Leadership Styles in Project Management

 A project will succeed based on the leadership style. The style adopted by a project manager can define the ways of team work, productivity and ultimately the achievement of a project. Various leadership approaches are suitable in different project situations and team cultures, and an experienced project manager might have to change his or her approach depending on what the project requires and the composition of the team, and the organizational structure.

The following are some of the leadership styles that are witnessed in project management:

1)Autocratic Leadership

Characteristics:

The leader is an individual decision maker and does not involve team members to contribute towards decisions.

Emphasis is laid on efficiency, direction and control.

Communication is generally downward and there is little room to collaborate or to give feedback.

When to Use:

During stressful periods and situations that have to be made under tight deadlines.

In cases where the teams involved are demanding a lot of direction and the teams involved are inexperienced or unlearned.

During a crisis or where fast and clear decisions have to be made.

Pros:

Quick decision-making and clear direction.

Good When there is not much room to make mistakes on a project or where the teams require a solid sense of leadership.

Reduces ambiguity and confusion.

Cons:

May lower morale and involvement of the team when used excessively.

Limits creativity and input from team members.

May result in excessive Turnover when team members believe they are being micromanaged or

undervalued

2)Democratic (Participative) Leadership

Characteristics:

The leader involves the team in decision making and appreciates their contribution.

Emphasizes collaboration, communication, and team problem-solving.

Final decisions are made by leaders, but it is an inclusive decision process.

When to Use:

When you require different points of view or thoughts particularly in imaginative, innovative or demanding work.

In cases when the group members are very skilled and experienced and able to make significant contributions to decision-making.

In work where there must be constant cooperation or brainstorming.

Pros:

Promotes higher engagement, satisfaction, and morale among team members.

Is able to be more creative in the solutions and ideas.

Fosters a culture of open communication and trust.

Cons:

Consultation and consensus may require more time to make decisions.

Possible to cause confusion or frustration in the case when the leader does not cope with different opinions.

The meetings and discussions take more time which may cause inefficiency in some projects.

3)Transformational Leadership

Characteristics:

Concentrates on the inspiration and motivational management of the team towards the realization of extraordinary results.

Leaders promote personal and professional development, help develop a sense of purpose and build a vision of the project success.

They are charismatic and usually role models, passionate, energetic and committed.

When to Use:

In initiatives which need innovation, vision and a lot of enthusiasm like product development or digital transformation.

When you want to get your team to get out of their comfort zone and strive harder, or when there is uncertainty.

In long term projects which demand long term motivation and commitment.

Pros:

Potentially can lead to large areas of team engagement and motivation.

Encourages creativity, innovation, and problem-solving.

Assistance in establishing a good sense of purpose and goals alignment with the project.

Cons:

May result in burnout when the leader is either too demanding or idealistic.

In a situation where expectations are too high, some team members will become alienated or overwhelmed.

Needs a charismatic leader capable of communicating an attractive vision.

4)Transactional Leadership

Characteristics:

Concentrates on organization, performance-based rewards or punishment, and expectations.

Leaders control through having clear goals, tracking progress and rewarding or punishing members of the team based on such goals.

Tends to follow routine procedures and processes.

When to Use:

In projects that involve a lot of emphasis on performance indicators, timelines or productivity.

When it is routine or repetitive and the team must be guided and supervised.

On projects that have definite deliverables and well defined structure (e.g. construction, manufacturing).

Pros:

Team members can easily know their roles because it is well structured and the expectations are clearly known.

Is capable of high productivity when it is monitored and rewarded in performance.

Suited to keep efficiency in low-complexity or routine projects.

Cons:

May restricts innovation and creativity because it is all about compliance and not initiative.

May cause motivation or participation when team members perceive that they are simply being compensated or punished as a result of performance.

Less effective with complex or dynamic projects that need to be changed.

5) Laissez-Faire Leadership

Characteristics:

The leader assumes a hands off style whereby the team makes decisions and manages itself.

Provides little controls and direction, and depends on self drive and experience of team members.

Leaders interfere when it is essential or when the team asks the leaders to help.

When to Use:

In well trained or experienced departments, which are self driven and can work on their own.

To projects where a significant amount of autonomy or flexibility is inherent in the team, e.g. research or development projects.

When the leader believes in the team and does not need to supervise them.

Pros:

Encourages innovation, autonomy, and ownership among team members.

Fosters trust and empowerment and these elements may drive high levels of morale and job satisfaction.

Applicable in teams of high expertise or in the creative work environment.

Cons:

May cause disorientation or confusion when team members are not on track or do not know goals or expectations.

Is capable of causing lost deadlines or lack of responsibility when not managed properly.

May not fit teams that require a high degree of guidance or direction.

6)Servant Leadership

Characteristics:

The leader puts consideration of the needs of the team first and then serves and supports them instead of telling them what to do.

The leaders of the type of leaders are known as servants, who pay attention to the development of the people in the team and empower their team members, creating a harmonious and moral atmosphere.

They demonstrate through action, listen and concentrate on achieving team success and not on self-interest.

When to Use:

In undertakings that require a team cohesiveness, morale and cooperation.

To leaders who desire to build long term relationships with their team members.

When the project is one where ethical values are needed or where it is aimed at impacting the community.

Pros:

Builds strong team loyalty, trust, and morale.

Promotes an atmosphere of teamwork, compassion, and accountability.

Is capable of contributing to higher team performance and growth, because team members feel encouraged and appreciated.

Cons:

Likely ineffective in contexts with a necessity to make quick decisions or to be a decisional leader.

May be perceived as having no powers or having no control in some project environments.

Needs a leader who would be sincere in serving the needs of the team, which is not always practicable in all situations.

7)Charismatic Leadership

Characteristics:

The leader uses his or her personal charisma to build inspiration and motivation among the team.

Charismatic leaders can be convincing, assured and can give life and enthusiasm to the project.

They establish emotional bonds with the team members and they develop loyalty and commitment.

When to Use:

In low tolerance, high energy projects which require a high amount of buy in and enthusiasm.

When doing change or uncertainty leadership, where team morale and motivation count.

When the project needs a robust, energetic leader to push.

Pros:

Able to make the team exceedingly committed and loyal.

Ability to drive major change or innovation with persuasive vision and energy.

Builds strong team cohesion and a sense of excitement around the project.

Cons:

Charisma and presence of the leader may be overly relied upon to make success happen.

Potentially leads to leader dependency, and weakening of team self-sufficiency in the long run.

Possibility of groupthink or failure to speak out by the followers in case the vision of the leader is overpowering.

Selecting the appropriate Leadership Style.

Project management leadership has no universal scheme. The trick is to evaluate the project requirements, group dynamics, and the organizational culture in order to find the best style. It is commonplace that project managers will blend the aspects of various styles in order to fit the evolving circumstances and needs. Good leaders understand when to change their style based on factors like team make-up, complexity of the project and project life cycle.