When it comes to the workplace, the manager may not be the only person in a leadership role. A leader can be anyone with significant talent, experience and capability to rise above and lead based on his or her strengths, not a position title. Managers will allow different leaders to come forward and inspire the rest of the employees to advance to the next level. However, different situations call for different leadership styles. This is important to keep in mind as some styles may not be as efficient or effective as others depending on the circumstances.

While there are several variations of leadership styles, they stem from three different levels of authority: Authoritarian (high authority profile), Laissez-faire (low authority profile) and Participative (the effective range of authority). As mentioned before, each of these leadership styles may be effective depending on the situation. A true leader will be able to recognize when to use each style in order to drive the best results.

Authoritarian Leadership (High Authority Profile)
The authoritarian leadership style is a style in which the individual exerts power. They are over-controlling and exchange information at a high level with little or no explanation or reasoning for directives. They tell others what to do, how to do it and when it should be done. Though it’s not optimal, this leadership technique can be effective when people are motivated (positively or negatively) and in tight time lines. For example, people with high authority profiles are highly organized and structured. They are clear, focused, and impactful when possessing well developed discipline, the ability to set goals and hold people accountable. They add dominance and are able to take charge of situations. This is beneficial when the team needs direction or a course correction, when deadlines are tight, and when decisions need to be made quickly. Especially if a lot of people are involved in the project and there is little or no time for everyone to discuss the matter and try to come to an agreement. Some projects and situations require strong, decisive leadership in order to get things accomplished effectively and on time. While this leadership style can work well in certain situations, for the most part is it is not considered optimal by many great leaders and can be problematic. Many times this leadership style can make the leader come off as bossy, controlling, dictatorial or even abusive (Steve Jobs). It causes people to feel powerless, bullied or resentful, which can hinder the organizational cohesiveness. This leadership style also will not work well if the rest of the group is as experienced or more knowledgeable than the leader. Advice for people managing high authority profiles would be to allow for creativity and independent thought. Do not be over controlling; instead be relevant, effective and supportive. Provide vision and a path but do not take every step for those that work for you and with you.

Laissez-Faire Leadership (Low Authority Profile)
On the opposite end of the spectrum is the laissez-faire leadership style, which is more of a hands-off approach. These leaders possess a low authority profile and are more fragmented and less structured in their approach. They typically lack organization and structure, and they tend to not provide others with the proper tools and resources needed, giving little guidance and direction, and allowing members to have the freedom to chart their own path and make all decisions. This leadership approach can be effective when the group members possess authority and discipline, and the ability to set goals and hold themselves and others accountable. It is also effective when members have authority, the ability to provide structure and direction, and are experienced, motivated and capable of working on their own. Another advantage of people with low authority profiles is they do not try to control the situation, instead they allow more creativity among others so people can have more power in their positions. Although this style is not ideal in most situations, especially if the group does not have natural abilities or the proper experience and knowledge needed to complete the tasks or make decisions. Some people are just not as good at setting their own deadlines or managing their own projects as others defined by discipline. Members in the group may also lack the motivation as they are fragmented and scattered or paralyzed by indecision. Without that extra push, approach and focus from the leader, deadlines or opportunities may be missed. An additional disadvantage is these types of leaders may cause ambiguity and scattered goals and objectives, which could result in a chaotic environment. Advice for people managing low authority profiles is to set goals and create more structure and direction. Make sure you and those around you have a plan and understand it. Also understand and accept that leadership is needed and required for continued success, regardless of the talent and experience.

Participative Leadership (Effective Range of Authority)
People who use the participative leadership style provide structure and direction at the appropriate level. These leaders take control when the situation requires them to do so, but they also provide explanations and reasons for their directives. This is the effective range of authority. This is an individual with balanced compromise and accommodation, who has well developed authority and allows others to contribute to the process, inviting them to give their input and share their ideas. However, the leader ultimately has the final say when the situations require them to lead and implement. This leadership style also boosts employees’ morale because their creativity is encouraged and rewarded, and they are able to contribute in the decision-making process, which results in them being more valued and important to the company. The approach is effective and beneficial as it helps employees feel more involved and committed to their work and projects, which builds motivation and strengthens culture. It will also lead to higher productivity among employees. However, it does have some potential downsides. For example, in some instances, group members may not have the necessary knowledge or expertise to make a quality decision or contribution to the decision-making process. Ultimately though, this is the most favorable type of leadership style, which is why it is often referred to as the effective range of authority. This approach works best when group members are skilled, have experience and are able to operate with structure and direction in a consistent manner.

Evaluate the Circumstances
The use of authority is critical when looking to optimize effectiveness and efficiency, but it is only one part of the equation. Listening, interpersonal skills, motivational theory, conflict resolution and many other behavioral dynamics also play an important role. But in the end, even the most motivated, well liked, experienced and talented leaders can and will fail if they lack structure and direction.