Autocratic leadership examples can be found in all types of organization. Beyond the business world, autocratic leaders can be found in government positions, nonprofit and religious organizations, fraternal groups and even within communities and families. Autocratic leadership is a set of traits and strategies employed in a leadership position and although it can correlate with specific personality traits, it is not always a characteristic that carries over into other areas of an individual’s life. An individual who is a strict, goal-focused autocratic leader in the workplace might be a flexible, easygoing member of his fraternal organization. Workplaces Where Autocratic Leaders Thrive. In all of these environments, making the wrong decision can lead to accidents that result in injuries and death.
Even hesitating for a moment or spending seconds discussing an action, rather than just following the leader’s command, can put an entire team in danger in these environments. Any environment where workers need to follow specific instructions, where employees need substantial supervision or where there is only one correct procedure to follow is an environment well-suited to autocratic leadership. Just like there are environments where autocratic leaders thrive, there are many types of workplaces where autocratic leadership only serves to demoralize employees and slow down workflow.
These include creative environments, service-based workplaces and businesses where innovation is the key to staying competitive in their markets. In any workplace environment where collaboration, flexibility and creativity are the keys to success, autocratic leaders are typically less successful than other types of leader. Autocratic vs. Other Leadership Styles.
An authoritative leader, also known as a democratic leader, makes decisions based on her team’s input. Although she maintains the ultimate decision-making power, she seeks input from her team members to guide her toward the right decisions for the team.
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In contrast, a laissez-faire leader leaves decisions up to her team entirely. This type of leadership can be extreme, but it can work in environments where every team member is highly skilled and able to work autonomously toward the group’s shared goal. The term coach-style leadership refers more to a leader’s actions than to how she involves her team in decision-making.
A coach-style leader is a leader who seeks out individuals with varied skillsets to develop a team that can succeed through any of the scenarios she anticipates facing. Often, these leaders encourage employees to develop their own skills and because of this trait, the term “holistic leader” is sometimes used to describe this type of manager. A coach-style leader can take an authoritative, laissez-faire and, in some cases, autocratic approach to managing her team. Autocratic Leadership Advantages and Disadvantages. The leader is solely responsible for the team’s success or failure. Good ideas and valuable insight from employees may be overlooked or outright ignored.
Communication challenges can arise between employees and management. Employees can lose motivation to perform well. A company may lose skilled, motivated employees. Without the leader, the team might become paralyzed when facing a decision and ultimately fail to uphold the leader’s high standardsAutocratic Leadership’s Effects on Employees. Under an autocratic leader, every member of a team knows his role. He understands what is expected of him and what he can expect if he does not perform according to his role’s demands.
He also understands that if he has a disagreement with his role’s tasks or if there is a reason why he cannot reasonably meet them, he cannot expect to discuss the role with his boss and have his point of view considered. In this type of work environment, it can be easy for employees to become demoralized because they feel their concerns and needs are not addressed. In a workplace headed by an autocratic leader, employees might even be afraid to express their needs. Beyond employee demotivation, this can lead to employee burnout and a high turnover rate. It can also create resentment among employees and destroy any semblance of company loyalty they might otherwise have held. Because autocratic leadership means a highly supervised environment where employee input is discouraged, it can make employees feel like they are not valued and that they are viewed as incompetent. However, autocratic leadership can have positive effects on employees.
Working closely with a confident, procedure-focused leader early in one’s career can give her the foundation she needs to be successful in less rigid environments later. By streamlining workplace processes, an autocratic leader can avoid wasting his team’s time and create a productive work environment. By requiring total compliance with safety requirements and other regulations, he can also protect his team from harm, both physical and career-damaging. Famous Autocratic Leaders. Autocratic traits shaped these leaders’ career paths and public images.
For example, Leona Helmsley earned herself the nickname “Queen of Mean” during her career as a real estate and hotel mogul. For each of these leaders, perfectionism and other autocratic qualities have come to define their brands, communicating their dedication to quality to consumers.
But in some cases, other qualities, like being demanding and unflexible, have also become part of these leaders’ personal brands and turned consumers away from their offerings. Meshing Autocratic Leadership with Other Styles. It can take time for an individual to find a leadership style that works for him. A leader with a largely autocratic approach to managing people can also take care to make himself more approachable to employees by choosing to listen to their concerns and asking for their input when he feels it would be helpful.
