{"id":9125,"date":"2023-08-29T14:00:43","date_gmt":"2023-08-29T14:00:43","guid":{"rendered":"https:\/\/pumble.com\/blog\/?p=9125"},"modified":"2026-04-06T10:45:08","modified_gmt":"2026-04-06T10:45:08","slug":"laissez-faire-leadership","status":"publish","type":"post","link":"https:\/\/pumble.com\/blog\/laissez-faire-leadership\/","title":{"rendered":"Laissez-faire leadership: Traits, benefits, &amp; disadvantages"},"content":{"rendered":"\n<p>If you\u2019ve ever tried to work with your manager peering over your shoulder, you\u2019re probably aware of the <strong>adverse effects of working under a <\/strong><a href=\"https:\/\/pumble.com\/blog\/stop-micromanaging-your-remote-team\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>micromanaging leader<\/strong><\/a>.<\/p>\n\n\n\n<p>You may have even dreamed of the day you\u2019ll get to work under a manager with a more hands-off approach to leadership.<\/p>\n\n\n\n<p>But, the grass isn\u2019t always greener on the other side of the fence.<\/p>\n\n\n\n<p>Though the <strong>laissez-faire leadership style is perfect for some work environments<\/strong>, it also comes with its own set of challenges.<\/p>\n\n\n\n<p>Going forward, we\u2019ll discuss:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What laissez-faire leadership is,<\/li>\n\n\n\n<li>The main characteristics of this leadership style,<\/li>\n\n\n\n<li>Real and fictional examples of laissez-faire leaders,<\/li>\n\n\n\n<li>The pros and cons of laissez-faire leadership, and<\/li>\n\n\n\n<li>What you can do to become a better laissez-faire leader.<\/li>\n<\/ul>\n\n\n\n<p>Along the way, we\u2019ll also talk about the optimal conditions for laissez-faire leadership as well as how this style of leadership compares to democratic leadership.<\/p>\n\n\n\n<p>So, without further ado, let\u2019s get started.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"600\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Laissez-faire-leadership-cover.png\" alt=\"Laissez-faire leadership-cover\" class=\"wp-image-9130\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Laissez-faire-leadership-cover.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Laissez-faire-leadership-cover-300x150.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Laissez-faire-leadership-cover-1024x512.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Laissez-faire-leadership-cover-768x384.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Laissez-faire-leadership-cover-18x9.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/figure>\n<\/div>\n\n\n<h2 id=\"what-is-laissez-faire-leadership\" class=\"wp-block-heading\">What is laissez-faire leadership?<\/h2>\n\n\n\n<p>According to Cynthia Mathieu\u2019s 2021 book <a href=\"https:\/\/www.goodreads.com\/book\/show\/54894012-dark-personalities-in-the-workplace\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Dark Personalities in the Workplace<\/em><\/a>, laissez-faire leadership is exemplified by the <strong>conspicuous absence of leadership <\/strong>and the leader\u2019s <strong>reluctance to intervene<\/strong>.<\/p>\n\n\n\n<p>After all, the <strong>French term \u201claissez-faire\u201d<\/strong> literally <a href=\"https:\/\/www.merriam-webster.com\/dictionary\/laissez-faire\" target=\"_blank\" rel=\"noreferrer noopener\">translates to \u201c<em>let do<\/em>\u201d<\/a> \u2014 i.e. <em>\u201clet the people do as they choose.\u201d<\/em> Alternatively, for a more natural translation, we can go for: <em>\u201clet it be.\u201d<\/em><\/p>\n\n\n\n<p>In any case, that means that leaders who take this approach tend to be pretty <strong>hands-off<\/strong> <strong>when it comes to managing their teams<\/strong>. Instead of offering support or encouragement, they may:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Avoid giving feedback and<\/li>\n\n\n\n<li>Delay making decisions.<\/li>\n<\/ul>\n\n\n\n<p>In her book, Mathieu notes that laissez-faire leadership is <strong>one of the 3 styles of leadership<\/strong> that make up the <a href=\"https:\/\/www.jstor.org\/stable\/resrep13849.15?seq=3\" target=\"_blank\" rel=\"noreferrer noopener\">Full-Range Leadership Model<\/a>. Proposed by researchers Bernard M. Bass and Bruce J. Avolio, the model&nbsp; consists of:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Transactional leadership,<\/li>\n\n\n\n<li><a href=\"https:\/\/pumble.com\/blog\/transformational-leadership\/\" target=\"_blank\" rel=\"noreferrer noopener\">Transformational leadership<\/a>, and<\/li>\n\n\n\n<li>Laissez-faire leadership.<\/li>\n<\/ul>\n\n\n\n<p>However, of those 3 approaches to leadership, laissez-faire is the only one that is <strong>based on a policy of complete non-interference<\/strong>.