HOW WE STARTED AND WHERE WE ARE HEADED: Two Hoosier women joined forces to transform the leadership landscape around the world. A huge task, some might say, but we are determined to do our part by sharing valuable, actionable leadership content, consulting, and training opportunities to reach this goal. We believe the landscape is changing, and a new breed of leaders is rising and taking their place in organizations worldwide to create positive, sustainable change. It is our intention to help new and emerging leaders gain the insight they need and crave to become the impactful leaders organizations need. We began this journey by exploring several existing leadership styles and plan to continue with insight into where leadership may be heading. Over the last several weeks, we covered collaborative and coaching leadership styles, and today, we are exploring our third leadership style, autocratic.

AUTOCRATIC LEADERSHIP: Yes, Sir! Yes, Ma’am!

Autocratic leadership was very familiar to one member of this dynamic duo as she had family members who served in the military. Following this tradition, she enrolled in her high school Air Force Junior ROTC program and became Commander of her unit. Autocratic leadership was also the go-to method for the other Leadership on a D.I.M.E. partner. For her, this methodology provided the safe space she thought she needed to be in to avoid being taken advantage of by co-workers and to be seen as a strong and respected leader. She later learned that this approach had consequences, including isolation, a disconnect from team members, and a lack of trust. 

Unfortunately, autocratic leadership is the preferred style for many new managers. Often, an inexperienced manager will enter into their position thinking that being a manager means telling everyone what to do and how to do it. Yes, a manager’s job is to determine the team’s direction and ensure goals are met. However, their methodology to achieve their goals will also impact their employees’ behavior, morale, and productivity. The correct methodology will provide greater returns on achieving goals, setting morale, and increasing profits.

Best Application

Autocratic leadership might be the best and only approach during times of crisis or high-pressure issues. When decisions need to be made quickly, there is little time to allow others to discuss options. Getting everyone’s input during a crisis is not possible. There is no time for discussion and thought processing. The person in charge needs to be able to calculate the options, provide the strategy, and know that the job will get done. Other methods may result in chaos and confusion in these situations rather than compliance and cooperation. 

When using an autocratic leadership approach, the team members must trust the person in charge. Each team member must know that the decision-making person has the knowledge and emotional intelligence to do the job. Otherwise, they may question the orders and fail to comply or engage with the mission or task. In these instances, the chances of success diminish. We cannot stress enough the importance of trust in utilizing an autocratic leadership approach.

When working without the added pressure of a crisis or high-pressure deadlines, it may be best to consider other methodologies (such as coaching leadership or a collaboration leadership style). These approaches will allow buy-in from employees. Engaged employees will provide much higher productivity levels, thereby increasing success rates and reducing levels of staff burnout.

So…What exactly is Autocratic Leadership? 

Autocratic leadership is a top-down approach to leading. The person(s) in charge makes all of the decisions, and little, if any, input is requested from those who report to the leader(s). The rules in this leadership environment tend to be clearly outlined and communicated. Things tend to function in a black-and-white environment with very little room for a gray area. This creates a highly structured and rigid environment with little room for creativity or discussion of alternative ways of accomplishing tasks.

Pros

An autocratic leadership style does work very well in a crisis where there is little time for discussion and strategizing. In these instances, it helps to have someone in charge who knows what they are doing, can assess the situation, and make decisions about the best processes to follow. Autocratic leadership works well in places such as an overwhelmed emergency room with a sudden inflow of patients, a military operation where time is of the essence,  or a grandparent trying to curtail grandchildren.

Because of these elements, most military organizations utilize the autocratic approach style of leadership.

Cons

Autocratic leaders risk isolating themselves from the team, stifling growth and participation. They also tend to lead in a silo with limited, if any, input from others which translates to a rigid structure of operations and a problematical viewpoint and approach. This can create high turnover rates and lower engagement with employees. Employees under autocratic leadership might not be as forthcoming with ideas and feedback. 

So, while an autocratic leadership style does have its benefits and works well in highly structured, rigid environments where time is of the essence, it may not be your best approach in other situations. Our suggestion would be to use this approach wisely when the project at hand needs to be completed quickly under a strict methodology. When you have the time and ability to allow others to input their thoughts, skills, talents, and experiences, you may want to consider an alternative approach. 

TAKE ACTION

Now that you understand the characteristics of an autocratic leadership style and how to implement it into your leadership tool kit when needed, it is time to take action. Where can you implement what you have learned? We believe that everyone has the opportunity to grow when we participate in open and insightful conversations. So, don’t be shy; jump in, and be a part of the movement to impact how leaders lead positively! To learn more about how we can create a learning experience for your organization, email us at ala@deneenattard.com.

Learning on a D.I.M.E. is a collaboration between DeNeen K. Attard and Jeni McIntosh-Elkins.  

p.s.

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