Haris Ahmed from Chicago Talks About Autocratic and Participative Leadership

Whenever Haris Ahmed, owner of Chicago-based management consulting firm Pragmatium Consulting, Inc., talks to leaders of organizations, one of the things he discusses with them is their leadership style. Do they lead with an iron fist, or are they more focused on fully immersing themselves with the tasks at hand, working closely together with the members of the organization? The answer to these questions gives Haris a good idea about the person’s style of leadership, and enables him to identify factors that are negatively impacting the organization’s overall performance.

The two most common leadership styles he often comes across are Autocratic and Participative; two styles with very opposing views. One is geared towards leading by order and the other is more focused on leading by example. Which one are you?

Autocratic

Briefly, this style of leadership gives management the full power to decide on all matters without seeking inputs from the members of the team. Whatever management says goes, and whatever they order stays—for as long as they want to. Changes occur only when they do so wish and rules should not be questioned, bent, or broken.

For some, this leadership style works for them because they thrive under direct supervision. This won’t work for everyone though; creatives are likely to feel that this style suppresses their voice and individuality, and their output may not be as good as they’d hoped them to be. They only follow because it’s part of their job, and nothing more. In other words, their performance is dictated by numbers and their obedience arises from the need to have a stable job to pay for living expenses.

Participate

This leadership style is the exact opposite of the one mentioned above. Here, every member of the team has a voice. They are confident that their input will be heard and integrated into the decision-making process, making them feel appreciated, important, and truly part of the whole organization. And while the final decision ultimately falls on the shoulders of the leader, the input from the organization’s members and the leader’s colleagues and peers were factors that contributed to it.

On the part of the team members, since they feel more appreciated and valued, they are more likely to perform at their peak and enjoy doing it. In most cases, members of the team stay because of the leader; they thrive and grow under this person’s leadership and they value the training and experience they’ve gained.

Additionally, this type of leadership hones future leaders.

Sometimes, when a management consultant like Haris Ahmed of Chicago, is sought by an organization, it is because there are elements in its leadership that are not working anymore. And transformation or a change of leadership may be in order.

But whether or not the services of a management consultant are hired by an organization, it all boils down to one thing: the leadership style should be carefully reviewed, and where necessary, changed to lead the organization towards a more positive direction.

For questions about this post, please feel free to leave Haris a comment below. You are also encouraged to get in touch with Haris Ahmed for his Chicago management consulting services.