<\/p>\n\n\n\n<p>Having said that, let\u2019s talk about the main characteristics of the laissez-faire leadership style.<\/p>\n\n\n\n\n<div class=\"banner banner-dark pumble-gradient-default\">\n    <div class=\"banner-text lg:pr-[6rem]\">\n        <span class=\"h4 text-lg translation-block mb-0\">Free team communication app<\/span>\n        <p class=\"translation-block mt-1 mb-3\">Improve collaboration and cut down on emails by moving your team communication to Pumble.<\/p>\n\n        <div class=\"banner-buttons d-flex gap-4 align-items-center translation-block justify-content-center justify-content-sm-start\">\n            <a class=\"bg-white rounded px-3 py-1 text-gray-dark\" href=\"https:\/\/pumble.com\/register\" target=\"_blank\">Sign up<\/a>\n\n                    <\/div>\n    <\/div>\n\n    <div class=\"banner-image banner-image-right \">\n        <picture>\n            <source srcset=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/default@2x.png 2x\" alt=\"Illustration\"  media=\"(min-width: 1022px)\" \/>\n            <img decoding=\"async\" src=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/default.png\"  alt=\"Illustration\" \/>\n        <\/picture>\n    <\/div>\n<\/div>\n    \n\n\n\n<h2 id=\"characteristics-of-laissez-faire-leadership\" class=\"wp-block-heading\">Characteristics of laissez-faire leadership<\/h2>\n\n\n\n<p>If we looked at the laissez-faire leadership style in an unflattering light, we might say that this kind of leadership is marked by avoidance. In that sense, <strong>a poor laissez-faire leader might avoid<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Taking a stand on issues or giving feedback,<\/li>\n\n\n\n<li>Developing or rewarding followers,<\/li>\n\n\n\n<li>Making decisions, and<\/li>\n\n\n\n<li>Taking responsibility.<\/li>\n<\/ul>\n\n\n\n<p>However, in recent years, the concept of laissez-faire leadership has <strong>evolved to become a<\/strong> <strong>positive alternative to micromanagement<\/strong>.<\/p>\n\n\n\n<p>Even though laissez-faire leaders still <strong>offer minimal intervention or guidance<\/strong> and <strong>encourage employees to make decisions and solve their own problems<\/strong> independently, they also:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Provide plenty of resources and tools<\/strong> for employees to do their jobs,<\/li>\n\n\n\n<li><strong>Offer constructive criticism and feedback<\/strong> on occasion,<\/li>\n\n\n\n<li><strong>Take charge as necessary<\/strong>, and<\/li>\n\n\n\n<li><strong>Take responsibility<\/strong> for the overall actions of their employees.<\/li>\n<\/ul>\n\n\n\n<p>According to <a href=\"https:\/\/www.linkedin.com\/in\/paulbramson\/\" target=\"_blank\" rel=\"noreferrer noopener\">Paul Bramson<\/a>, a Professional Training Expert and Keynote Speaker we spoke to, <strong>laissez-faire leadership as it exists now<\/strong> is characterized by:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Limited feedback and guidance,<\/li>\n\n\n\n<li>Creative and innovative culture,<\/li>\n\n\n\n<li>Autonomous decision-making,<\/li>\n\n\n\n<li>Flexible work environment,<\/li>\n\n\n\n<li>Minimal intervention, and<\/li>\n\n\n\n<li>High trust.<\/li>\n<\/ul>\n\n\n\n<p class=\"custom-btn\"><a href=\"https:\/\/pumble.com\/register\" target=\"_blank\" rel=\"noreferrer noopener\">Share constructive feedback on Pumble<\/a><\/p>\n\n\n\n<p>Essentially, <strong>leaders have had to incorporate traits that are typically associated with other leadership styles<\/strong> to make laissez-faire leadership more effective.<\/p>\n\n\n\n<p>Though this style of leadership <strong>remains delegative at its core<\/strong>, taking a more <strong>modern approach should help you avoid the pitfalls<\/strong> some researchers associate with laissez-faire leadership.<\/p>\n\n\n\n<p>But, we\u2019ll talk more about those disadvantages of laissez-faire leadership later on. For now, let\u2019s see what this style of leadership looks like in practice.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"1460\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-101-min.png\" alt=\"LAISSEZ-FAIRE LEADERSHIP 101\" class=\"wp-image-9135\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-101-min.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-101-min-247x300.png 247w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-101-min-842x1024.png 842w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-101-min-768x934.