Have you ever worked in a team where you can’t keep it together because there’s no order? Where team dynamics and leadership are lacking, and there’s no one to control the team?
In such environments, a team needs decisive leadership - autocratic leadership style to work efficiently together towards a common goal, maintain team cohesion, and establish a clear team vision.
Though it’s considered ‘negative’ among all other leadership styles, autocratic approach has significant implications for team dynamics, employee morale, and overall workplace culture.
In this article, we will understand what autocratic leadership means, what are benefits and drawbacks for an organization and teams.
The authoritarian leadership style is also known as autocratic leadership. It is a management approach where a single leader or a small group of leaders holds significant control over all decisions and activities within an organization.
Unlike a democratic, team-oriented leader, an autocratic leader takes little or no input from their team or subordinates, maintaining full control and decision-making authority.
An autocratic leader holds the following characteristics:
In an autocratic management approach, the leader makes all the decisions without asking the team. The leader has the final say in everything. Team members don't get to share their ideas or help make decisions. In such cases, their job is to follow the leader's autocratic decision-making.
An autocratic leader clearly communicates instructions and expectations, leaving little room for confusion. Autocratic leaders may use aggressive communication to assert their formal authority. The leader defines team roles explicitly, giving team members specific tasks and directions to follow.
An autocratic leader maintains tight control over all aspects of the organization, including policies, procedures, and processes. They closely supervise to ensure everyone follows their directives.
An autocratic leader rarely seeks or accepts any form of employee feedback. They set high standards for performance and expect team members to meet these standards consistently. There is often little tolerance for mistakes or deviations from established norms. By managing expectations clearly and effectively, the leader ensures that everyone understands their role and the goals that need to be achieved through precise goal setting.
An autocratic leader is often results-oriented, prioritizing the achievement of goals and objectives above all else. They closely monitor and evaluate performance to ensure targets are met.
The leader assumes full responsibility for the outcomes of their decisions. They hold themselves accountable, bearing the consequences of both success and failure.
An autocratic leader maintains a structured and orderly work environment with strict adherence to rules and regulations. Discipline is enforced to ensure compliance and orderliness, which can sometimes lead to micromanagement. Overuse of formal authority can create a toxic boss, resulting in a toxic work environment.
Leaders with an autocratic management style often resist change and prefer to stick to established methods and procedures. This approach can limit flexibility and adaptability within the team.
There is ongoing criticism about whether the autocratic leadership model is good or bad. The answer is: it depends. The effectiveness of each leadership style depends on the context, team dynamics, and specific organizational needs.
There are situations where a leader should use autocratic power and situations where a democratic approach is more appropriate.
In some situations, an autocratic approach is effective, especially when employees are new hires or untrained. For example, you may need to practice an authoritarian management style with early teams to give clear instructions and directions. Later, you may adjust your style to be more inclusive.
Moreover, an autocratic approach may be an ideal approach if there’s a tight deadline, a need for quick decisions, or when the outcome must be error-free.
Also, in change management situations within an organization, an authoritarian leadership approach can be effective in providing clear direction for team members. For example, if you practice the start-stop-continue exercise with your team to improve performance, the autocratic model can help you provide clear directives and immediate decision-making to implement necessary changes efficiently.
Authoritarian leadership can drive significant achievements and innovation.
Henry Ford, Steve Jobs, Jeff Bezos, Joe Clark are known to be famous autocratic leaders.
Here are two real-world examples from Jeff Bezos and Steve Jobs who are known for their demanding approach and rigorous performance standards.
During the development of the first iPhone, Jobs was famously demanding and exacting. His leadership style was characterized by direct commands and a top-down approach, which created a highly focused and driven work environment but also led to high levels of stress and turnover among employees.
While Jobs' authoritarian leadership style led to the creation of groundbreaking products and the revitalization of Apple as a leading technology company, it also contributed to a challenging and often hostile work environment. Employees were pushed to their limits, and many found it difficult to cope with the high expectations and intense pressure.
Bezos' authoritarian approach helped Amazon grow rapidly and become one of the largest and most influential companies in the world. However, it also created a competitive and high-pressure work environment. Reports from former employees often describe a culture of fear and relentless demand, where the focus on efficiency and performance sometimes came at the expense of employee well-being.
These examples show that while autocratic leadership can drive significant achievements and innovation, it often comes with drawbacks such as high stress levels, employee turnover, and a potentially toxic work environment. Balancing autocratic decision-making with elements of other leadership styles, such as democratic and transformational leadership, might be necessary to foster productivity and employee satisfaction.
Ken Blanchard once said, “The key to successful leadership is influence, not authority,” while Tony Robbins believes that "authoritarian leaders are the best decision-makers in times of crisis."
Autocratic leadership can lead to success, especially when quick decisions and clear directions are needed. However, balancing authority with flexibility is key to being a great leader. Rather than sticking to just one style, mix and match different styles based on what the situation requires.
It’s important to balance control with teamwork. While an autocratic style can give structure and discipline, adding democratic and transformational leadership can encourage creativity and keep employees motivated.
In the end, successful leadership is about knowing when to take charge and when to let your team have a say. This way, everyone can work together to achieve the organization's goals.
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