own.
It is also a form of leading by example. Servant leaders try to find ways to develop,
elevate and inspire people following their lead to achieve the best results.
• Servant leadership requires leaders with high integrity and munificence. It creates
a positive organizational culture and high morale among team members. It also
creates an ethical environment characterized by strong values and ideals.
• However, other scholars believe servant leadership may not be suitable for
competitive situations where other leaders compete with servant leaders.
Servant leaders can easily fall behind more ambitious leaders. The servant
leadership style is also criticized for not being agile enough to respond to tight
deadlines and high-velocity organizations or situations.
 Other Leadership Styles
1. Coach-style Leadership
Coach-style leadership involves identifying and nurturing individual
strengths and formulating strategies for the team to blend and work
well together, cohesively and successfully.
2. Charismatic Leadership
Charismatic leadership employs charisma to motivate and inspire
followers. Leaders use eloquent communication skills to unite a team
towards a shared vision. However, due to the charismatic leaders’
overwhelming disposition, they can see themselves as bigger than
the team and lose track of the important tasks.
3. Strategic Leadership
Strategic leadership leads the company’s main operations and
coordinates its growth opportunities. The leader can support multiple
employee layers at the same time.
• Charismatic leadership is a behavioral approach displayed by leaders who inspire,
energize, and motivate their followers by creating a high degree of personal
identification with the leader, resulting in a trusting and committed relationship.
• The charismatic leader’s presence typically extends beyond themselves, resulting in an
almost magnetic attraction that draws followers in, inspiring devotion and creating a
compelling shared vision (Grabo & van Vugt, 2016).
1. Martin Luther King Jr.: King’s exceptional oratory skills and passion for equality mobilized
millions during the Civil Rights Movement. His “I Have a Dream” speech is an enduring
testament to his charismatic leadership.
2. Mahatma Gandhi: Gandhi’s transformative leadership inspired millions to seek peaceful
methods in their fight for India’s independence. His humble lifestyle embodied his principles,
enabling him to garner nationwide support and effect significant political change.
3. Nelson Mandela: As the first black president of South Africa, Mandela’s resilience,
inspiring vision for equality, and tenacity made him a symbol of hope for millions, both
locally and globally.
4. Barack Obama: The 44th president of the United States, Obama’s oratory skills and ability
to connect with a diverse range of people on a deeply emotional level showcase his
charisma.
 Common Charismatic Leadership Traits
1. Exceptional Communication Skills: Charismatic leaders possess superior skills in both spoken and written communication (Conger, 2015).
They utilize these to articulate an inspiring vision and to create a strong emotional connection with their followers.
2. Confidence: A charismatic leader exudes an unwavering level of confidence (Grabo, Spisak, & van Vugt, 2017). That assurance often incites
trust and respect among followers, fostering an environment conducive to achievement.
3. Emotional Expressiveness: The ability to express emotions passionately is a typical trait of a charismatic leader (Sacavem et al., 2017). It
serves to engage followers emotionally, increasing their motivation and commitment.
4. Inspirational Motivation: Charismatic leaders inspire their followers to transcend their self-interests for the sake of the team or organization
(Antonakis et al., 2022). This often leads to improved productivity and a higher degree of satisfaction among team members.
5. Strong Vision: One trademark of charismatic leadership is the ability to project a compelling and innovative vision for the future (Conger,
2015). They are skilled at inspiring their followers to support this vision, thereby promoting a collective effort toward shared goals.
6. Passionate: Passionate leaders can effectively drive change and rally support behind their cause (Grabo & van Vugt, 2016). This enthusiasm
can be infectious, and is often a key factor in a leader’s charismatic appeal.
7. Authenticity: Charismatic leaders are genuine and consistent, promoting trust and respect among their followers (Banks et al., 2017). This
trait allows them to maintain high level of influence and engagement within their teams.
8. Stringent Ethics: Charismatic leaders will ideally hold strong ethical values and principles (Grabo, Spisak, & van Vugt, 2017). Their ability to
uphold these principles, even under pressure, can greatly influence the moral standards of their followers and their organization.
9. Leadership by Example: These leaders lead by setting an example and demonstrating the behaviors and values they wish their followers to
adopt (Meslec et al., 2020). Such actions can inspire followers to emulate these behaviors, promoting a healthy culture within the team or
organization.
10. High Risk Tolerance: Charismatic leaders are known for their willingness to take risks in pursuit of their vision (Banks et al., 2017). This trait
can inspire followers to embrace innovative approaches and step out of their comfort zones.
 Which Leadership Style is the
Best?
No one leadership style fits all organizations or situations. In addition, there is
no one right way to lead, and there may be a need to switch between different
leadership styles. It is therefore important to know all leadership styles and
their pros and cons. The right leadership approach is often determined by the
following factors:
• The type of organization, i.e., mature or growth-oriented
• The type of work involved, i.e., routine or creative
• The level of experience and skill of the team
• The personality of the leader
A consideration of the above factors will likely determine the appropriate
leadership style to adopt or an appropriate combination of certain leadership
styles.