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-101-min-10x12.png 10w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/figure>\n<\/div>\n\n\n<h2 id=\"real-and-fictional-examples-of-laissez-faire-leadership\" class=\"wp-block-heading\">Real and fictional examples of laissez-faire leadership<\/h2>\n\n\n\n<p>Now that we know some basic characteristics of the laissez-faire style of leadership, we can see why <strong>some people may not be too eager to claim the title of \u201claissez-faire leader.\u201d<\/strong><\/p>\n\n\n\n<p>Being called a transformational leader would probably be more flattering, right?<\/p>\n\n\n\n<p>But, what if we told you <strong>you could be both in different contexts<\/strong> \u2014 like Steve Jobs was?<\/p>\n\n\n\n<p>From Queen Victoria to John F. Kennedy, and even leaders outside of the political sphere, most of the people who have been associated with this style of management have had to adjust their approach depending on the situation.<\/p>\n\n\n\n<p>Having thus discovered that the <strong>laissez-faire leadership style isn\u2019t one that can ever be applied in its purest form<\/strong>, we set out to find a laissez-faire leader who really \u201cwalks the walk,\u201d as they say.<\/p>\n\n\n\n<p>That led us to explore more <strong>exaggerated laissez-faire leadership examples from movies and TV shows<\/strong>, which include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Dr. Gregory House from <em>House<\/em>,<\/li>\n\n\n\n<li>John Hammond from <em>Jurassic Park<\/em>,<\/li>\n\n\n\n<li>Chief Wiggum from <em>The Simpsons,<\/em><\/li>\n\n\n\n<li>Sansa Stark from <em>Game of Thrones <\/em>(in season 7), and<\/li>\n\n\n\n<li>Ron Swanson from <em>Parks and Recreation<\/em>.<\/li>\n<\/ul>\n\n\n\n<p>In the end, the leaders we have chosen to use as the perfect examples of laissez-faire leadership are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Warren Buffet,<\/li>\n\n\n\n<li>Paul Allen, and<\/li>\n\n\n\n<li>Ron Swanson.<\/li>\n<\/ul>\n\n\n\n<p>So, let\u2019s see how each of these people employed this style of management.<\/p>\n\n\n\n<h3 id=\"example-1-warren-buffett-ceo-of-berkshire-hathaway\" class=\"wp-block-heading\">Example #1: Warren Buffett, CEO of Berkshire Hathaway<\/h3>\n\n\n\n<p>The only way you get to be as successful as Warren Buffett has become is by <strong>knowing how to delegate<\/strong> \u2014 which is a key skill associated with the laissez-faire leadership style.<\/p>\n\n\n\n<p>Over the course of his decades-long career, <strong>Buffett\u2019s<\/strong> <strong>conglomerate holding company, Berkshire Hathaway Inc., has acquired numerous subsidiaries<\/strong>, though its primary source of income is insurance.<\/p>\n\n\n\n<p>Outside of its permanent holdings, the company also partially owns Pilot Flying J, food and drink businesses like the Kraft Heinz Company and the Coca-Cola Company, banking businesses like American Express and the Bank of America, and even the tech giant, Apple.<\/p>\n\n\n\n<p>As <strong>the person who<\/strong> <strong>oversaw many of these acquisitions<\/strong>, Warren Buffett has had to <strong>reduce his involvement in the running of these individual ventures<\/strong>, thus earning himself a spot on this list.<\/p>\n\n\n\n<p>Surrounding himself with capable and intelligent people has been the key to Buffett\u2019s successful tenure as CEO and chairman of Berkshire Hathaway.<\/p>\n\n\n\n<p>His <a href=\"https:\/\/sites.psu.edu\/leadership\/2013\/11\/10\/laissez-faire-leadership-and-warren-buffett\/\" target=\"_blank\" rel=\"noreferrer noopener\">laissez-faire approach to leadership<\/a> is, perhaps, best seen in the following quote, which was attributed to him in one of Berkshire Hathaway\u2019s annual reports:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\u201cWe tend to let our many subsidiaries operate on their own, without our supervising and monitoring them to any degree. Most managers use the independence we grant them magnificently, by maintaining an owner-oriented attitude.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n<h3 id=\"example-2-paul-allen-co-founder-of-microsoft\" class=\"wp-block-heading\">Example #2: Paul Allen, Co-Founder of Microsoft<\/h3>\n\n\n\n<p>As we have established, <strong>different situations often require different approaches to leadership<\/strong>. The same person who is seen as a <a href=\"https:\/\/pumble.com\/blog\/servant-leadership\/\" target=\"_blank\" rel=\"noreferrer noopener\">servant leader<\/a> in one context, can be seen as more of a hands-off manager in another.<\/p>\n\n\n\n<p>That\u2019s exactly how the <strong>Co-Founder of Microsoft<\/strong>, Paul Allen, landed on our list.