What are the different leadership styles that can be used to resolve conflicts with empathy?

1 Autocratic style

An autocratic leader makes decisions without consulting or involving others. This style can be useful when there is a clear and urgent need for action, and when the leader has the expertise and authority to resolve the conflict. However, this style can also be seen as insensitive, disrespectful, and dictatorial, especially if the leader does not explain the rationale behind the decision or consider the impact on others. To use this style with empathy, an autocratic leader should communicate the reasons for the decision, acknowledge the feelings and concerns of others, and provide feedback and support.

2 Democratic style

A democratic leader encourages participation and collaboration from others in making decisions. This style can be effective when there is a need for creativity, innovation, and consensus, and when the leader values the input and perspectives of others. However, this style can also be time-consuming, inefficient, and confusing, especially if the leader does not provide clear guidance, direction, or criteria for the decision. To use this style with empathy, a democratic leader should facilitate open and respectful dialogue, listen actively and attentively, and balance the interests and needs of all parties.

3 Laissez-faire style

A laissez-faire leader delegates decisions to others and provides minimal supervision or intervention. This style can be appropriate when there is a high level of trust, competence, and autonomy among the parties involved in the conflict, and when the leader wants to empower and develop others. However, this style can also be perceived as indifferent, irresponsible, and neglectful, especially if the leader does not monitor the progress, provide feedback, or offer support. To use this style with empathy, a laissez-faire leader should clarify the expectations and boundaries, acknowledge the efforts and achievements of others, and intervene when necessary.

4 Transformational style

A transformational leader inspires and motivates others to achieve a common vision and goal. This style can be beneficial when there is a need for change, growth, and alignment, and when the leader has a clear and compelling vision and strategy to resolve the conflict. However, this style can also be unrealistic, idealistic, and demanding, especially if the leader does not consider the feasibility, resources, and risks involved in the change. To use this style with empathy, a transformational leader should communicate the vision and strategy clearly, involve and recognize others in the change process, and address the challenges and opportunities.

5 Servant style

A servant leader focuses on serving the needs and interests of others before their own. This style can be advantageous when there is a need for trust, loyalty, and commitment, and when the leader wants to create a culture of service and stewardship. However, this style can also be self-sacrificing, submissive, and passive, especially if the leader does not assert their own needs, opinions, or authority. To use this style with empathy, a servant leader should balance service and leadership, advocate and negotiate for others, and model and teach empathy.

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?