Advertising
Advertising

Mastering the Democratic Leadership Style (How-to Guide)

Mastering the Democratic Leadership Style (How-to Guide)

A common myth of leadership is that the company executive is the most important person in an organization. Perhaps you can understand why this myth exists. The CEO is paid the most, has superb benefits, and receives the lion share of praise (at least when things are going well). The CEO is also the most visible person in many organizations.

While the leader may be the most visible, the most important people are often behind the scenes. We benefit from their work even if we cannot see their hands working. We enjoy the fruits of their labor, even if we never know their names. Good leaders know that their secret sauce is not only in their unique skillset, but in the people they have around them.

Leaders who appreciate the contributions of others and believe that those contributions greatly benefit the company are more likely to embrace a democratic leadership style.

What is Democratic Leadership?

The democratic leadership style is one that values participation and inclusion of all team members. Rather than allowing a select group of people, or the CEO, to make all decisions, the democratic leader creates systems and processes to solicit and implement input from others. While the leader retains final decision-making authority, the individual prioritizes inviting and receiving team members’ perspectives.

In a 2016 article, Tamara Lytle notes why it is so crucial to solicit input from one’s team:

“Effective leaders pay close attention to what workers have to say and then act on the feedback, according to the 2016 Trends in Global Employee Engagement report from Aon. That’s one of the reasons annual employee surveys are being increasingly replaced or augmented by quarterly or monthly pulse surveys and performance conversations are occurring more frequently. Not only does a comprehensive approach to listening help an organization pinpoint and quickly address problems, it makes people feel valued.”[1]

Leaders committed to the democratic leadership style understand that their organizations rise and fall with the people they have around them. And the best way to encourage employees to give their all is to listen to them and make space for their contributions. Leaders who embrace the democratic leadership style understand that they need not be the smartest person in the organization, the smartest person at all times, or the person with all the answers.

A part of their job is having the discernment to hire great people and the wisdom to create the conditions for those people to thrive. Part of creating the conditions for success includes creating checkpoints to gather team members’ perspectives. This is best done via the democratic leadership style.

The Benefits of Democratic Leadership

In organizations where the democratic leadership style is used, employees are more productive, have higher morale and report higher levels of engagement. This is to be expected because all of us react positively when our opinions are welcome and when we have an opportunity to make our voices heard. If we feel our input is unwanted, we shut down.

Employees will eventually stop sharing feedback if they believe their feedback isn’t wanted or won’t be acted upon. In fact, one key to employee ownership in decisions and outcomes is first making space to consult employees.[2]

Common Challenges of Using Democratic Leadership

Given the benefits of this style, one may rightly question what keeps leaders and teams from using it. What holds companies back from adopting the democratic leadership style? I believe three factors get in the way of the democratic leadership style.

Ego

The democratic leadership style is about shared power and individual agency. Everyone, regardless of title or tenure, has an opportunity to contribute to organizational decisions in workplaces where leaders use the democratic leadership style.

Advertising

For leaders who believe that they must be at the center, controlling the outcomes of decisions big and small, the democratic leadership style conflicts with their ego. Their ego conveys an overinflated sense of importance, and that sense of importance causes them to undervalue the contributions of others.

If leaders do not identify and check their ego when it shows up, the democratic leadership style can never thrive. If leaders feel that they are diminished when others shine, they will not invest in this crucial leadership style.

Crisis Management Mode

I won’t say all bets are off during a crisis, but it is not always possible to operate one’s usual playbook during times of crisis. A crisis is anything that takes one off purpose and off message. The leadership styles appropriate during a crisis may be the autocratic style, where teams benefit from receiving clear direction and directives.

The autocratic leadership style is effective when leaders do not have the luxury of polling everyone in every department before acting. In a crisis, when time is of the essence and team members expect guidance from their supervisor, the democratic leadership style may not work. Also, when organizations move from one crisis to another, either from a lack of strategic planning or out of sheer necessity, leaders may skip gathering feedback from their colleagues and team members.

Failure to Plan

If leaders want to use the democratic leadership style, they must plan for it by building in time to include the perspective of others. That means that the timeline for innovating, launching new products, and evaluating product performance must include time for input.

Regardless of how pressed for time an entity may be, leaders cannot forsake the step of gathering input on the campaign’s direction, impact, and post-launch. When projects are fast-tracked, employee input is sacrificed. But the democratic style cannot happen without time and planning.

Advertising

How to Implement Democratic Leadership

There are two main factors that go into a democratic leadership style. These will help you begin to implement it in your own workplace.

Place Value on Participation

Considered one of the most effective leadership styles, the democratic leadership style is an approach that shuns top-down directions in favor of information that flows vertically and horizontally. Far from an executive who doles out orders for others to follow, democratic leadership values participation and involvement from all persons on the team. One’s title doesn’t need to be a deterrent, because people at all levels of the organizational hierarchy have an opportunity to share input.

Allow Input from Everyone

The democratic leadership style could look like consulting team members before making a crucial hire and allowing staff to give input on areas within their scope of work and outside of it. Input isn’t reserved for people with the fanciest titles. It’s wanted from everyone.

4 Essential Qualities of Democratic Leaders

While we now understand what inhibits the democratic leadership style, it is worth exploring the qualities of democratic leaders.

1. Confidence

Democratic leaders are individuals with the capacity to share power. They are confident in their abilities, and that confidence keeps them from feeling diminished when other people excel.

2. Curiosity

Democratic leaders are curious by nature. When things don’t go as expected, their knee-jerk reaction is curiosity not judgment. They are genuinely interested in the why behind failure, rather than the who. Their curiosity inspires them to solicit input from others.

