Democratic leadership is a mighty tool in providing participation as well as inclusion in most areas, but perhaps particularly in decision-making. I have used this tool successfully in leadership positions for decades, and this article explains why it is important and how to do it. But first, a quick intro to this leadership style from

Democratic Leadership, also known as participative leadership, is an incredible leadership style. However, leaders struggle with actually building the diversity and multiplicity of perspectives to provide the right environment for joint decision-making and many other cornerstones of Democratic Leadership. This article contains guidance on how to achieve this, based on key principles I have used

Although democratic leadership strives for consensus, it should never be a requirement since a consensus culture can lead to some disadvantages of the democratic leadership style. This article outlines a few approaches to building consensus with democratic leadership, all tried and tested by me personally during my CEO career. Let me start with a short

Democratic leadership is one of the most empowering leadership styles available. I have seen how truly empowered teams can sometimes become more effective in the absence of the leader during my CEO career, believe it or not! If you want team productivity to stay solid without the presence of the leader, then democratic leadership is

Democratic leadership seems easy and straightforward on the surface, but implementing this leadership style well is more difficult than that. This article contains seven steps to implement democratic leadership in your team that I have used many times during my management career. For starters, here is a short summary of the style from the main

As a senior leader with CEO experience, I always strive for resonant leadership which boost performance, engagement and many other things in a team. Based on research, Resonant leadership has proven to increase performance of individuals and entire teams, and as a consequence, true resonant leaders often receive higher salaries than their opposites, discordant leaders.

I have seen plenty of problems with this ineffective leadership style during my CEO career. Laissez-Faire leadership has several times been proven ineffective and should hence be avoided. It is entirely possible to delegate in a good, empowering, and effective manner while using other, more effective leadership styles. Laissez-faire leadership is a hands-off leadership approach

During my CEO career, I have mostly seen problems with this ineffective leadership style. However, as with all leadership styles, laissez-faire leadership also has its benefits, which I will explain in detail in this article. Laissez-faire leadership is a hands-off leadership approach where team members make all the decisions. Laissez-faire leadership leads to low productivity

Before we get to the list of famous laissez-faire leaders, I want to give you a quick overview of this leadership style, which is a summary of our main article on laissez-faire leadership. Laissez-faire leadership is a hands-off leadership approach where team members make all the decisions. Laissez-faire leadership leads to low productivity and a

Laissez-faire leadership is considered one of the least effective leadership styles, which I can attest to with my CEO career experience. This article provides a few pointers on how to be effective as a laissez-faire leader, although selecting another leadership style would be a far better option. The following explanation of laissez-faire leadership is taken