Leaders are the ones who make the decisions in any company, and every leader has to choose a leadership style that depends on their personality traits as well as attributes.
One of the styles that you can find in leadership is Laissez-Faire.
However, it has similarities with autocratic leadership, but when it’s demeaning and overpowering. This leadership has a different approach; here, the leaders let the employees take most of the decisions.
Even though the style is not accepted widely, it does have its advantages and benefits. Here is what you will need to understand better about Laissez-Faire Leadership.
- Laissez-Faire Leadership Style
- characteristics of laissez faire leadership
- Pros And Cons Of Laissez-Faire Leadership
- advantages of laissez faire leadership
- Allowing Team to Maximize Own Leadership Skills
- Providing the Opportunity Shine
- Create Independence in the Workplace Environment
- Encourage Exploring More And New Ideas
- Individuals to Create Own Environment
- Generating More Individual Satisfaction
- Provides Strategic And Skills to Leaders
- Encourages The Personal Growth
- Getting Fast Decisions Making
- Strengthening The Team Strength
- disadvantages of laissez-faire leadership
- Downplays The Role of Leaders
- Reducing The Group Cohesiveness
- Changes The Accountability Assigned To The Group
- Allowing leads To Not Follow Leadership
- Cause The Employee To Abuse The Style
- Difficult To Adapt The Situation
- Creating Limitation For Employees
- Creating Silos
- Poor Involvement With The Groups
- Low Confidence To Experience Team
- Not One Size Fit All
- It Can Be Huge Responsibility
- Perception Of Individual
- Cause Fighting For Control And Resources
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Laissez-Faire Leadership Style
The word Laissez-Faire is derived from French; it means to let it be or leave it alone.
It’s the stand accurate if the for the leadership approach, its relevant for the companies who prioritize as well as support the creativity and independence along with initiative.
Instead of defending the jobs or responsibilities and micromanaging, the leadership allows the workers to enhance their creativity at work. Also, it helps in attaining the organization’s goals.
Leadership is also known as Delegative leadership; well Laissez-Faire assesses the talent of individuals and their working environment, which suits their forward-thinking and resourcefulness.
The employees are allowed to complete the work using the way and skills they want, as long as they are not hindering the company.
Well, the use of Laissez-Faire leadership can be used in different places. For example :
In schools, teachers can use Laissez-Faire leadership, as they play the role of more like an observer and let the students do the work as they wish.
A political leader who uses Laissez-Faire would leave the decisions to their opportunities and provide the direction when it’s needed.
The leaders, as well as supervisors, can stand back and let the employee make the decisions. Also, let them set their own deadlines.
characteristics of laissez faire leadership
Laissez-Faire implies the complete hand-off approach; there are a lot of leaders who are still available and remain in the group so they can consult as well as receive feedback.
Also, they can help in providing the direction of the project in the beginning; however, they have to allow the people to do the work on their own with little oversight.
Here are some of the characteristics that you will find in this leadership.
Well, if you are considering following the Laissez-Faire leadership style, the first character that it follows is that hands-off approach.
Here the employees have to solve problems on their own; leaders provide the tools and help that might require by the employee.
They don’t impose the team on the on-track direction, allowing them to decide whatever objectives they want as it enhances their problem-solving skills. Also, to understand how to make the right decisions.
Even the term itself means the entire handoff approach, well many leaders available themselves in the team so they can give constructive criticism and feedback.
Get can be involved in the road, but the employees have the freedom of making the major decisions.
Training And Supporting Employees
The next characteristic that includes here are delegating huge responsibilities to the hand of the employees.
These results are concerned with the qualification and experience that the employees should have.
The leaders offer adequate support, educational opportunities, and training that can help in giving the best results. Also, it helps in improving performance.
Trusting the Employees
Leaders have to be confident about the skills, knowledge, and tapping that the workers will take to do the work.
It takes a tremendous amount of trust that leaders have to put in. Also, the approach should be relaxed.
However, it should not lack care. They have to be concerned about the directions that their employees will take and allow them to show the best hiring and actions.
They hire people who know what can be harmful or dangerous, and they don’t do it so it won’t ruin their reputation.
This is helpful in building trust as well as leadership; it also builds the workplace where the leaders can rely on their talents.
Accepting Errors And Mistakes
In Laissez-Faire leadership, the employees are allowed to make mistakes and be acceptable in the workplace.
Also, workers are required to have confidence so they can apply innovation in order to achieve goals without worrying about making mistakes.
Here the emphasis is not on how the workers can achieve the goals but on learning and development.
Decisions Are On Employees
Leaders have to focus on making sure that they are hiring the right people when they are following Laissez-Faire.
As the further decision would be made by them and the decision making will dictate how they will do it.
