Authoritative leadership entails the fact that leaders point out the required direction and encourage others to embrace it. This leadership style is not as rigid as authoritarian leadership because it tells people what ought to be done while at the same time making the workers engage themselves, creating a collaborative environment.
“Authoritative leadership is a form of leadership in which leaders set a clear direction and encourage followers to meet certain goals.”
This style is usually termed as “visionary” style because leaders define goals and objectives, and delegate the responsibility of how to achieve the set goals to the followers. Thus, it enables a measure of self-organisation within the structure to help team members feel valuable and motivated.
This leadership style is defined by several key characteristics:
Authoritative leaders set objectives and goals for the future which provide guidance and purpose. It functions as a roadmap, which allows team members to visualise the overall plan to attain the final objectives. In this manner, they ensure that each task is, in fact, aligned with this vision and thus ensure everyone is working towards a common goal.
By communication, authoritative leaders motivate the subordinates in a team to embrace organisational goals and objectives. They employ praise and words that create an excitement to build the need to be associated with the purpose of the organisation. It creates morale towards the achievement of set goals and mobilises a group in an attempt to succeed.
Authoritative leaders have faith in their subordinate’s abilities and do not intervene much into how the task should be performed. This freedom creates a culture of responsibility and self-fulfillment, as every team member becomes convinced that they are bringing forward their best suggestion. It allows uniqueness and efficiency in a set context.
In contrast to autocratic management, authoritative leaders offer constructive feedback that encourages growth. These help to foster skill making by identifying strength domains as well as concern aspects for growth. It promotes a firm culture that is centred on the learning and growth of staff members.
An authoritative leader is decisive and provides clear instructions removing confusion. They incorporate input but exercise discretion on what shall enable the chosen vision based on the input supplied. This creates confidence and ensures the functioning of the team and proceeds to the next step in a systematic manner.
There are several advantages in adopting this style:
Encourages Creativity: It is useful when a project requires innovative solutions to pave the way while not constraining and limiting how to achieve it.
Builds Trust and Morale: Trust leads to empowerment of those on the team, which in turn enhances morale and commitment of the team to its work.
Increases Productivity: Cohesion increases efficiency because individuals understand what is expected of them and have assurance they need to deliver those expectations efficiently.
Develops Skills: Thereby providing constructive criticism and trusting the individual to execute the task increases their capacity to do the job.
Effective Change Management: Authoritative leadership is effective during change since the leaders provide the direction of the change and the fluidity that is demanded in transition.
Despite its benefits, there are some disadvantages to this leadership style:
Not Always Suitable: This style could not be suitable for teams that require close monitoring as well as teams that are not so experienced where directive support is needed.
Dependent on Leader's Vision: When a leader lacks vision or is not aligned to the work the team does, it tends to create confusion among the workers.
Requires Strong Communication Skills: This style requires great communication and interpersonal skills as otherwise the leader may not be able to motivate or inspire.
Risk of Over-reliance: It may provide an environment in which team members overly depend on the leader to guide them on what they should do and how they should do it.
May Not Fit All Situations: This leadership style might not be very suitable in the organisation during crises because of the lack of time to consult or argue with others in important decisions.
Leadership with authority examples can be found in many successful organisations and among famous leaders:
Steve Jobs: Apple's co-founder was an example of a visionary, who clearly pointed out the tasks and expected the team to come up with solutions but did not prescribe them in detail.
Winston Churchill: During World War II, Churchill led his country through a vision and inspiration to remain determined and uncompromised.
Oprah Winfrey: In the construction of her media empire, Oprah relied on the authoritative approach and was responsible for setting a high level of standards, trusting the team and trying to make them see the same visions as she does.
This leadership style is most suitable when a team needs guidance and inspiration. Here are some situations where applying this style can be advantageous:
During Times of Change: This leadership offers continuity and security in the transitions or any organisational change.
In Creative Projects: When innovation is needed, this style can help team members to do what they like and encourage them to think out of the box.
For Long-Term Projects: Authoritative leaders then enable the management to steer the employees through intricate large-scale processes by keeping everyone’s attention on the goals.
In Skill Development Scenarios: For the purpose of team members’ training, this style provides appropriate directions and criticism necessary for growth.
In High-Performing Teams: This leadership style is also effective with experienced and self-motivated teams since the workers consider creativity in tackling tasks as a plus.
While they may sound similar, authoritative and authoritarian leadership differ significantly in their approach:
Authoritative Leadership: Dependent on motivation and coaching. Authoritative leaders provide goals and guidelines but let their subordinates have an input and they trust employees to do things their way.
Authoritarian Leadership: Authoritarian ones set activities with no or little participation of other personnel, where obedience, and strict compliance with guidelines is valued.
Authoritarian leadership is more appropriate in situations that require clear and speedy decision-making, though it may demoralise individuals and suppress good ideas. Authoritative leadership is more participative and most suitable in organisations that need change, expansion and where everyone has to be inspired to be part of the process.
Authoritative leadership can be instrumental in influencing a variety of subordinates to strive towards achieving a common goal and creating a feeling of self-direction and self-motivation. Such an inspirational approach is not appropriate in all circumstances, but the positive features of the concept in terms of creativity, the creation of trustful environments, and productivity had made it appealing to modern organisations. When or when not to use this style is critical in enhancing positive or negative performance depending on the needs of individuals in an organisation.
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What are authoritative characteristics?
Authoritative characteristics involve visionary leadership, people are skilled in communication, leaders inspire their team, they expect and trust in liberation of expertise and initiative, and leaders give out constructive criticism. Authoritative leaders provide vision to their subordinates and encourage them to work towards specific agenda of their own while providing them assistance.
What is the difference between authoritative and autocratic?
The difference between the two is that authoritative leadership is more creative as the leader offers direction, has policies and maintains the flexibility of the team as well as their input. Autocratic leadership (almost similar to authoritarian leadership) is very formal with the leader making all the decisions for the whole team and the team has no say.