<\/p>\n\n\n\n<p>Though Allen was famous for his enthusiastic and visionary leadership in the decades following his stint at Microsoft, he was <strong>primarily seen as a laissez-faire leader during his time at Microsoft<\/strong>.<\/p>\n\n\n\n<p>Namely, Allen was <strong>notably less involved in the running of the business than his co-founder, Bill Gates<\/strong>.<\/p>\n\n\n\n<p>According to Allen, <strong>there was no need for him to get involved<\/strong>, while Gates <em>\u201cdrove others as hard as he drove himself.\u201d<\/em><\/p>\n\n\n\n<p>And so, Allen took on a more hands-off approach since letting Gates lead seemed easier:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\u201cIt was tough not to back off against Bill, with his intellect and foot tapping and body rocking; he came on like a force of nature.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n<p>Gates\u2019 energetic approach to leadership <a href=\"https:\/\/www.trainingjournal.com\/2017\/business-and-industry\/reluctant-leaders-paul-allen\/\" target=\"_blank\" rel=\"noreferrer noopener\">caused Allen to retreat<\/a> and become even more <strong>reluctant to take on those leadership tasks<\/strong>. That ultimately made it easier for Gates to renegotiate the ownership of Microsoft to a 64:36 split in his favor.<\/p>\n\n\n\n<p>Eventually, <strong>illness caused Allen to take a step back from Microsoft<\/strong> and focus on other investments and philanthropic activities. One of his areas of interest is <strong>sports team ownership<\/strong>, which we can use to further demonstrate his laissez-faire approach to leadership.<\/p>\n\n\n\n<p>In his memoir, <a href=\"https:\/\/www.goodreads.com\/en\/book\/show\/10139649\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Idea Man<\/em><\/a>, Allen explained that he gladly defers to the opinions of the experts he employs, writing:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\u201cWhile I sign off on trades or free agents, I\u2019ve rarely overruled my basketball people\u2019s decisions. But I\u2019m not shy about steering the discussion or pushing deeper if something doesn\u2019t make sense to me.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n<h3 id=\"example-3-ron-swanson-from-parks-and-recreation\" class=\"wp-block-heading\">Example #3: Ron Swanson from <em>Parks and Recreation<\/em><\/h3>\n\n\n\n<p>Ultimately, <strong>real people never really fit neatly into one leadership style<\/strong>. They are all too aware that different individuals, teams, and organizations require different leadership approaches.<\/p>\n\n\n\n<p>But, that\u2019s not the case for fictional characters \u2014 particularly <strong>sitcom characters<\/strong>, who tend to <strong>fall into behavioral tropes<\/strong> that correspond to specific leadership styles.<\/p>\n\n\n\n<p>With that in mind, we wanted to spotlight a character that perfectly represents the laissez-faire leadership style \u2014 Ron Swanson from <em>Parks and Recreation<\/em>.<\/p>\n\n\n\n<p>For most of the show\u2019s runtime, Ron held the position of the <strong>Director of the Pawnee City Department of Parks and Recreation<\/strong>.<\/p>\n\n\n\n<p>As such, he had to <strong>interact with various unique personalities working under him<\/strong> as well as the occasional community member who came to the office.<\/p>\n\n\n\n<p>Even so, Ron\u2019s <strong>commitment to the laissez-faire lifestyle<\/strong> was evident in his <strong>disinterested<\/strong> response to most of his subordinates\u2019 daily tasks.<\/p>\n\n\n\n<p>As far as he was concerned, they could do their jobs in whichever way they preferred, as long as it didn\u2019t result in negative consequences he\u2019d have to deal with.<\/p>\n\n\n\n<p>Swanson\u2019s <strong>exaggerated approach to laissez-faire leadership<\/strong> is best summed up by the following line from the show:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\u201cIf any of you need anything at all\u2026 Too bad. Deal with your problems yourselves like adults.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n<h2 id=\"laissez-faire-leadership-pros\" class=\"wp-block-heading\">Laissez-faire leadership pros<\/h2>\n\n\n\n<p>As we have previously noted, <strong>laissez-faire leadership can be both beneficial and detrimental to your team and company<\/strong>, depending on the situation.<\/p>\n\n\n\n<p>As Paul Bramson told us, there are times when this style of leadership is warranted:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cAlthough the phrase itself seems to have a negative connotation and perception, when the circumstances and the team are right, this style of leadership is the absolute right way to go. The success of this leadership style depends on the team&#8217;s maturity, competence, motivation, and willingness to take responsibility for their actions.