Leaders unite the workers to promote opportunities for team building as well as boost employee decision-making.
However, employees don’t make the decision on their own; it should be collaborative.
Leaders also help the workers to unite and consult about the goals as well goals. Here They act as mentors and consultants if they need help.
Pros And Cons Of Laissez-Faire Leadership
advantages of laissez faire leadership
The Laissez-Faire leadership style can benefit companies and organizations.
Also, they have benefits for the creative and innovative company.
Here are some of the advantages that you will get if you are following the Laissez-Faire leadership style.
Allowing Team to Maximize Own Leadership Skills
Some of the team have an incredible amount of experience combined in such a situation.
The Laissez-Faire leadership style allows the members to use the skills which can help in order to find the right way.
Also, the team members can get the expert on their own; they can be self-disciplined and capable of accomplishing the assignment with the help of supervision.
Also, the leadership can provide the hand-off approach to help them in maximizing their own leadership skills.
Providing the Opportunity Shine
There are times when the members of the team might have better skills and experience to perform certain tasks.
However, in other leadership styles, they don’t get complete control that lets them use their experience.
But if the organization is following the leadership style, it allows complete opportunity for the team member.
This gives them time to shine while using their skills. Leadership is effective as the person who has the most talent in the specific tasks,
It gives a chance to others to use their own knowledge and skills without compromising the role of leadership for the team.
Create Independence in the Workplace Environment
There are different types of workers in the team; some of them prefer to get the suppression directly and find it easier when they are getting directly told what they should be doing. Also, to get the answers whenever they are in doubt.
Then, there are some of the members who might not like the direct supervisor.
They prefer to work independently, have the freedom to figure out the solution on their own. And also to get satisfaction can be pursued from their passion.
The style would not be very good for those who are in the former situation, but it would be effective in the latter.
Encourage Exploring More And New Ideas
Although the style sometimes can be seen as uninvolved and lazy, if the leaders apply these strategies, it can help in encouraging the individuals.
Also, it helps in encouraging innovation since the team has to approach the situation with diversity in their opinion instead of having direct orders.
They can add different perspectives, and the differences can be used for discussion, which will help the team as well as the leader to find more ways.
It also gives more opportunities to come up with new ideas and explore.
Individuals to Create Own Environment
The workers can be more productive when they feel comfortable with the working environment.
When you are following Laissez-Faire, they have opportunities where they can contribute what they have.
Also, this gives involvement to everyone in the success of the team as they contributed.
With this freedom, they can develop a unique approach. Also, it can help them as individuals as well as as a team which helps in becoming more encouraged to be passionate about work.
Generating More Individual Satisfaction
The worker has more satisfaction when they are getting success to the work they are doing.
With the Laissez-Faire style, they get the independence that allows them to complete tasks on their own and use their skills.
Also, the leadership style doesn’t support micromanagement, so the workers have to use their own ability and creativity to come up with the situation and help themselves.
As long as they have the needed tools, they can work and get the work done.
Also, the experience helps in improving stress management, and they can find happiness in work.
Provides Strategic And Skills to Leaders
Although the style is more hands-off, the modern version can be more selective in its approach.
However, the leader can have their own experience and use it to benefit their team.
Leaders can choose when and where they should be involved.
Also, making themselves available so the team can get supervision or little direction when they need it.
The experience can be helpful in taking the correct decisions and be more strategies for the leaders.
Encourages The Personal Growth
The leaders are here hands-off in the approach, so the employees have the chance to lead the work.
This helps in developing themselves and having self-growth. The leadership also allows them to be getting more understanding about what things they can do and where they need the help of others.
The leadership also focused on improving the individuals, which led to the improvement of the team.
Getting Fast Decisions Making
Since there are no leaders for micromanagement, employees can make fast decisions.
The Laissez-Faire leadership ordered the control of the employees to make their own decisions This helps in boosting the fast as well as quick decisions.
Without waiting for the leader to approve the process which sometimes can be time-wasting.
Strengthening The Team Strength
When the leader has too much authority, as well as ownership of tasks, they can risk missing out on the expertise of employees who have higher skills.
When Laissez-Faire leadership is followed, this situation can be avoided.
Also, the team has the ability to publish on each other and their strength instead of depending on the leaders.
Apart from this, the individuals highlight their strengths and improve each other, which helps the team to get better.
It also boosts confidence, and people can make their own decisions and also have a group contribution to the situation.
disadvantages of laissez-faire leadership
Well, the leadership style sure has positive sides, but for some organizations, it might not be the best approach.
It’s crucial to know what might not work for you or for your team.
Also, leadership has the following disadvantages that should not be avoided.
Downplays The Role of Leaders
With the Laissez-Faire style, there is a lack of awareness in the team.
The leaders have to play their role downplay since they have to make the hands-off approach.
