Laissez-Faire Leadership
Laissez-faire is a style of leadership that affords the group members a great deal of independence. Tasks are delegated to the group members and they are responsible to see the project through to fruition. Research has shown that this style of leadership leads to the lowest levels of productivity. This article explains this style and covers the implications of having a hands-off approach and the situations where this style could be effective.
What is Laissez-Faire Leadership?
This French phrase means "leave it be," and it describes leaders who allow their people to work on their own. The laissez-faire leadership style was first described by Lewin, Lippitt, and White in 1938, along with the autocratic leadership and the democratic leadership styles. The laissez-faire style is sometimes described as a "hands-off" leadership style because the leader delegates the tasks to their followers while providing little or no direction to the followers. It allows followers a high degree of autonomy and self-rule, while at the same time offering guidance and support when requested.
Characteristics of Laissez-Faire Leadership:
1. Leaders don't interfere; they allow people within the team to make many of the decisions. Laissez-faire leaders allow followers to have complete freedom to make decisions concerning the completion of their work
2. This behavior can arise because the leader is lazy or distracted. This type of leadership can also occur naturally when managers don't have sufficient control over their work and their people. This is where this approach can fail.
3. The laissez-faire leader using guided freedom provides the followers with all materials necessary to accomplish their goals but does not directly participate in decision making unless the followers request their assistance. They provide team support with resources and advice if needed, but otherwise don't get involved.
Situations Where Effective:
- Followers are highly skilled, experienced, and educated. This works well when the team is highly capable, is motivated, and doesn't need close supervision.
- Followers have pride in their work and the drive to do it successfully on their own.
- Outside experts, such as staff specialists or consultants are being used.
- Followers are trustworthy and experienced.
- This leadership style can be effective if the leader monitors performance and gives feedback to team members regularly.
- It is most likely to be effective when individual team members are experienced, skilled, self-starters.
- The main benefit of laissez-faire leadership is that giving team members so much autonomy can lead to high job satisfaction and increased productivity.
Situations where NOT Effective:
- Followers feel insecure at the unavailability of a leader.
- The leader cannot or will not provide regular feedback to their followers.
- If the leader withdraws too much from their followers it can sometimes result in a lack of productivity, cohesiveness, and satisfaction.
- The downside is that it can be damaging if team members don't manage their time well or if they don't have the knowledge, skills, or motivation to do their work effectively.
Conclusion:
Depending on the group members that you have, Laissez-faire leadership may or may not be appropriate. The style is largely a "hands-off" view that tends to minimize the amount of direction and face time required. Laissez-faire leadership is not a good fit for individuals that require a good amount of supervision or who are new to a job, but it can work great among experienced professionals who do not require supervision. This style may impact safety concerns, productivity levels, and worker satisfaction.
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