12 Leadership Styles: Autocratic

The Style We Love to Hate...Until We Need It

Let’s be honest—every leader likes to think of themselves as a servant leader, the type of leader who puts their team first, listens to everyone’s opinions, and fosters collaboration. But when the pressure's on, and deadlines are looming, we see many leaders shift very quickly from "everyone has a voice" to "just do it my way"? It’s a classic move: when things get tough, heart-centered intentions go out the window, and the Autocratic Leader arrives on the scene, ready to take control.

Autocratic leadership may not be the style we openly aspire to, but it has its place in the leadership toolkit. While it’s often seen as the opposite of heart-centered leadership, there’s more to the story. So, let’s dive into what autocratic leadership really is, its pros and cons, when it’s best utilized, and how to ensure it doesn’t become a weapon in your leadership arsenal.

What is Autocratic Leadership?

Autocratic leadership, also known as authoritarian leadership, is a style where the leader makes decisions unilaterally, with little to no input from team members. The leader holds most of the authority and responsibility, expecting the team to follow instructions without questioning them.

In this style, the leader sets clear goals, establishes strict policies, and expects team members to comply with them without deviation. Think of it as the “my way or the highway” approach to leadership.

The Pros of Autocratic Leadership

Despite its reputation, autocratic leadership has several advantages, particularly in certain situations:

1. Quick Decision-Making: In high-pressure situations where time is of the essence, an autocratic leader can make decisions swiftly without waiting for input from others.

2. Clear Direction: This style provides clear, unambiguous instructions, which can be beneficial for teams that need strong guidance, particularly those with less experience.

The Cons of Autocratic Leadership

While there are benefits, autocratic leadership is not without its drawbacks:

1. Lack of Creativity: By stifling input from the team, autocratic leaders can miss out on innovative ideas and solutions.

2. Low Morale: Team members may feel undervalued and disrespected if their opinions are consistently ignored, leading to disengagement and resentment.

3. Dependence on the Leader: This style can create a dependency on the leader, with team members reluctant to take initiative or make decisions on their own.

4. High Turnover: Teams led by autocratic leaders may experience higher turnover rates due to the lack of empowerment and trust in their abilities.

When is Autocratic Leadership Best Utilized?

Autocratic leadership isn’t always the villain of the story—it has its place in one specific scenario…CRISIS. When quick, decisive action is required—such as during emergencies or high-stakes projects—autocratic leadership can provide the clear direction needed to navigate through chaos. The Autocrat is often the person we want to show up to hand out orders post Hurricane or Earthquake, but are happy to see leave so we can get back to the warmth of day to day normalcy.

How Autocratic Leadership Can Be Weaponized

The power of autocratic leadership lies in its authority—but with great power comes great responsibility. When misused, this leadership style can quickly become a tool for control rather than guidance:

1. Suppressing Dissent: Autocratic leaders may use their authority to silence opposing viewpoints, creating an environment where team members are afraid to speak up.

2. Micromanagement: By insisting on controlling every detail, autocratic leaders can stifle autonomy and creativity, leading to frustration and burnout.

3. Creating a Culture of Fear: If leaders consistently rely on threats or punishments to enforce compliance, it can lead to a toxic work environment where team members are motivated by fear rather than trust or inspiration.

Can You Be an Autocratic Leader and a Heart-Centered Leader?

The answer to this from leadership experts is mixed. I tend to believe this style is stifling and it certainly isn’t someone I would ever work for again. However during a crisis or high risk situation, the blend of heart-centered and autocratic could find a delicate balance for a brief period. (I’ve never seen it…but that doesn’t mean it couldn’t exist.)

A heart-centered autocratic leader is one who recognizes the need for strong direction but does so with the well-being of the team in mind. For example:

- Clear Communication: While decisions may be made quickly, a heart-centered autocratic leader takes the time to explain the reasons behind those decisions and how they benefit the team.

- Respect for Team Members: Even if input isn’t always sought, a heart-centered leader shows respect for their team’s contributions and provides support and resources to help them succeed.

- Balancing Authority with Compassion: A heart-centered autocratic leader uses their authority to protect and guide their team, not to dominate or control them.

Examples of Autocratic Leaders

Some well-known autocratic leaders include:

- Steve Jobs: As the co-founder of Apple, Jobs was known for his exacting standards and strong vision, often making decisions without consulting others. While his style could be harsh, it also led to groundbreaking innovations.

- Margaret Thatcher: The former Prime Minister of the United Kingdom, often referred to as the “Iron Lady,” led with a firm hand, making tough decisions in the face of opposition. Her leadership style was decisive, though not without controversy.

- Henry Ford: The founder of Ford Motor Company, Ford was an autocratic leader who revolutionized the automobile industry by setting strict production standards and focusing on efficiency.

Conclusion

Autocratic leadership may not be the warm and fuzzy style we associate with heart-centered leadership, but I can concede that perhaps it has its place. When used appropriately and with respect for the team, it can be an effective tool in a leader’s toolkit. The key is knowing when to use it and how to balance it with empathy and understanding.

Over the next few weeks, we’ll continue exploring other leadership styles, so stay tuned. And if you're interested in diving deeper into your leadership style or enhancing your human-centered leadership skills, contact me at leahfarmer.com or book a discovery call.

Remember, leadership is about more than just having the right answers—it’s about knowing when to lead, when to listen, and when to adapt.

Until next time,
Leah