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  • Writer's picturePeter Foxhoven

Transformational Leadership: 4 Kinds of Leadership with Examples


The first style of leadership is bureaucratic. In this style, leaders have set tasks to do. This style tends to stop people from being creative and working together. Most of the time, bureaucratic leaders work best in highly regulated departments, industries, or organizations. They keep work and relationships separate, which can help a company reach its goals. The democratic style comes next. Its main trait is that leaders pay attention to what their followers need.


According to Peter Foxhoven, transactional leaders pay attention to the task at hand and reward people for doing what they are supposed to do. This kind of leadership is based on rewards and punishments, which can lead to low standards and anger. But many leaders who use this style are also highly motivated and able to start things on their own. The main difference between these two styles is how they deal with conflict and other people. The job of a transactional leader is to get a group of people to work together to reach a goal.


Autocratic leaders make judgments based on their power. They rarely ask their subordinates what they think and expect them to do what they say. Even though an autocratic leader is great in a crisis, it can make employees feel bad about themselves. But for the best results, this style should be balanced with input from the team. And as long as it isn't abused, it will be good for a business. Again, autocratic leaders have both good points and bad points.


Another way to lead is through democracy. It means getting the team involved in making decisions. This style tends to make employees more interested in their jobs and happier at work. It also lets lower-level workers use the power they have. Often, the democratic leader will ask questions to get everyone on the same page. The democratic leader will also tend to make the people who follow him or her more committed. This kind of leadership style can work well in places where creativity and new ideas are valued. So, if you want a new way to lead, you should think about the different styles and see which one fits your personality the best.


Peter Foxhoven exclaimed that, the servant style is a different way to lead. The needs of the team come before the needs of the leader. They put the organization, their employees, and the community ahead of everything else. For this kind of leadership to work, there needs to be a balance between making decisions for people and letting them make their own. But this style can make a leader look weak and hurt their authority, vision, and ability to come up with new ideas. It's important to remember that this kind of leadership doesn't have a lot of bad points, but it does have some good ones.


Leaders who coach focus on the success of each person. They are less dictatorial and good at figuring out how people work for them. They are good at solving problems and coming up with plans that work well together. Leaders who use a coaching style are good at building relationships and getting people to work as a team. Most of the time, they are better at building trust and teamwork. They also help people talk to each other. So, what kind of writing do you do?


The charismatic style is led by people who have charm and other personal qualities that make them influential. This style is especially helpful in times of crisis because charismatic leaders get people to work together toward a common goal. On the other hand, leaders with a transactional style are good at changing processes and systems, while bureaucratic leaders try to keep things the same. So, what style fits you best?


Peter Foxhoven described that, leaders who are "laissez-faire" don't get in the way of their employees' goals. They tell them what to do and let them figure out how to do it in the best way. But leaders who don't try too hard are usually good at boosting low morale during times of stress. They have faith in their followers and rely on them to get the job done. They are also good at making plans in case something goes wrong.


Bureaucratic leaders often use a leadership model from a book. They want to hear what other people have to say, but they often turn down employee ideas that go against company policy. Most of the time, these leaders work in large, well-established organizations and places with a lot of rules. They might be willing to hear ideas, but they usually don't like change or new ideas. Even though bureaucratic leaders can change, they don't make decisions quickly. But this kind of leadership can make it hard for a company to make strategic choices.

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