As an HR Director or retail executive of an organisation, you are often faced with challenges when it comes to adapting to different leadership styles. Strictly sticking to one style of leadership may seem like the safe option, and it can also reduce the effort that you have to make when already needing to negotiate a busy schedule. However, there is a need to learn to develop a flexible approach so that you can easily adapt to flexible to certain situations and inevitable contingencies experienced in the workplace. There are also certain behaviours you may need to adopt when under pressure. Here a few of the leadership styles you can apply: 

Autocratic leadership 

Also referred to as authoritarian or dictatorship, this type of leadership makes you the centre of everything. You expect to make decisions solely with or without approval from your subordinates, and you expect that they will promptly implement your commands. Applying this sort of leadership could make you seem arrogant, inconsiderate, and outright selfish, especially if you are younger than your subordinates. However, there are times, such as during a crisis, when tough and immediate choices have to be made, and there is no time for consultation. These times call for you to be steadfast and trust that your decision is best for everyone. In contemporary society, autocratic leadership is not common, and so it should only be used in extremely pressurised situations. 

Democratic leadership 

Here, your decision making involves your subordinate’s opinions and input. You make the final decision after considering contributions from other members of staff. This leadership style upholds fairness and encourages creativity, intelligence, competence, and honesty. Your employees will feel that they can approach you without fear because you allow them to do so, and you will probably tell a joke or two. However, it is crucial to clearly define staff boundaries so that such a privilege is not misused. Sometimes, democracy makes you appear weak, uncreative, and incapable of sole leadership. The rebellious staff may take advantage of such times to enforce their interests. While democracy requires that you listen to all, such are the situations that call for a different type of leadership. 

Transformations leadership 

Change is inevitable in any organisation, and this is where transformations leadership comes in. It involves encouraging the masses to support your idea of change and seeking their support. You can also use this to motivate staff into achieving goals that seem way beyond them. This kind of leadership empowers staff and improves your organisational performance. As you are likely to be met with some resistance on the way, psychology is key at such a time. This means that you get to understand the reason for resistance and find ways to achieve your goal while reducing opposing forces at the same time. Nevertheless, it may be impossible to make everyone happy. It is here that you need to be resolute in decisions and follow the path that is best for your organisation and members of staff. 

Whichever the style you choose to apply, ensure there are no underlying destructive emotions that subconsciously influence your decision-making. Moreover, remaining calm and stress-free helps you better articulate your thoughts so that you can demonstrate effective leadership. Adopting these leadership techniques in the appropriate situation can help you improve your organisation and stay ahead of your competitors. As well as this, they can also help you improve yourself both as a leader and an individual.