The Ultimate Guide to Leadership Styles

What kind of leader are you, or what kind of leader do you want to become? As we grow professionally, this question often pops up—it helps us figure out where we’re headed and understand what we’re doing well and what we could improve.

The truth is, there are a lot of leadership styles out there. But here’s the thing: no one uses just one style, all the time. We tend to mix and match, though one style usually stands out as our main approach.

In this guide, we’ll break down all the leadership styles, what makes each of them unique, and how they impact team performance—especially in hybrid or remote work environments.

We’ll also share strategies to help you identify your leadership style and give you practical tips to become a more effective leader.

What Are Leadership Styles?

Leadership styles different ways leaders use to manage, inspire, and guide their teams. From the decisive authority of autocratic leaders to the collaborative nature of the democratic leadership style, each style has its strengths and limitations.

Choosing the „right” one often depends on the context, the team’s needs, and the leader’s personality. Let’s see what these characteristics are.

1. Autocratic Leadership Style

This is the synonym for “boss” or “bossy.” The leader gives orders, and the team executes. It’s an autocratic style that works well in crisis situations or when you’re managing inexperienced teams who need clear direction. Not ideal if you work in a creative industry or want to encourage employee engagement.

Characteristics:

• Centralized decision-making with little team input.
• Strict adherence to rules and procedures.
• A clear chain of command and highly structured processes.

Real-World Example:

Jeff Bezos (early Amazon): Bezos’s attention to detail and firm decision-making laid the foundation for Amazon’s dominance.

How It Works in Hybrid/Remote Work

Autocratic leaders will focus on monitor results and efficiency, either in a hybrid environment or in the office. Not surprisingly, these are the leaders who mandated a full return to the office, as seen at Amazon in 2024.

Challenges:

• Risk of micromanagement due to lack of physical oversight.
• Reduced team engagement and morale if feedback is neglected.

Solutions:

• Set up regular one-on-one check-ins, preferably in person. A coworking space or a work-café can be a great spot.
• Use structured video calls or detailed task briefs to maintain clarity.

2. Democratic Leadership Style

I guess if you had to choose one style, you’d love to be democratic. It works well to foster innovation and boost morale by making employees feel valued. However, it can slow down decision-making in high-pressure situations.

Characteristics:

• Encourages team participation and input in decision-making.
• Focuses on collaboration and consensus-building.
• Promotes transparency and open communication.

Real-World Example:

Sundar Pichai (CEO, Google): Known for fostering a culture of inclusivity and innovation.

How It Works in Hybrid/Remote Work

The democratic style thrives in hybrid settings by leveraging collaboration tools like Slack or Microsoft Teams to facilitate open discussions and gather feedback. Video conferencing ensures inclusivity across locations.

Challenges:

• Slower decision-making due to dispersed input.
• Some team members may feel less involved if they are remote.

Solutions:

• Use polls or shared documents for decision-making to give every team member an equal voice.
• Ensure remote employees are equally included in brainstorming sessions.

3. Transformational Leadership Style

Transformational leadership drives innovation and aligns individual efforts with broader organizational goals. The challenge is to keep motivation high and manage expectations effectively.

Characteristics:

• Focuses on inspiring and motivating teams to achieve long-term visions.
• Encourages creativity, innovation, and personal development.
• Relies on strong communication and emotional intelligence.

Real-World Example:

Elon Musk: Known for his ability to inspire teams to push boundaries in industries like space exploration and renewable energy.

How It Works in Hybrid/Remote Work

Transformational leaders can inspire remote teams by clearly communicating their vision via video calls and digital platforms. Sharing progress toward long-term goals keeps teams motivated, regardless of their location.

Challenges:

• Difficulty maintaining personal connections in remote setups.
• Risk of burnout if team members feel disconnected from the leader’s enthusiasm.

Solutions:

• Host virtual town halls to reinforce the vision and celebrate milestones.
• Regularly check in to gauge individual well-being and motivation levels.

4. Transactional Leadership

If you work with many repetitive tasks and the goals are very clear, try Transactional Leadership. Just keep in mind that this style doesn’t inspire long-term commitment or creativity.

Characteristics:

• Focuses on structure, rules, and achieving specific objectives.
• Rewards and penalties are used to manage performance.
• Prioritizes short-term goals and operational efficiency.

Real-World Example:

Bill Gates (early Microsoft): A structured approach helped build a reliable foundation for Microsoft’s growth.

How It Works in Hybrid/Remote Work

Transactional leadership aligns well with remote work when structured tools like performance trackers or KPIs are used. Clear deadlines and deliverables ensure accountability.

Challenges:

• Remote employees may feel overly monitored or undervalued.
• Focus on tasks over relationships may lead to disengagement.

Solutions:

• Use automated performance tracking tools to reduce micromanagement.
• Recognize achievements in team meetings to boost morale.

5. Servant Leadership Style

In less competitive environments, Servant Leadership creates a positive work culture and fosters trust and loyalty. Don’t count on it if you work in a competitive or fast-paced environment.

