Do what you want, but do it right… This would be the basic principle of the Laissez-Faire type of leadership. If authoritarian leadership is about rigid control and strict rules in a work environment, laissez-faire leadership is the complete opposite.
The term is French and translates as: "let it be" or "leave alone." Leaders who subscribe to this style believe in building capable teams and then letting them work. Employees are trusted to perform work in a way that makes sense to them.
Workers have the utmost freedom of choice as to how they approach workplace projects and duties, and in a traditional sense, leaders are absent from employees' work lives. However, like many other leadership styles, the leader can still make important decisions.
Laissez-Faire Leadership Core Principles
Next we are going to tell you some of the most important principles of this type of leadership so that you better understand what it is.
5 Top Principles of Laissez-Faire Leaders
- A strict hands-off approach. Laissez-faire leaders are there to give their workers the tools they need to solve their own problems. They do not try to push the group in a particular direction, but allow them to create their goals and criteria for decision making.
- Teaching and support. Leaders leave a lot of responsibility in the hands of their workers. As a result, they are very concerned about the experience and educational level of the employees. Thus, many laissez-faire leaders will take on the support role and provide the training, educational opportunities, and resources that workers need to make and make decisions.
- Trust those who hired. Laissez-faire leaders are lax in their approach, but this should not be confused with carelessness: They care deeply about team direction and show it by hiring the best people for the job. They look for those with specialized experience in the tasks they will be assigned. Therefore, these leaders feel that they have a team that they can trust because they have handpicked the talent at hand.
- Decisions are left to the employees. Laissez-faire leaders recognize the importance of hiring the right people because those people will make the decisions about how they work. Leaders take on the role of support and help employees meet to consult with each other or others about decisions. They act as consultants and mentors when necessary.
- Comfortable with bugs. Laissez-faire leaders establish an environment of creativity where it is okay for employees to make mistakes in the pursuit of innovation. Employees feel comfortable knowing that they can freely pursue innovation, as they will not be reprimanded for mistakes. Instead of everything resting on "getting it right," the atmosphere shifts to learning.
The Qualities of Laissez-Faire Leaders
Not all leaders or senior positions in companies serve this type of leadership. It takes courage for it.
People who are capable of carrying out this type of leadership share certain qualities that make them valid:
- Laissez-faire leaders are good at showing compassion and keeping the big picture in perspective.
- They are resourceful and creative in how they approach situations.
- They are good at using what they have, leveraging technology, and creatively solving problems.
- These leaders are great for team building. They look for the best and the brightest and do their part by examining whether someone would work in their environment.
- As a result, they can take a page from the charismatic leader to inspire others to want to be a part of what they are doing.
En general, laissez-faire leaders are confident and thoughtful people that bring those qualities to leadership.
The Advantages and Disadvantages of Laissez-Faire Leadership
The qualities of this leadership style can seem positive, especially to employees. HoweverThere are some elements that leaders and their subordinates should consider if they decide to implement this style.
The advantages
Give employees a chance to be successful. This leadership style allows them the opportunity to show what they can do.
If you have always wanted to try a new idea, or collaborate on a particular project, this style gives them the opportunity to do so. The main advantages are:
- A liberating atmosphere. Employees value the autonomy of the workplace. Bosses trust their employees to allow them to control their work environment. For highly skilled employees who are dedicated to the work they do, this leadership style can be a great way to recognize their talents.
- It can facilitate new ideas. The company can benefit significantly from laissez-faire leadership. If employees have the opportunity to be creative and come up with new ideas, this can benefit the organization. These ideas can help promote better processes, policies, or a more streamlined work environment for everyone. Giving highly talented people the opportunity to stop their regularly scheduled workday to solve problems can benefit everyone.
- Free the leader to focus on other issues. If leaders don't always have to keep an eye on employees and provide constant guidance, then they can get involved in other pertinent matters. Leaders who micromanage may not be able to fulfill the managerial duties that need their attention. Laissez-faire leaders avoid this problem by allowing employees to handle the work they need so they can handle more pressing situations.
- Faster decision making. Since there is no micromanagement, workers don't have to wait for management feedback on every little step. In a fast-paced work environment, this means that the frustration of needing a "yes" from everyone is non-existent.
The disadvantages
As in everything, this type of leadership, which a priori seems that all are advantages, also has a series of disadvantages that must be taken into account.
- Lack of role clarity. There may come a time when employees don't know what is expected of them. If you are starting a new project, a laissez-faire leader may not provide all the details necessary to get teams started. Therefore, employees can become frustrated with not being aware of what they are supposed to achieve.
- Not everyone may be able to handle the responsibility of this style. Some workers can take advantage of this method and loosen or miss critical deadlines. Others may not break the rules, but they need more guidance than they are given. Laissez-faire leaders can only work with a specific personality type that is comfortable with this way of working. Not all are worth it.
- Indifference. Considering that leaders do not care about work due to their lack of participation in everyday events, workers could adopt the same attitude. Laissez-faire leaders might seem indifferent and unconcerned about the events they are supposed to handle. It is important for a successful laissez-faire leader to maintain a healthy level of involvement, usually by providing guidance and advice.
- An increase in conflict. Without a guiding voice, different groups of employees could become involved in interdepartmental conflicts. Employees can begin to act in their own interest and start fighting for resources. Without something to handle these disputes, departments could begin to descend into chaos.
- Lack of responsibility. While these leaders are supposed to take responsibility for the group, some may use this as a means of shirking their responsibility for the results. As a result, employees could bear most of the blame for unfavorable problems, making them afraid to try something new. Productive laissez-faire leadership is possible when the laissez-faire leader takes responsibility and accepts mistakes.