Leadership at a Glance

A leader is crucial to the success of every team. Take an

orchestra, for instance, one that consists of all the best
musicians in the world but lacks a conductor. Even
though every member of the orchestra can play perfectly
by themselves, they will only produce an incompatible
melody in the absence of a conductor. The same concept
applies to communities, companies, and countries.
Without a leader, nothing will ever run smoothly.
 Key Leadership Theories
1. Great Man Theory
According to the Great Man Theory (which should perhaps be called the
Great Person Theory), leaders are born with just the right traits and abilities for leading
– charisma, intellect, confidence, communication skills, and social skills.
The theory suggests that the ability to lead is inherent – that the best leaders are born,
not made. It defines leaders as valiant, mythic, and ordained to rise to leadership when
the situation arises. The term “Great Man” was adopted at the time because leadership
was reserved for males, particularly in military leadership.
2. Trait Theory
The Trait Theory is very similar to the Great Man Theory. It is founded on the
characteristics of different leaders – both the successful and unsuccessful ones. The
theory is used to predict effective leadership. Usually, the identified characteristics are
compared to those of potential leaders to determine their likelihood of leading
effectively.
Scholars researching the trait theory try to identify leadership characteristics from
different perspectives. They focus on the physiological attributes such as appearance,
weight, and height; demographics such as age, education, and familial background;
and intelligence, which encompasses decisiveness, judgment, and knowledge.
3. Contingency Theory
The Contingency Theory emphasizes different variables in a specific setting that
determine the style of leadership best suited for the said situation. It is founded on
the principle that no one leadership style is applicable to all situations.
Renowned leadership researchers Hodgson and White believe that the best form of
leadership is one that finds the perfect balance between behaviors, needs, and
context. Good leaders not only possess the right qualities but they’re also able to
evaluate the needs of their followers and the situation at hand. In summary, the
contingency theory suggests that great leadership is a combination of many key
variables.
4. Situational Theory
The Situational Theory is similar to the Contingency Theory as it also proposes that
no one leadership style supersedes others. As its name suggests, the theory implies
that leadership depends on the situation at hand. Put simply, leaders should always
correspond their leadership to the respective situation by assessing certain variables
such as the type of task, nature of followers, and more.
• As proposed by US professor Paul Hersey and leadership guru
Ken Blanchard, the situational theory blends two key elements:
the leadership style and the followers’ maturity levels. Hersey
and Blanchard classified maturity into four different degrees:
• M1 – Team members do not possess the motivation or tactical
skills to complete necessary jobs.
• M2 – Team members are willing and ambitious to achieve
something, but they lack the necessary ability.
• M3 – Team members possess the skills and capacity to
accomplish tasks, but they’re not willing to take accountability.
• M4 – Team members possess all the right talents and are
motivated to complete projects.
• According to situational theory, a leader exercises a particular
form of leadership based on the maturity level of his or her
team.
 5. Behavioral Theory
• In Behavioral Theory, the focus is on the specific behaviors
and actions of leaders rather than their traits or
characteristics. The theory suggests that effective leadership
is the result of many learned skills.
• Individuals need three primary skills to lead their followers –
technical, human, and conceptual skills. Technical skills refer
to a leader’s knowledge of the process or technique; human
skills means that one is able to interact with other individuals;
while conceptual skills enable the leader to come up with
ideas for running the organization or society smoothly.
Applying Leadership Theories at the Workplace
To a great extent, leadership theories have helped form and shape the kind of
governance that exists today. Many aspects of these theories can be applied to
help one improve his or her leadership skills.
• 1. Maximize Your Strengths
• As proposed by the Trait Theory, effective leadership depends on the traits that
one possesses. Leaders should strive to focus on their strengths rather than
their weaknesses. The strengths vary from one leader to another and may
include:
• A strong will is crucial to staying resilient and seeing leaders through difficult
times. No matter how challenging the situation may be, a strong-willed leader is
able to find inner strength and carry on until he or she overcomes all
challenges.
• A decisive nature is another strength that some leaders possess. Decisiveness
means that when others may be perplexed, a leader can calmly assess the
situation and choose one action to unite everyone. But, since they may not
always make the right decisions, they must also be willing to learn from their
mistakes.
2. Be Inclusive Leaders
• Some of the more complex situational theories emphasize focusing on people. It
means that they acknowledge individual people to be their greatest assets and not
just mere numbers in their workforce. Being an inclusive leader requires that one
constantly involves other people in their leadership, whether it is by always
welcoming the feedback of others or delegating more responsibility to others than
other forms of leadership.
Key Takeaways
• There are numerous ways of defining leadership. Some leadership theories attempt to
explain what differentiates a leader, while some explain how great leaders come to
be. The Great Man Theory believes that the inherent traits that one is born with
contribute to great leadership. Situational Theory recommends leaders to adopt a
leadership style depending on the situation at hand, while the Behavioral Theory is all
about the learning the skills necessary to become a good leader.
• Leadership theories don’t only exist in history. They are concepts with actionable
advice that can be adopted by many, from executive managers to community leaders
and government officials.