Characteristics:

• Prioritizes the well-being and development of team members.
• Focuses on empathy, active listening, and support.
• Encourages shared responsibility and empowerment.

Real-World Example:

Oprah Winfrey: Known for her focus on empowering others and fostering community-driven initiatives.

How It Works in Hybrid/Remote Work:

Servant leaders excel in hybrid environments by prioritizing team well-being and support. Regular check-ins, mental health resources, and flexible schedules ensure remote employees feel cared for.

Challenges:

• Risk of team members feeling isolated despite the leader’s efforts.
• Maintaining balance between empathy and performance expectations.

Solutions:

• Use video calls to connect personally and encourage open discussions.
• Implement virtual wellness programs or casual online hangouts.

6. Laissez-Faire Leadership Style

The name says it all: you lead by letting the team do their best. It requires a lot of trust from the leader’s side and works best with highly experienced, independent teams. If you’re dealing with junior team members, you might want to try another style.

Characteristics:

• Hands-off approach: The leader provides minimal direction and allows team members to make decisions.
• Trust in team autonomy: Assumes team members are skilled and self-motivated.
• Limited intervention: Only steps in when absolutely necessary.

Example:

Warren Buffett: Known for giving his managers significant autonomy in decision-making.

How It Works in Hybrid/Remote Work

This style can thrive in remote settings with self-motivated and skilled team members. Leaders provide tools and resources but allow teams to manage their own workflows.

Challenges:

• Risk of team members feeling unsupported or unclear about priorities.
• May lead to a lack of cohesion in hybrid teams.

Solutions:

• Set clear goals during initial meetings and follow up periodically.
• Use shared calendars and task management tools to ensure alignment.

7. Charismatic Leadership

Charismatic leaders can inspire extraordinary efforts, but they often create dependence on their presence, which makes it challenging for the team to function without them.

Characteristics:

• Inspires through charm and vision: Focuses on building enthusiasm and loyalty.
• Strong personal presence: Relies on the leader’s charisma to motivate and influence.
• Vision-focused: Often tied to transformational goals.

Example:

Martin Luther King Jr.: His ability to inspire and mobilize people through vision and charisma is legendary.

How It Works in Hybrid/Remote Work

Charismatic leaders can keep hybrid teams inspired by using dynamic virtual presentations and fostering a sense of connection through engaging communication.

Challenges:

• Difficulty replicating personal charisma in virtual interactions.
• Remote employees may feel disconnected from the leader’s energy.

Solutions:

• Use storytelling and interactive virtual sessions to inspire remote teams.
• Incorporate videos or live-streamed events to maintain visibility.

8. Visionary Leadership

A Visionary leader thrives in environments that require transformation or innovation but may struggle with short-term tactical needs.

Characteristics:

• Future-focused: Sets a clear, long-term vision for the team or organization.
• Inspires innovation: Encourages creativity and forward-thinking.
• Motivational leadership: Helps team members see their role in achieving the vision.

Example:

Nelson Mandela: Unified a nation through his ability to articulate and inspire a vision of equality and reconciliation.

How It Works in Hybrid/Remote Work

Visionary leaders can maintain focus in remote teams by sharing progress updates on long-term goals and ensuring everyone understands their role in the vision.

Challenges:

• Keeping the vision alive when teams are geographically dispersed.
• Balancing visionary goals with day-to-day operations.

Solutions:

• Create engaging presentations or newsletters to keep the vision top of mind.
• Use digital dashboards to show progress toward the vision in real time.

9. Bureaucratic Leadership

The name might not be impressive, but bureaucratic leadership proves highly effective in industries that demand precision and consistency, such as healthcare and manufacturing. However, it often stifles innovation and flexibility.

Characteristics:

• Strict adherence to rules and policies: Emphasizes hierarchy and processes.
• Risk-averse: Decisions are based on established protocols.
• Highly organized: Focuses on maintaining order and efficiency.

Example:

Military leadership: Often relies on bureaucratic principles to ensure discipline and efficiency.

How It Works in Hybrid/Remote Work

Bureaucratic leaders can enforce processes remotely by using standardized workflows and communication channels. Consistent policies help maintain order in hybrid setups.

Challenges:

• The rigidity may alienate remote team members.
• It is difficult to enforce rules without face-to-face interaction.

Solutions:

• Document all the processes thoroughly with clear procedures.
• Use collaborative platforms for policy updates and compliance tracking.

10. Situational Leadership

A more balanced approach is situational leadership, that adapts to the team’s maturity and competence. It  requires a strong self-awareness and adaptability from the leader.

Characteristics:

• Highly adaptable: Adjusts leadership style based on the needs of the team and the task.
• Flexible decision-making: Balances directive and supportive approaches.
• Focus on development: Helps teams grow by varying levels of guidance and autonomy.

Example:

Coaches in sports: Adapt their strategies based on the team’s strengths and the challenges at hand.

