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How can you help clients with different leadership styles inspire their teams?

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As a career counselor, you may encounter clients who are in leadership positions or aspire to be. Leadership is not a one-size-fits-all skill, and different styles can have different impacts on team performance, motivation, and engagement. In this article, you will learn about four common leadership styles and how you can help your clients use them effectively to inspire their teams and foster inclusivity in their mid or late career.

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1 Autocratic leadership

Autocratic leaders are decisive, authoritative, and assertive. They make decisions quickly and expect their teams to follow their instructions without question. This style can be useful in situations that require fast action, clear direction, and high standards; however, it can also create resentment, frustration, and low morale among team members who feel ignored, micromanaged, or disempowered. To help your clients with this style, you can suggest that they communicate the rationale and benefits of their decisions to their teams and solicit feedback regularly. Additionally, they should delegate some tasks and decisions to their team members and trust their expertise and judgment. Furthermore, they should recognize and reward their team members for their contributions and achievements.

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Gilbert Sierra

The Sierra Project non profit to teach Mexicano and Mexican American children in Mesa, AZ music for free and write books about Mexican-American life, music, servant leadership and culture, and Heritage.
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In my experience the bad effects of this form of leadership. I agree with delegating responsibilities to others but I take that a step further. I say Empower your teams to make decisions within their realm of expertise. I refer these team members as knowledge workers. Each team member has his/her own set of knowledge. The Leader can never possibly have all the knowledge him/herself but the Leader has a wealth of knowledge in the team members. Empower them to do what they do best.

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Melina Mariel Losada

??120k ? Psicologa & Talent Acquisition || IT Recruiter - HR || Career Coach and Content Creator || High Performance Mentor
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Una manera importante de ayudar a los lideres autocraticos es organizar sesiones de retroalimentación regulares permite que los líderes reciban comentarios constructivos sobre su estilo y toma de decisiones. Esto puede ayudar a ajustar su enfoque para satisfacer las necesidades y preocupaciones del equipo y desarrollar Habilidades de Escucha:Mejorar las habilidades de escucha es esencial. Aunque el liderazgo autocrático implica tomar decisiones rápidas, los líderes deben estar abiertos a escuchar las perspectivas de los demás antes de tomar decisiones finales.

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Verena Charvet - MBA, financial regulation lawyer

Regulatory Lawyer with EU and UK expertise ● International Regulatory and Contract Specialist - Business Strategist, Advisor & Lawyer ● ESG expert ● Governance advisor
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Autocratic leadership does have a place in a leader’s ‘emergency’ tool kit. It is, however, neither desirable nor effective as a norm. Without bringing other leadership styles to bear, an autocratic leader can become overbearing and even be accused of ‘bullying’. This style is draining for both the leader (who feels they must be strong or ruthless) and for employees (who feel dis-empowered and unappreciated).

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2 Democratic leadership

Democratic leaders are collaborative, participative, and consultative, involving their teams in decision-making processes and valuing their opinions and input. This style can foster trust, creativity, and commitment among team members who feel respected, empowered, and engaged. However, it can also lead to delays, conflicts, and confusion in situations that require urgent action, clear direction, or consensus. To help clients with this style of leadership, you can suggest they define the scope and goals of decisions and set clear criteria and deadlines for input and feedback. Additionally, they should facilitate constructive dialogue among team members to resolve any disagreements or misunderstandings. Lastly, they should take responsibility for the final decisions and communicate them clearly and confidently to their teams.

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Gilbert Sierra

The Sierra Project non profit to teach Mexicano and Mexican American children in Mesa, AZ music for free and write books about Mexican-American life, music, servant leadership and culture, and Heritage.
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As I consider this style I am reminded of creating and leading high performance teams. The first part of the description sounds good, like the organization is moving in the direction of being a high performance organization, but the downside happens because the high performing team still needs a high performing leader.

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3 Transformational leadership

Transformational leaders are visionary, inspirational, and motivational, articulating a compelling vision and mission for their teams and inspiring them to achieve ambitious goals. This style can enhance team performance, innovation, and loyalty among members who feel challenged, supported, and aligned. However, it can also create unrealistic expectations, burnout, and dependency in situations that require practical action, realistic assessment, or autonomy. To help your clients with this style, you can suggest that they balance their vision and mission with concrete strategies and plans communicated clearly and consistently to their teams. Furthermore, they should provide regular feedback and coaching to their team members to help them develop their skills and potential. Finally, they should encourage and empower their team members to take initiative and ownership of their tasks and decisions.

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Gilbert Sierra

The Sierra Project non profit to teach Mexicano and Mexican American children in Mesa, AZ music for free and write books about Mexican-American life, music, servant leadership and culture, and Heritage.
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Transformational leaders are valuable when a change, new perspective, system changes because the transformational leader will obtain buy in and commitment to perform the necessary tasks to benefit the company. I advise a leader not to get stuck in this form of leadership because once the team has done their part to benefit the organization, then it is time to change direction with servant leaders and remove obstacles of growth for the employees and let them know that now I (your leader) am going to assist you to grow to benefit you now. You will see happiness in the job, loyalty, commitment, job satisfaction and sustainability for the organization.

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4 Laissez-faire leadership

Laissez-faire leaders are flexible, hands-off, and delegative, giving their teams freedom and autonomy to manage their own tasks and decisions without much interference or guidance. This style can foster independence, creativity, and satisfaction among team members who feel trusted, respected, and accountable. However, it can also create chaos, confusion, and low performance in situations that require coordination, direction, or support. To help your clients with this style, you can suggest that they establish clear expectations and boundaries for their teams and monitor their progress and results regularly. Additionally, they should provide resources and assistance to their teams and intervene when necessary to solve problems or prevent mistakes. Lastly, they should acknowledge and appreciate their team members for their efforts and outcomes.

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Gilbert Sierra

The Sierra Project non profit to teach Mexicano and Mexican American children in Mesa, AZ music for free and write books about Mexican-American life, music, servant leadership and culture, and Heritage.
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This is a similar situation as one of the other styles. High performing teams also need high performing leadership. This leads to a high performance organization ready to take a strategic advantage. Innovation will flourish, knowledge workers will share information and information will flow freely within the organization.

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5 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?

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Ana Ismerim

LinkedIn Top Voice I Mentora de Carreira | Mentora de Negócios I Desenvolvimento de Lideran?as Fortes e Humanizadas I Mentora de Linkedin | Linkedin Creator I Estratégia de Negócios para Mentores de Carreira
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Quando trabalho o desenvolvimento do líder eu foco no entendimento das competências, do perfil, estilo de comunica??o dele e do time. Passo também pela compreens?o dos estilos de lideran?a, panorama na lideran?a situacional, trabalho a delega??o como forma de preparo e estímulo, capacito para a forma??o de pessoas que se percebam em suas singularidades como parte importante do time , forma??o de sucessores e principalmente trabalho o liderar pelo exemplo. Valorizo muito que ele monte e execute uma agenda de feedback e intera??o com o time e com cada colaborador de forma genuína. A lideran?a inspiradora é fruto de uma jun??o de práticas que ajustam e fazem da gest?o de pessoas um catalisador de potenciais.

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How can you help clients with different leadership styles inspire their teams?

1

2

3

4

5

1 Autocratic leadership

2 Democratic leadership

3 Transformational leadership

4 Laissez-faire leadership

5 Here’s what else to consider

Career Counseling

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How can you help clients with different leadership styles inspire their teams?

1

2

3

4

5

1 Autocratic leadership

2 Democratic leadership

3 Transformational leadership

4 Laissez-faire leadership

5 Here’s what else to consider

Career Counseling

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