An autocratic leader can be a strong leader, but this leadership style is not inherently the strongest — or most effective — type of leadership to employ in the workplace. The most effective leaders are the leaders who motivate their teams to meet goals and get the job done. Lindsay Kramer has been a full-time writer since 2014. In that time, she's experienced the ups, downs and crazy twists life tends to take when you're launching, building and leading a small business. As a small business owner, her favorite aspect about writing in this field is helping other small business owners and aspiring entrepreneurs become more fluent in the terminology and concepts they face in this role. Previously, she's written on entrepreneurship for 99designs and covered business law topics for law firms.
But not all styles will be a fit for every situation. The best leaders are the ones who can adjust their style, according to their role, their team and the situation. We look at the main traits of some differing styles of leadership, and how they could affect your working relationships.Lewin’s Leadership StylesLewin’s framework defines three styles of leadership, particularly around decision-making; autocratic, democratic and laissez-faire.Autocratic leaders make all the decisions themselves. They do not consult their team, or let them make decisions. Once the decision has been made, they impose it and expect obedience.Democratic leaders take an active role in the decision-making process but they involve others.
They carry the responsibility for seeing that the decisions made achieve the desired outcomes. Laissez-faire leaders have very little involvement in decision-making, mostly leaving everything up to their team. As long as the team members are capable and motivated this can work, but can create problems if not.In Lewin’s experiments he discovered that the most effective style of leadership was democratic. Overly autocratic styles led to revolution, whilst under a laissez-faire approach, people did not work together and did not work as hard as they did when being actively led.Introducing transformational leadershipIf you don’t recognise yourself as falling into any of these categories, don’t worry, more recent research has recognised a variety of leadership styles which may be more appropriate to modern team-working.The concept of transformational leadership was introduced by James V. Downton who coined the term in 1973, the concept was further developed by leadership expert James M. Burns in his book ‘Leadership’ in 1978. According to Burns, what distinguishes transformational leadership is when ‘leaders and followers help each other to advance to a higher level of morale and motivation’.Transformational leaders inspire people because they expect the best from them, they communicate a shared vision, they are self aware and highly empathetic, and understand how to get the best from all members of their team.
Advantages Of Autocratic Leadership Pdf
Blending leadership stylesGill Kirk is a UK-based communications expert who set up Lyric Communications in 2005, after 12 years in public affairs, campaigning and strategic communications. She advises FTSE 100 companies, charities, campaigners, community groups and regulators on strategy, narrative, writing skills, political communication and public speaking.Kirk gives an example of a leader who shows both transformational and democratic traits in his leadership: 'I’ve been really lucky to work with some great leaders from many sectors, but I’d single out Mike Clasper (CBE, now Chairman of Coats).
He was my Chief Exec when I worked at BAA a few years back. He was always happy to share his own learnings and tell you what had worked for him and why. He knew himself well and was happy in his own skin. That solid confidence from a leader inspires a team, because you know you’re in good hands. A bad leader doesn’t know themselves at all. That makes people feel unsafe.' But she has also experienced leaders who tend more towards laissez-faire or autocratic styles and gives an example; 'Because he didn’t have the same strengths as a member of the team, this director talked over colleagues in front of his clients and over-ruled juniors’ judgments.
Over time, he lost several major clients who felt the team lacked cohesion and direction. He was palmed-off on an unsuspecting rival company a few years later, with a good reference.' Gill Kirk adds; 'We’re all human, and good leaders remember that. Bad leaders pretend they’re super-heroes and end up flying into the pavement from a great height (taking everyone with them).' If you think about good leaders you know, it’s clear that the best are those who’ve made the effort to get to know themselves. They reflect regularly on what works and what doesn’t and want to know why - not just in the organisation or the outside world, but within themselves.
They know they have flaws and work to overcome them. That’s a rocket-booster for their empathy levels, which in turn helps them create great businesses. If a leader can face up to and deal with their own demons, they create a virtuous circle, with their team and for the whole organisation.' This is a guest blog and may not represent the views of Virgin.com. Please see for more details.
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