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:16px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>So, let\u2019s talk about the laissez-faire leadership benefits you might experience if all those stars align.<\/p>\n\n\n\n<h3 id=\"pro-1-laissez-faire-leadership-lets-leaders-prioritize\" class=\"wp-block-heading\">Pro #1: Laissez-faire leadership lets leaders prioritize<\/h3>\n\n\n\n<p>One of the primary benefits of the laissez-faire leadership style is that <strong>it allows the leader to prioritize <\/strong>segments of their work that aren\u2019t related to their subordinates.<\/p>\n\n\n\n<p>In other words, you can <strong>focus on steering the ship<\/strong> and trust that your team will handle the specifics.<\/p>\n\n\n\n<p>That\u2019s why <strong>trust is a core building principle of this approach<\/strong>, according to Paul Bramson:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cMy time is best spent innovating and driving the business. Surrounding myself with high performers allows me to lead in this way, knowing that everything else is taken care of. My team is accustomed to hearing me say, \u2018Great, just run with it,\u2019 as if they think they have it. I know they do and don\u2019t need me muddying things up.&nbsp;<\/em><\/p>\n\n\n\n<p><em>Additionally, having this level of a team, when we create new programs or content, I can tap into the variety of talent and expertise around me to ensure what we train on or put out in the world is the best it can be. What a luxury\u2026 as a leader.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:16px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group pro-tip\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p><strong>\ud83d\udca1 PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n<p>Establishing trust in your team is the first step to relinquishing control and practicing laissez-faire leadership. To learn more about building trust \u2014 particularly in remote work settings \u2014 check out the following blog post:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/pumble.com\/blog\/building-trust-in-virtual-teams\/\" target=\"_blank\" rel=\"noreferrer noopener\">Building trust in virtual teams<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n\n<div class=\"banner banner-dark pumble-gradient-landing-1\">\n    <div class=\"banner-text lg:pr-[6rem]\">\n        <span class=\"h4 text-lg translation-block mb-0\">Empower team communication<\/span>\n        <p class=\"translation-block mt-1 mb-3\">Discuss, share &amp; collaborate with Pumble, a team communication app by CAKE.com.<\/p>\n\n        <div class=\"banner-buttons d-flex gap-4 align-items-center translation-block justify-content-center justify-content-sm-start\">\n            <a class=\"bg-white rounded px-3 py-1 text-gray-dark\" href=\"https:\/\/pumble.com\" target=\"_blank\">Explore<\/a>\n\n                            <a class=\"button-2\" href=\"https:\/\/pumble.com\/register\" target=\"_blank\">Sign up<\/a>\n                    <\/div>\n    <\/div>\n\n    <div class=\"banner-image banner-image-stretch \">\n        <picture>\n            <source srcset=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-1@2x.png 2x\" alt=\"Illustration\"  media=\"(min-width: 1022px)\" \/>\n            <img decoding=\"async\" src=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-1.png\"  alt=\"Illustration\" \/>\n        <\/picture>\n    <\/div>\n<\/div>\n    \n\n\n\n<h3 id=\"pro-2-laissez-faire-leadership-encourages-accountability\" class=\"wp-block-heading\">Pro #2: Laissez-faire leadership encourages accountability<\/h3>\n\n\n\n<p>The second benefit of laissez-faire leadership is that it <a href=\"https:\/\/pumble.com\/blog\/work-from-home-accountability\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>encourages<\/strong> <strong>accountability<\/strong><\/a><strong> on all levels<\/strong>.<\/p>\n\n\n\n<p>On the one hand, <strong>letting your employees do their jobs<\/strong> however they see fit will make them feel <strong>more accountable for their actions<\/strong> \u2014 whether they have positive or negative results.<\/p>\n\n\n\n<p>If your employees feel accountable for their professional failures, they\u2019ll also feel a <strong>greater ownership of their successes<\/strong>.