Written by Understanding one’s leadership style is a crucial aspect of effective management and team
development. Leadership styles directly influence team performance, athlete satisfaction, and the
overall success of an organization. This article examines the process of identifying one’s preferred
leadership style and its potential impact on team dynamics.
Different leadership styles carry different characteristics, each influencing teams and organizations in
unique ways. Lewin’s Leadership Styles (Lewin, 1939) is one of the most widely referenced typologies,
comprising three main leadership styles: autocratic, democratic, and laissez-faire. Although Lewin’s work
is foundational, contemporary research has expanded on these styles to include others such as
transformational, transactional, servant, and charismatic leadership, among others (Northouse, 2016).
Identifying one’s leadership style often begins with self-reflection and self-assessment. Coaches can also
gather feedback from peers, subordinates, supervisors, and athletes to gain a comprehensive view of
one’s leadership behaviors.
After determining one’s preferred leadership style, it’s important to consider the potential effects on
team dynamics. Leaders play a critical role in influencing team processes such as coordination,
communication, and conflict management (van Knippenberg and Sitkin, 2013). Therefore, understanding
how your leadership style affects these processes is vital.
Autocratic leadership may provide clear direction and control, useful in high-stress situations or with
inexperienced teams. However, this style may limit creativity and team autonomy (Chaudhry and Javed,
2012). On the other hand, democratic leadership promotes collaboration and group participation, often
leading to increased satisfaction and team innovation (Huang, Iun, Liu, & Gong, 2010). However,
decision-making can be slow and may not be suitable in all circumstances.
Lastly, laissez-faire leadership provides teams with high autonomy, which can be beneficial with highly
experienced and self-motivated teams, but may also lead to a lack of guidance and inconsistency
(Skogstad, Einarsen, Torsheim, Aasland, & Hetland, 2007).
Identifying your preferred leadership style and understanding its potential impact on the team is not a
one-time exercise but a continuous process. Effective leadership requires coaches to have the ability to
adapt and change according to the situation.
Knowing your preferred leadership style can have a significant impact on your team. As leaders, we
should strive to continually assess and adapt our style to foster positive team dynamics and drive
organizational success.
References:
Chaudhry, A. Q., & Javed, H. (2012). Impact of Transactional and Laissez Faire Leadership Style on
Motivation. International Journal of Business and Social Science, 3(7).
Huang, X., Iun, J., Liu, A., & Gong, Y. (2010). Does participative leadership enhance work performance by
inducing empowerment or trust? The differential effects on managerial and non-managerial
subordinates. Journal of Organizational Behavior, 31(1), 122–143.
Northouse, P. G. (2016). Leadership: Theory and Practice. SAGE Publications.
Skogstad, A., Einarsen, S., Torsheim, T., Aasland, M. S., & Hetland, H. (2007). The destructiveness of
laissez-faire leadership behavior. Journal of Occupational Health Psychology, 12(1), 80–92.
van Knippenberg, D., & Sitkin, S. B. (2013). A critical assessment of charismatic—transformational
leadership research: Back to the drawing board? The Academy of Management Annals, 7(1), 1-60.