Delegative leadership
Delegative leadership style, also known as “laissez-faire” leadership, refers to the way leaders act with their employees by allowing them greater freedom in their work. Indeed, leaders tend to delegate more tasks to their employees and give them more responsibilities. For instance, they can make and implement decisions but also resolve problems on their own. The term leadership refers to the ability of managers to influence and motivate people in an organization to achieve a common task. [1].
But by implementing this type of leadership, managers have to be careful because it cannot be used in every company and situation. For instance, it is an effective style to use when staff members are experienced and trustworthy. On the contrary, it shouldn’t be used when managers don’t provide feedback to their employees. Indeed, they will feel insecure about the unavailability of leaders. Besides, it is also wrong to use this style when managers don’t take responsibility and think employees will do for them.
It is also crucial to differentiate the terms leadership and management. They are often used the same way, but their meanings differ. Indeed, the term management is defined as a way of controlling people and administering the work to accomplish goals. Whereas, leadership is about influencing and motivating people to contribute to the success of the firm [2].
Benefits and drawbacks
This type of leadership has many benefits, but it can also bring some challenges for the company and the people. First of all, introducing delegative leadership in a firm may lead to a lower amount of work for managers and prevent them from possible burnout. This type of leadership is usually used in a company where there are too many employees for not enough supervisors.
Moreover, it can improve the satisfaction of the staff. Indeed, they have the opportunity to be more independent and flexible in their work. It can also lead to better relationships between managers and employees because they can be less stressed thanks to a less authoritarian environment. Besides, a delegative style of leadership requires trust between the supervisors and the staff. So, it can improve the company’s culture by increasing cohesion among people through collaborative projects.
Furthermore, this management style increases people's productivity because it minimizes, for example, meetings and training sessions and allows employees to focus on other tasks. In addition, it can reduce the time of discussions. For instance, for some decisions, employees don’t need to ask for the approval of their leaders and can take action without waiting for them. So, in the end, it saves time [3].
Finally, it helps employees to get more responsibilities and can prepare them to be managers in the future. Besides, it can promote innovation because employees are encouraged to take initiative.
On the other hand, delegative leadership can also be challenging for the company. For instance, it can reduce the productivity of some employees who don’t follow the firm’s expectations. Indeed, some employees can be confused about their tasks and about whom they need to go to if there is a problem. In order to avoid this loss of productivity, managers should train their staff to be more efficient and they should talk to them regularly and be present whenever they need assistance.
Moreover, it is a possibility that delegative leadership leads to ambiguity in roles and accountabilities. It can create a lack of responsibility among the employees because some of them may not feel accountable and in the end, managers are responsible for the success of the firm. On the contrary, leaders can also use this method to blame the staff members and avoid responsibility for some mistakes. In order to increase accountability, managers have to regularly check in on employees.
Whereas delegative leadership tends to increase staff members' satisfaction by allowing them to work as they wish. It can also prevent them to work towards common goals. In this case, leaders need to increase cohesion by encouraging collaboration with team projects [4].
To conclude, leadership is a complex phenomenon because there are many types of it :
- Autocratic
- Democratic
- Delegative/laissez-faire
- Bureaucratic, etc.
They all have benefits and drawbacks, and they all vary over time as the company’s environment changes. There is no better way of managing teams because each company and each leader is different in their strategic logic. It depends on the size of the company, its main goal, and a lot of other aspects. But in general, managers need to know about the different styles of leadership, this way they can adapt to many situations [5].
Footnotes
References
- Sabelo, S. (2022). Leadership Matters: Leaders Born or Made?: Leadership Models. WestBow Press, 1-12.
- Montgomery, V. W. (2015). Dynamics of Leadership in Public Service: Theory and Practice. Routledge, 3-36.
- De Bono, S., Jones S., Van der Heijden, B. (2008). Managing Cultural Diversity. Meyer & Meyer Media, 34-35.
- Sharifi, A., Mohd, Z. (2017). Leadership in dynamic organizations. Independently published, 155-161..
Author: Emma Cartillier
