July 28th, 2012 Democratic Leadership
The democratic leadership style is also called the participative style as it encourages employees to be a part of the decision making. The democratic manager keeps his or her employees informed about everything that affects their work and shares decision making and problem solving responsibilities. This style requires the leader to be a coach who has the final say, but gathers information from staff members before making a decision.
Democratic leadership can produce high quality and high quantity work for long periods of time. Many employees like the trust they receive and respond with cooperation, team spirit, and high morale.
Typically the democratic leader:
–Develops plans to help employees evaluate their own performance
–Allows employees to establish goals
–Encourages employees to grow on the job and be promoted
–Recognizes and encourages achievement.
Like the other styles, the democratic style is not always appropriate. It is most successful when used with highly skilled or experienced employees or when implementing operational changes or resolving individual or group problems.
The democratic leadership style is most effective when:
–The leader wants to keep employees informed about matters that affect them.
–The leader wants employees to share in decision-making and problem-solving duties.
–The leader wants to provide opportunities for employees to develop a high sense of personal growth and job satisfaction.
–There is a large or complex problem that requires lots of input to solve.
–Changes must be made or problems solved that affect employees or groups of employees.
–You want to encourage team building and participation.
Democratic leadership should not be used when:
–There is not enough time to get everyoneï¿½s input.
–It's easier and more cost-effective for the manager to make the decision.
–The business canï¿½t afford mistakes.
–The manager feels threatened by this type of leadership.
–Employee safety is a critical concern.