Laissez-Faire Leadership
Laissez-faire is a style of leadership that affords the group members a great deal of independence. Tasks are delegated to the group members and they are responsible to see the project through to fruition. Research has shown that this style of leadership leads to the lowest levels of productivity. This article explains this style and covers the implications of having a hands-off approach and the situations where this style could be effective.
What is Laissez-Faire Leadership?
This French phrase means "leave it be," and it describes leaders who allow their people to work on their own. The laissez-faire leadership style was first described by Lewin, Lippitt, and White in 1938, along with the autocratic leadership and the democratic leadership styles. The laissez-faire style is sometimes described as a "hands-off" leadership style because the leader delegates the tasks to their followers while providing little or no direction to the followers. It allows followers a high degree of autonomy and self-rule, while at the same time offering guidance and support when requested.
Characteristics of Laissez-Faire Leadership:
1. Leaders don't interfere; they allow people within the team to make many of the decisions. Laissez-faire leaders allow followers to have complete freedom to make decisions concerning the completion of their work
2. This behavior can arise because the leader is lazy or distracted. This type of leadership can also occur naturally when managers don't have sufficient control over their work and their people. This is where this approach can fail.
3. The laissez-faire leader using guided freedom provides the followers with all materials necessary to accomplish their goals but does not directly participate in decision making unless the followers request their assistance. They provide team support with resources and advice if needed, but otherwise don't get involved.
Situations Where Effective:
- Followers are highly skilled, experienced, and educated. This works well when the team is highly capable, is motivated, and doesn't need close supervision.
- Followers have pride in their work and the drive to do it successfully on their own.
- Outside experts, such as staff specialists or consultants are being used.
- Followers are trustworthy and experienced.
- This leadership style can be effective if the leader monitors performance and gives feedback to team members regularly.
- It is most likely to be effective when individual team members are experienced, skilled, self-starters.
- The main benefit of laissez-faire leadership is that giving team members so much autonomy can lead to high job satisfaction and increased productivity.
Situations where NOT Effective:
- Followers feel insecure at the unavailability of a leader.
- The leader cannot or will not provide regular feedback to their followers.
- If the leader withdraws too much from their followers it can sometimes result in a lack of productivity, cohesiveness, and satisfaction.
- The downside is that it can be damaging if team members don't manage their time well or if they don't have the knowledge, skills, or motivation to do their work effectively.
Conclusion:
Depending on the group members that you have, Laissez-faire leadership may or may not be appropriate. The style is largely a "hands-off" view that tends to minimize the amount of direction and face time required. Laissez-faire leadership is not a good fit for individuals that require a good amount of supervision or who are new to a job, but it can work great among experienced professionals who do not require supervision. This style may impact safety concerns, productivity levels, and worker satisfaction.
Related Links
You May Also Like
-
Emergent leadership occurs when a group member is not appointed or elected as leader, but rather that person steps up as the leader over time within-group interactions. Have you ever faced challenges in getting accepted into your new role of position as a leader? Groups don't automatically accept a new "boss" as a leader. Emergent leadership is what you must do when taking over a new group. Learn more about emergent leadership.
-
There are four major factors in leadership called Leader, Follower, Communication, and Situation. The success of the leader is dependent on how the leader is effectively able to communicate and motivate followers to perform desired tasks using the appropriate leadership style best suited for the given situation. Interdependencies and dynamics of these four factors of leadership must be considered by a leader to be effective.
-
Laissez-faire is a style of leadership that affords the group members a great deal of independence. Tasks are delegated to the group members and they are responsible to see the project through to fruition. Research has shown that this style of leadership leads to the lowest levels of productivity. This article explains this style and covers the implications of having a hands-off approach and the situations where this style could be effective.
-
“Level 5 Leadership”, this term was coined by Jim Collins in his book “Good to Great” and it is all about achieving "Greatness" as a leader. This article will explain what we mean by Level 5 Leadership and what the characteristics of a Level 5 leader are. What it takes to achieve greatness as a leader, and what are the steps and strategies that one can use to move up to this top level of leadership.
-
This style is characterized by leaders making decisions for others and expecting followers to follow instructions. The directive leader is adept at giving instructions, setting expectations, and establishing timelines and performance standards. However, it is possible for the same leaders to display both directive and supportive behavior as per the demands of the situation.
-
Bureaucratic leadership relies on a clear chain of command and strict regulations. Bureaucratic leadership style is a very decent style for work involving serious safety risks, such as handling toxic substances, moving large objects. The focus is on compliance with rules and laid down procedures to make sure that the group is doing their job correctly and safely. Learn some advantages and disadvantages of this style and situations in which this style could prove to be effective.
-
Understanding of how individuals of different cultures interact with each other is very important. Not all individuals can adapt to the leadership styles expected in a different culture whether that culture is organizational or national. In a fast-paced business environment, developing a richer understanding and sensitivity to other cultures is a skill that leaders must possess. Learn to be effective in a cross-cultural setting.
-
Narcissistic leadership is a leadership style in which the leader is only interested in him. Narcissists are good for companies that need people with vision and the courage to take them in new directions. Such leaders sometime might be highly successful, but is it a style to be followed. Learn the various types of narcissistic leadership and the characteristics of such leaders.
-
Collaborative leadership is all about collaborative problem-solving and decision-making or can also be defined as the leadership of a collaborative effort. . The term started to appear in the mid-1990s in response to the formation of long term public-private partnerships to rebuild public infrastructure. Learn how you can use principles of collaborative leadership to enhance your leadership skills for being an effective leader.
-
Narrative leadership is interpreted as the leader who aspires to construct leadership by telling stories. Leadership is a task of persuasion, of winning people’s minds and hearts. Storytelling is thus inherently suited for the task of leadership. Learn about the narrative leadership style and how to use this style to inspire and motivate followers or to manage change.