Advertising

3. Ability to Delegate

In addition to being curious, democratic leaders delegate. If there are 10 things on their to-do list, they find a way to outsource seven of those things. They understand that delegating is a way to provide leadership opportunities for others while enabling themselves to focus on other matters.

4. Being Intentional

Finally, democratic leaders are intentional. They make an intentional practice of listening to everyone, regardless of title. They are as intentional about acquiring the perspective of others as they are about any other leadership priority. The people around them see and feel this intentionality.

Final Thoughts

Democratic leadership is a strong tool that can be weilded in order to improve team motivation, employee job satisfaction, and company production. When input is given from everyone on a team, trust and productivity both grow.

More Tips on Leadership

Featured photo credit: Dylan Gillis via unsplash.com

Reference

[1] Society for Human Resources Management: 7 Tips to Increase Employee Engagement without Spending a Dime
[2] International Journal of Development Strategies in Humanities, Management and Social Sciences: Democratic Leadership Style and Organizational Performance: An Appraisal

More by this author

Jennifer R. Farmer

An author and trainer specializes in helping socially-conscious entrepreneurs, celebrities and activists

How to Influence People and Make Them Feel Good How to Be a Good Leader and Lead Effectively in Any Situation How to Set Stretch Goals and Keep Your Team Motivated 5 Types of Leadership Styles (And Which Is Best for You) 16 Good Habits of Happy and Successful People

Trending in Leadership

1 How to Influence People and Make Them Feel Good 2 How to Be a Good Leader and Lead Effectively in Any Situation 3 4 Things Every True Leader Wants You to Know 4 20 Essential Leadership Qualities Of A Great Leader 5 10 Leadership Lessons From Inspiring Leaders In History

Read Next

Advertising
Advertising
Advertising

Last Updated on March 23, 2021

Manage Your Energy so You Can Manage Your Time

Manage Your Energy so You Can Manage Your Time

One of the greatest ironies of this age is that while various gadgets like smartphones and netbooks allow you to multitask, it seems that you never manage to get things done. You are caught in the busyness trap. There’s just too much work to do in one day that sometimes you end up exhausted with half-finished tasks.

The problem lies in how to keep our energy level high to ensure that you finish at least one of your most important tasks for the day. There’s just not enough hours in a day and it’s not possible to be productive the whole time.

You need more than time management. You need energy management

1. Dispel the idea that you need to be a “morning person” to be productive

How many times have you heard (or read) this advice – wake up early so that you can do all the tasks at hand. There’s nothing wrong with that advice. It’s actually reeks of good common sense – start early, finish early. The thing is that technique alone won’t work with everyone. Especially not with people who are not morning larks.

Advertising

I should know because I was once deluded with the idea that I will be more productive if I get out of bed by 6 a.m. Like most of you Lifehackers, I’m always on the lookout for productivity hacks because I have a lot of things in my plate. I’m working full time as an editor for a news agency, while at the same time tending to my side business as a content marketing strategist. I’m also a travel blogger and oh yeah, I forgot, I also have a life.

I read a lot of productivity books and blogs looking for ways to make the most of my 24 hours. Most stories on productivity stress waking up early. So I did – and I was a major failure in that department – both in waking up early and finishing early.

2. Determine your “peak hours”

Energy management begins with looking for your most productive hours in a day. Getting attuned to your body clock won’t happen instantly but there’s a way around it.

Monitor your working habits for one week and list down the time when you managed to do the most work. Take note also of what you feel during those hours – do you feel energized or lethargic? Monitor this and you will find a pattern later on.

Advertising

My experiment with being a morning lark proved that ignoring my body clock and just doing it by disciplining myself to wake up before 8 a.m. will push me to be more productive. I thought that by writing blog posts and other reports in the morning that I would be finished by noon and use my lunch break for a quick gym session. That never happened. I was sleepy, distracted and couldn’t write jack before 10 a.m.

In fact that was one experiment that I shouldn’t have tried because I should know better. After all, I’ve been writing for a living for the last 15 years, and I have observed time and again that I write more –and better – in the afternoon and in evenings after supper. I’m a night owl. I might as well, accept it and work around it.

Just recently, I was so fired up by a certain idea that – even if I’m back home tired from work – I took out my netbook, wrote and published a 600-word blog post by 11 p.m. This is a bit extreme and one of my rare outbursts of energy, but it works for me.

3. Block those high-energy hours

Once you have a sense of that high-energy time, you can then mold your schedule so that your other less important tasks will be scheduled either before or after this designated productive time.

Advertising

Block them out in your calendar and use the high-energy hours for your high priority tasks – especially those that require more of your mental energy and focus. You also need to use these hours to any task that will bring you closer to you life’s goal.

If you are a morning person, you might want to schedule most business meetings before lunch time as it’s important to keep your mind sharp and focused. But nothing is set in stone. Sometimes you have to sacrifice those productive hours to attend to other personal stuff – like if you or your family members are sick or if you have to attend your son’s graduation.

That said, just remember to keep those productive times on your calendar. You may allow for some exemptions but stick to that schedule as much as possible.

There’s no right or wrong way of using this energy management technique because everything depends on your own personal circumstances. What you need to remember is that you have to accept what works for you – and not what other productivity gurus say you should do.

Advertising

Understanding your own body clock is the key to time management. Without it, you end up exhausted chasing a never-ending cycle of tasks and frustrations.

Featured photo credit: Collin Hardy via unsplash.com

Read Next