<\/p>\n\n\n\n<p>According to a Business Leadership Coach, <a href=\"https:\/\/www.linkedin.com\/in\/dianechernoffrosen\/\" target=\"_blank\" rel=\"noreferrer noopener\">Diane Rosen<\/a>, <strong>granting employees autonomy will naturally encourage ownership<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"807\" height=\"807\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg\" alt=\"Diane Rosen\" class=\"wp-image-9141\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg 807w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-768x768.jpg 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-12x12.jpg 12w\" sizes=\"auto, (max-width: 807px) 100vw, 807px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cEmployees need autonomy to have a sense of ownership of their work product. With \u2018skin in the game,\u2019 they know they are responsible for their work. Research has shown that when employees have autonomy, they are more likely to be energized, engaged, and perform better.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Then again, the healthy kind of laissez-faire leadership <strong>requires the leader to practice accountability<\/strong>, too.<\/p>\n\n\n\n<p>If you\u2019ve allowed your team to do their jobs however they see fit without offering further instructions, you have to <strong>accept any negative consequences<\/strong> that come your way.<\/p>\n\n\n\n<p>In other words, a laissez-faire leader must <strong>take responsibility for their team in front of higher-ups and <\/strong><a href=\"https:\/\/pumble.com\/blog\/third-party-business-communication\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>external parties<\/strong><\/a><strong> alike<\/strong>.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"654\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sticking-up-for-their-team-member-on-Pumble-min.png\" alt=\"An example of a laissez-faire leader sticking up for their team member on Pumble\" class=\"wp-image-9142\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sticking-up-for-their-team-member-on-Pumble-min.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sticking-up-for-their-team-member-on-Pumble-min-300x164.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sticking-up-for-their-team-member-on-Pumble-min-1024x558.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sticking-up-for-their-team-member-on-Pumble-min-768x419.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sticking-up-for-their-team-member-on-Pumble-min-18x10.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\">An example of a laissez-faire leader sticking up for their team member on Pumble, a team communication app<\/figcaption><\/figure>\n<\/div>\n\n\n<div class=\"wp-block-group pro-tip\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p><strong>\ud83d\udca1 PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n<p>The above screenshot shows an exchange between a laissez-faire team leader and their manager. To learn more about upward and downward communication, check out these blog posts:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/pumble.com\/blog\/upward-communication\/\" target=\"_blank\" rel=\"noreferrer noopener\">Upward communication: What it is and how to foster it in your team<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/pumble.com\/blog\/downward-communication\/\" target=\"_blank\" rel=\"noreferrer noopener\">Downward communication: What you need to know to make it successful<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<p class=\"custom-btn\"><a href=\"https:\/\/pumble.com\/register\" target=\"_blank\" rel=\"noreferrer noopener\">Practice your leadership and communication skills in Pumble, the team communication app<\/a><\/p>\n\n\n\n<h3 id=\"pro-3-laissez-faire-leadership-gives-employees-creative-freedom\" class=\"wp-block-heading\">Pro #3: Laissez-faire leadership gives employees creative freedom<\/h3>\n\n\n\n<p>In addition to having a greater sense of accountability and ownership over their work, employees working under a laissez-faire leader also have <strong>more creative freedom<\/strong>.<\/p>\n\n\n\n<p>After all, a laissez-faire leader only cares about the job being done \u2014 they don\u2019t lose sleep over how it was accomplished.<\/p>\n\n\n\n<p>According to Paul Bramson, that <strong>allows employees to think outside the box<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cBy granting autonomy and freedom to team members, the laissez-faire style fosters creativity and encourages innovative thinking. Team members are more likely to come up with unique solutions and ideas when they have the space to explore and experiment.