How can you measure the impact of your leadership style on business performance?

1 Autocratic leadership

Autocratic leaders make decisions without consulting their followers, and expect them to obey and follow their instructions. This style can be effective in situations that require quick and decisive action, or when dealing with inexperienced or unskilled workers. However, it can also lead to low morale, high turnover, and resistance among employees, especially if they feel ignored, disrespected, or micromanaged.

2 Democratic leadership

Democratic leaders involve their followers in the decision-making process, and encourage them to share their opinions, ideas, and feedback. This style can foster a sense of ownership, commitment, and creativity among employees, and improve their satisfaction and performance. However, it can also be time-consuming, inefficient, and risky, especially if the leader lacks the final authority, the group is too large or diverse, or the situation is urgent or complex.

3 Laissez-faire leadership

Laissez-faire leaders give their followers a high degree of autonomy and freedom, and provide them with minimal guidance, supervision, or support. This style can work well with highly skilled, motivated, and independent workers, who can manage their own tasks and goals. However, it can also result in chaos, confusion, and poor outcomes, especially if the leader is absent, indifferent, or incompetent, or if the followers lack the necessary skills, resources, or direction.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?