Tuesday, May 10, 2011
Lewin's Leadership Styles
In 1939, a group of researchers led by psychologist Kurt Lewin set out to identify different styles of leadership. While further research has identified more specific types of leadership, this early study was very influential and established three major leadership styles. In the study, groups of schoolchildren were assigned to one of three groups with an authoritarian, democratic or laissez-fair leader. The children were then led in an arts and crafts project. Researchers then observed the behavior of children in response to the different styles of leadership. Authoritarian leaders, also known as autocratic leaders, provide clear expectations for what needs to be done, when it should be done, and how it should be done. There is also a clear division between the leader and the followers. Authoritarian leaders make decisions independently with little or no input from the rest of the group. Lewin’s study found that participative leadership, also known as democratic leadership, is generally the most effective leadership style. Democratic leaders offer guidance to group members, but they also participate in the group and allow input from other group members. In Lewin’s study, children in this group were less productive than the members of the authoritarian group, but their contributions were of a much higher quality. Researchers found that children under delegative leadership, also known as laissez-fair leadership, were the least productive of all three groups. The children in this group also made more demands on the leader, showed little cooperation and were unable to work independently. Personally, I prefer the style of servant leadership (editorial license).
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Thought provoking article Norman. I like clear, simple, and compelling information. I was struck by the data which pointed to the “laissez fair” leadership style to be the least effective. This was interesting as being less effective than the often abused authoritarian leadership style. We all have horror stories of some overbearing, micro managing, aggressive leader. Yet, even though it was a miserable experience I would have to agree that “the job got done.” However, we often never share experiences about those leaders, managers, bosses that allow us to do whatever we want an delegate most tasks. I have often experienced leadership like this and I personally love being allowed to do whatever I want, it creates for a positive work environment. However, I agree that it is ineffective and often costly. This type of leadership is focused on people pleasing and avoidance of tough decisions. Your article got me thinking about how leadership, and in this case management is such a fine line. You can not rely on one specific model or style to “always” be the right model to employ. Sometimes strong aggressive leadership is needed and sometimes a more “hands off” approach is needed. The key to effective leadership is offering guidance and participating within the group/team.
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