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The role of every leader is to share the vision and get the right things (strategies) done (executed) right through people. How a leader gets the right things done right through people defines his/her leadership style.

Leadership styles refer to the behaviors demonstrated by leaders to influence, motivate and direct their people. The choice of leadership styles is a strategy. It is the key element in determining work culture.

The main leadership styles in management are directive and facilitative. Each has its advantages and disadvantages. Deciding which leadership style is best depends on the overall goals of the organization, the people, the work environment, and the situation.

Directive leadership focuses on giving instructions and orders to others. It is more appropriate in situations where people lack motivation or skills and in situations where time is pressured, and control is crucial. Directive leadership is required to get the job done; however, it can create an environment of fear and discourage innovation as boundaries are firmly set.

Facilitative leadership focuses on building strong relationships and trust with people and helping them reach a consensus and make decisions on their own. Facilitative leadership is more effective in situations where people are motivated and skilled, as it enables them to leverage their skills to achieve goals.  It also allows for creativity and innovation because people are encouraged to share their ideas. Generally, facilitative leadership brings about engagement and motivation because people have a say in how things are done and feel they are a part of the decision-making process. However, a facilitative leader may have difficulty making decisions where necessary as they prefer group input and agreement.

Facilitative leadership cultivates a collaborative culture where people’s potential is unleashed, and people are engaged

It is important for leaders to be aware of the needs of the team and the organization at each stage and be able to adapt their style accordingly. In my view, facilitative leadership, ultimately, is a great strategy for an organization that thrives for long-term sustainable success through people and innovation. This is because facilitative leadership aims at unlocking people’s capabilities to achieve results on their own, delegating power to people and allowing them to do, learn and get credit for the success

To me, many qualities of a facilitative leader are similar to those of an executive coach. The good news is these qualities can be developed through practice. Both a facilitative leader and an executive coach demonstrate authenticity and possess emotional intelligence. They both use active listening skills which include paraphrasing, summarizing, reflecting, and questioning. They create a safe space and encourage discussions, draw out others’ opinions in a non-judgmental manner, help people reflect on their experiences, and capture learnings. They are flexible, open to ideas, and willing to adjust.

In some organizations, such as KFC, leaders are called ‘coaches’ instead of ‘line managers’ due to the great impact they can make on the people and the organization through their leadership style. Facilitative leadership cultivates a collaborative culture where people’s potential is unleashed and people are engaged. However, the organization and its people must be ready for this type of leadership. Otherwise, it might create chaos.  Choosing a leadership style in a situation is, therefore, by design, and that’s why it’s a strategy, not simply a leader’s preference.