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:17px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>To make sure everyone on their team has the space to experiment creatively, a <strong>laissez-faire leader first needs to learn about their employees\u2019 strengths and weaknesses<\/strong>, skills, and talents.<\/p>\n\n\n\n<p>That\u2019s how they\u2019re able to assign each team member tasks they will naturally excel at and feel comfortable being creative with.<\/p>\n\n\n\n<h3 id=\"pro-4-laissez-faire-leadership-prompts-professional-development\" class=\"wp-block-heading\">Pro #4: Laissez-faire leadership prompts professional development<\/h3>\n\n\n\n<p>Generally, laissez-faire leaders use their knowledge of their employees\u2019 skills to <strong>play to their strengths without actively trying to develop their weaknesses<\/strong>. That lack of development can easily be seen as a disadvantage of this approach to management.<\/p>\n\n\n\n<p>To put it plainly, a laissez-faire leader isn\u2019t likely to organize any skill-building workshops.<\/p>\n\n\n\n<p>However, <strong>in letting their employees handle any challenges that come their way without interference<\/strong>, laissez-faire leaders are also <strong>encouraging their professional growth<\/strong>.<\/p>\n\n\n\n<p>According to Paul Bramson, <strong>becoming more self-reliant<\/strong> will allow employees to develop many crucial skills:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cAllowing team members to make decisions and handle tasks independently promotes skill development, ongoing learning, and growth. They learn to take initiative, solve problems, and become more self-reliant, which can lead to a more capable and efficient team in the long run.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Furthermore, this development of <strong>self-motivation and decision-making skills<\/strong> will also create future leaders out of these employees.<\/p>\n\n\n\n<h3 id=\"pro-5-laissez-faire-leadership-creates-a-relaxed-work-environment\" class=\"wp-block-heading\">Pro #5: Laissez-faire leadership creates a relaxed work environment<\/h3>\n\n\n\n<p>For those of us who have had the misfortune of working under a helicopter boss, there\u2019s nothing that can sour a workplace atmosphere faster than the arrival of one\u2019s (micro)manager.<\/p>\n\n\n\n<p>In fact, the <strong>absence of a tyrannical boss<\/strong> is one of the hallmarks of a <a href=\"https:\/\/pumble.com\/blog\/positive-work-environment\/\" target=\"_blank\" rel=\"noreferrer noopener\">positive work environment<\/a>.<\/p>\n\n\n\n<p>That kind of stress usually doesn\u2019t exist on teams that are managed by a laissez-faire leader.<\/p>\n\n\n\n<p>Rather, the <strong>flexibility<\/strong> a laissez-faire leader offers <strong>creates a low-pressure work environment<\/strong> most people will thrive in.<\/p>\n\n\n\n<p>According to <a href=\"https:\/\/www.linkedin.com\/in\/lenihan-david\" target=\"_blank\" rel=\"noreferrer noopener\">Dr. David Lenihan<\/a>, President and CEO of Ponce Health Sciences University with academic experience in neuroscience, healthcare law, and business administration, <strong>workplace stability is one of the main benefits of laissez-faire leadership<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan.png\" alt=\"dr david lenihan\" class=\"wp-image-9147\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan-300x300.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan-150x150.png 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan-768x768.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan-12x12.png 12w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cLaissez-faire leadership (LFL) is driven by possessing a relaxed, confident, and easygoing demeanor. You don&#8217;t get too worked up over the bad stuff, and you also don&#8217;t get too excited over the good stuff. Your aim is to project a steady energy that will maintain stability and peace in the workplace.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group pro-tip\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p><strong>\ud83d\udca1 PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n<p>Creating a stable work environment is the best way to provide psychological safety to your employees. To learn about the exact steps you can take to create that kind of atmosphere in your workplace, check out this blog post:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/pumble.com\/blog\/psychological-safety\/\" target=\"_blank\" rel=\"noreferrer noopener\">How to create psychological safety in the workplace?