Exploring Leadership Styles in Real Project Situations

Not every leader is same. You might notice in some companies, leaders act like friends. In other places, the leader talks less, just gives tasks and expects results. This difference is not random. It’s because of different leadership styles.

In project management, how a leader behaves with the team can change everything — team mood, speed of work, and even project success. That’s why PMBOK (Project Management Body of Knowledge) talks about these styles in clear way. Knowing about them helps not only project managers, but also team members to adjust and work better.

This article explains the key leadership styles in PMBOK, with some honest thoughts from real-world experience.

What Are Leadership Styles?

Leadership style means how a person leads. Not only giving orders, but how they guide, support, and make decisions. It’s like their natural method of leading.

One leader may always ask team’s opinion before deciding. Another one may just decide alone and expect everyone to follow. These are examples of different leadership styles.

PMBOK describes several styles that leaders use depending on the situation. Some styles fit fast projects, others work better for slow, detail-heavy ones.

Let’s look at each style clearly, with simple words and ideas.

1. Laissez-Faire Style – When Leader Steps Back

In this style, leader gives full freedom to the team. Team members choose how to work, when to meet, and how to solve problems. The leader is like a supporter in background, not interfering too much.

This works well if team is skilled and responsible. For example, in software teams or creative agencies, where people don’t like micromanagement, Laissez-faire works perfectly.

But if the team needs more structure, this style can create confusion. There may be delay or loss of direction because no one is really leading.

Still, among all leadership styles, this one gives most freedom and trust to the team.

2. Transactional Style – Work, Reward, Repeat

This style is based on clear system: leader sets task, team does it, and gets reward or feedback. It’s like business deal — you do good, you get praise or bonus. If not, you get correction or warning.

This is helpful in projects where things are repeated, like manufacturing or operations. It gives structure, and people know what to expect.

But in long-term, team may feel bored or not creative. They might only do minimum work to get reward, not because they care. That’s a limit of this leadership style.

3. Transformational Style – Inspire and Lead Change

This one is more emotional. Leader tries to inspire team to go beyond what they thought possible. There is passion, vision, and personal connection.

It works best in big changes, new company goals, or when team is tired and needs motivation.

Transformational leaders don’t only give tasks — they talk about dreams, values, and goals. It builds energy in team.

Among all leadership styles, this one has deep emotional effect, but also needs leader to be strong communicator and really care about people.

4. Servant Leadership – Leader Works for Team

This style sounds simple, but it’s deep. Leader doesn’t act like boss. Instead, they serve the team — listen to their problems, support growth, and remove roadblocks.

It builds trust and loyalty. Team feels respected, and works harder.

In agile teams or non-profits, this is common. But in crisis moments, servant leaders may struggle if quick decision is needed.

Still, this is one of the most people-friendly leadership styles.

5. Democratic Style – Decisions by Discussion

In this style, team members have strong voice. Leader asks for input, listens to ideas, and then makes decision. Everyone is part of process.

This increases engagement, and team feels ownership of the project. It’s slower, yes, but often leads to better-quality decisions.

Democratic leadership works great when team has diverse knowledge or when project needs creativity.

But in emergencies or tight deadlines, it can slow things down. A mix of styles may be better in such cases.

6. Autocratic Style – Fast, Top-Down Decisions

Opposite of democratic. Leader makes all decisions, gives tasks, and expects fast action. Team has very little say.

This works in high-risk situations where wrong move can cost a lot. For example, military projects or strict compliance industries.

But used too much, it kills creativity and makes people feel like robots. Still, it remains one of the strong leadership styles when speed and control are more important than freedom.

7. Charismatic Style – Lead by Personality

This leader has charm, confidence, and strong energy. People follow not because they have to, but because they want to. The leader’s personal energy drives the team.

This is helpful when team is low in morale or when launching big vision. But it depends too much on one person. If leader leaves, team may collapse.

Charismatic leadership can be inspiring, but should also be supported by real skills and not just personality.

Mixing Leadership Styles – Real Leaders Do This

In real life, no leader sticks to one style only. A good project manager knows when to be firm, when to listen, and when to stay quiet. Sometimes, being Laissez-faire is perfect. Other time, you need transactional control.

PMBOK supports this flexible approach — adapting style based on people, environment, and urgency.

If team is mature, give them space. If team is new, give them structure. Leadership is not about ego. It’s about helping project succeed and people grow.