How It Works in Hybrid/Remote Work

Situational leaders adapt their approach based on the needs of their hybrid teams. Flexibility is key, allowing them to provide more guidance to remote members who need support.

Challenges:

• Balancing different leadership styles for in-office vs. remote employees.
• Ensuring fairness and consistency in treatment.

Solutions:

• Use regular feedback sessions to understand individual needs.
• Adapt communication methods (e.g., video calls for remote, in-person for on-site).

11. Coaching Leadership Style

Coaching is.. for coaches, leaders who focus on individual performance and long-term team dynamics. This style requires time and may not be suitable for high-pressure situations.

Characteristics:

• Focuses on individual development: Helps team members grow their skills and achieve personal goals.
• Empowers employees: Encourages self-reflection and problem-solving.
• Relationship-oriented: Builds trust through consistent support and feedback.

Example:

Phil Jackson (NBA coach): Known for mentoring players like Michael Jordan and fostering a winning mindset.

How It Works in Hybrid/Remote Work

Coaching leaders can use virtual mentoring sessions and one-on-one video calls to help remote employees grow their skills. Digital learning tools make this style highly effective in hybrid setups.

Challenges:

• Difficulty fostering personal development remotely.
• Limited visibility into employees’ day-to-day challenges.

Solutions:

• Offer virtual coaching sessions and recommend online courses.
• Use goal-setting frameworks like OKRs (Objectives and Key Results).

12. Pacesetting Leadership

When working with highly motivated and skilled teams, you can practice pacesetting leadership, but watch out: it can lead to burnout if expectations are consistently too high.

Characteristics:

• High standards: The leader sets ambitious goals and expects rapid execution.
• Leads by example: Often works alongside the team to drive performance.
• Focus on results: Prioritizes speed and excellence.

Example:

Sheryl Sandberg (former COO of Meta): A results-driven leader who set high standards and led by example, contributing significantly to Meta’s growth.

How It Works in Hybrid/Remote Work

Pacesetting leaders can maintain high standards in hybrid environments by using productivity tracking tools and regular check-ins to ensure progress.

Challenges:

• Risk of burnout in remote employees due to constant high expectations.
• Difficulty maintaining consistent standards across locations.

Solutions:

• Set realistic goals and recognize accomplishments in team meetings.
• Ensure workload distribution is fair across remote and in-office staff.

13. Collaborative Leadership

Collaborative leadership promotes a sense of unity and shared responsibility. It can slow decision-making when too many stakeholders are involved, so remember this and simplify the decision-making process.

Characteristics:

• Emphasizes teamwork: Encourages input and participation from all members.
• Builds partnerships: Focuses on building strong relationships within and outside the team.
• Inclusive decision-making: Ensures every voice is heard.

Example:

Jacinda Ardern (former Prime Minister of New Zealand): Known for her empathetic and collaborative leadership style.

How It Works in Hybrid/Remote Work

Collaborative leaders excel in remote setups by using technology to create inclusive and participatory environments. Platforms like Zoom and Miro help bridge the gap between remote and on-site teams.

Challenges:

• Ensuring remote employees feel equally included in collaborative efforts.
• Avoiding over-reliance on meetings that may drain productivity.

Solutions:

• Use asynchronous collaboration tools like shared documents or message boards.
• Rotate meeting times to accommodate different time zones fairly.

How to Identify Your Leadership Style

An easy way to identify your style is to use an x-y axis and identify where you naturally fall based on how you balance task-oriented vs. people-oriented goals, and whether you tend to be more directive or empowering in your style.

Source: Pluria.

Adapting Your Leadership Style

No single leadership style fits every situation. Successful leaders adapt their approach based on the team’s needs and external circumstances. For instance:

• Use autocratic leadership during crises requiring quick decisions.
• Rely on the democratic leadership style to brainstorm and innovate.
• Embrace transformational leadership when guiding teams through major changes or long-term goals.

Tips for Developing Leadership Skills

1. Learn Continuously: Adopt a growth mindset by seeing challenges as opportunities to learn.
2. Enhance Emotional Intelligence: Strong self-awareness and empathy are vital for effective leadership.
3. Foster Communication Skills: Be clear, concise, and approachable to ensure team alignment.
4. Practice Active Listening: Understand your team’s challenges and aspirations to build trust.
5. Mentorship: Seek guidance from experienced leaders and mentor others to refine your skills.

Final Thoughts

Leadership isn’t a rigid manual meant to give you all the answers. In today’s way of working, we need to stay flexible and use the tools we have. Support your employees by giving them access to solutions like Pluria to boost collaboration and productivity, and find tools that help you stay connected and efficient.

Still, don’t forget: leadership is about people, not just software or virtual tools. To be a good leader, take the time to connect with your team in person now and then. Spend some casual moments together to get to know each other better. It takes time, but it’s worth it.

The skills of the future aren’t technical—they’re in soft skills and emotional intelligence, the things that truly help you manage teams effectively and be a good leader.