Apart from this. There is little guidance that is offered from the leaders to the team, which might cause the problem as others want to take the role of leaders.
Or maybe the leaders are not qualified enough, and it can create confusion as a team might know who is playing the role of the leaders.
Due to this, it will create a leadership vacuum that can be difficult for the team to eliminate.
Reducing The Group Cohesiveness
Managers who prefer to use leadership managers can be viewed as withdrawn, weak, and uninterested. The persecuted can get shared by the team, and it can lead lack of cohesiveness over time
Some of the team members even start to consider distancing themselves, showing an uncaring attitude towards the assignment and projects.
This leads to quality of work as well as performance getting degraded.
Changes The Accountability Assigned To The Group
If the leaders are using the Laissez-Faire style, it might give the advantages of a hands-off approach, but it can also cause the delegated responsibility for failure.
Since the leaders are not directly involved in the group, the approach can be used to justify why the leaders are not in charge of the role.
This can cause the blame game that the leader might push on the team members, showing the failure evidenced and removing while retaining his own position.
Allowing leads To Not Follow Leadership
When the style is not practiced in the right way, the worst can happen, and the leaders might get the chance to avoid the responsibility of leadership.
This can lead to a situation where leaders might not make the effort to solve as well as motivate the team. Also, they can not give the application to the efforts that the team is going to make.
Refusing to uncle with the team or doing the on-premise or off-promise meeting or social gathering.
Cause The Employee To Abuse The Style
The leadership style can be little oversight as the leaders are not involved directly.
Some workers might use the opportunity to misuse the situation and gain an advantage from it.
They can submit the false paper to get more paychecks or might clock in so they can go home early and return to clock out.
When there is no supervision for them, they can choose to do whatever they want to, and this might not be the best thing for the company.
Also, the leaders can’t do something because they are delegated the work to them.
Difficult To Adapt The Situation
Well, Laissez-Faire style where the members have to complete their tasks on their own.
But it can be problematic and difficult to implement the changes within the scope of the project as it’s needed for everyone to do things on their own.
The Information about the change might be presented to everyone who is on the team.
Also, they have to make the decision if they want to implement the change.
If someone decides to do things on their own, there is nothing that can be done. Also here it can be a solution to force the employee to choose a different approach and it might be terminated.
Creating Limitation For Employees
Many people find themselves getting fired because they are working in an environment where Laissez-Faire is being followed.
The leader, when failing to provide the management, training, guidelines, and the measurement of employee skills is what will decide if the project is going to be a failure or a success.
Termination can be the way of the leaders if they fail to achieve success. This could cause legal trouble and cause the organization to go down the road.
The team might have the chance to create the pattern to create their own working environment with the leadership style.
Also, this can lead to situations that create silos.
Teams might tend to stay in their comfort zone, refusing others to be involved in the project. This can be to the extent of terms where the team can get more competitive, and this can be unhealthy.
Well, the silos can also affect the team, along with individuals who are deciding to create their environment.
When the silo is built, it can be really hard to take it down.
Poor Involvement With The Groups
The leaders might look too much to withdraw and it can lead to problems between leaders and the team.
The lack of cohesiveness can also cause other problems such as communication problems and it leads to the failure of projects.
Low Confidence To Experience Team
In case of a team does not have enough level of experience, it can be disastrous to follow the Laissez-Faire style.
It could damage their confidence in them, and the experienced team might not be able to do the projects in an effective way.
Since the guidance and involvement of leaders are less, it can put too much pressure on them to perform the task on their own.
Not One Size Fit All
Not every project is suitable for the Laissez-Faire style; it might not be good to give the approach for every project as the team is not prepared for everything.
Also, it’s appropriate for a project and not necessarily that the project can have the same effective request.
It Can Be Huge Responsibility
The style needs to fit the personality of the leaders as well as the workers who answer to the leaders.
If the members start to take advantage of the freedom that they can from the leadership style.
It will be a huge mess for the leaders to deal with it.
Perception Of Individual
Employees might feel that they are capable enough to make their own decisions, but the handoff approach, it might give the feeling that they are being neglected by them,
This also causes indifference to the construction as well as the outcomes; this can also cause a domino effect on members who might adopt the indifference on their own.
Cause Fighting For Control And Resources
In the case of following the leader, this can cause the employee to have control of executing the project on their own.
This sometimes causes behaviors that might be insecure and selfish which can result in the fight for resources.
This can cause chaos between the team members or different members.
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Carol T. Mahaffey is a certified American Author And a creator of Theleaderboy. Carol is a Self-Taught Marketer with 10+ Years of Experience. She brings her decade of experience to her current role, where she is dedicated to writing books, blogs, and articles, inspiring the world on how to become a better Leader.