<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<h3 id=\"pro-6-laissez-faire-leadership-increases-employee-retention\" class=\"wp-block-heading\">Pro #6: Laissez-faire leadership increases employee retention<\/h3>\n\n\n\n<p>Lastly, let\u2019s discuss the culmination of all the laissez-faire leadership benefits we have listed so far.<\/p>\n\n\n\n<p>As Paul Bramson noted, <strong>working in a relaxed environment with full control over your work<\/strong> is sure to <strong>increase employees\u2019 levels of job satisfaction<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cLaissez-faire leadership empowers team members by giving them ownership and control over their work. This can lead to higher job satisfaction, increased motivation, and a stronger sense of responsibility.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>After all, people who know what they\u2019re doing can quickly become resentful and disillusioned by working under a micromanager.<\/p>\n\n\n\n<p>Conversely, <strong>working under a hands-off leader will let these people do what they do<\/strong> best without interference, which will make them want to stick around.<\/p>\n\n\n\n<p>Then again, not everyone thrives under laissez-faire management.<\/p>\n\n\n\n<p>With that in mind, let\u2019s discuss the various disadvantages of this leadership style.<\/p>\n\n\n\n\n<div class=\"banner banner-light pumble-gradient-templates\">\n    <div class=\"banner-text lg:pr-[6rem]\">\n        <span class=\"h4 text-lg translation-block mb-0\">Seamless team communication<\/span>\n        <p class=\"translation-block mt-1 mb-3\">Strengthen teams and simplify work with Pumble by CAKE.com \u2014 the all-in-one communication app.<\/p>\n\n        <div class=\"banner-buttons d-flex gap-4 align-items-center translation-block justify-content-center justify-content-sm-start\">\n            <a class=\"bg-white rounded px-3 py-1 text-gray-dark\" href=\"https:\/\/pumble.com\/compare\" target=\"_blank\">Compare<\/a>\n\n                            <a class=\"button-2\" href=\"https:\/\/pumble.com\/register\" target=\"_blank\">Join now<\/a>\n                    <\/div>\n    <\/div>\n\n    <div class=\"banner-image banner-image-middle \">\n        <picture>\n            <source srcset=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates@2x.png 2x\" alt=\"Illustration\"  media=\"(min-width: 1022px)\" \/>\n            <img decoding=\"async\" src=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates.png\"  alt=\"Illustration\" \/>\n        <\/picture>\n    <\/div>\n<\/div>\n    \n\n\n\n<h2 id=\"laissez-faire-leadership-cons\" class=\"wp-block-heading\">Laissez-faire leadership cons<\/h2>\n\n\n\n<p>In her book, <em>Dark Personalities in the Workplace<\/em>, Cynthia Mathieu notes that, of the 3 leadership styles that make up the Full-Range Leadership Model, <strong>laissez-faire leadership has the greatest potential for negative impact<\/strong>:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\u201cThe absence of real leadership means that employees are not receiving the benefits of having a great leader; they are not getting the support they need and the recognition for the work they do. More importantly, an absent leader cannot transmit organizational values and, therefore, leaves the door open for ill-intentioned individuals to take advantage of the team\u2019s resources, human and material.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n<p>The award-winning Business Strategist and Leadership Coach, <a href=\"https:\/\/www.linkedin.com\/in\/jeromemyers\" target=\"_blank\" rel=\"noreferrer noopener\">Jerome Myers<\/a>, told us even more <strong>reasons why someone might wish to avoid this style of leadership<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"400\" height=\"400\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers.jpg\" alt=\"jerome myers\" class=\"wp-image-9152\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers.jpg 400w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers-12x12.jpg 12w\" sizes=\"auto, (max-width: 400px) 100vw, 400px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cWeaknesses of laissez-faire leadership include the:<\/em><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>Absence of oversight,<\/em><\/li>\n\n\n\n<li><em>Limited control over quality,<\/em><\/li>\n\n\n\n<li><em>Risk of inconsistent performance,<\/em><\/li>\n\n\n\n<li><em>Reduced productivity in team members who lack self-motivation, and<\/em><\/li>\n\n\n\n<li><em>Conflict from different interpretations of roles and responsibilities.\u201d<\/em><\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>So, in effect, <strong>a team\u2019s work satisfaction and productivity could deteriorate<\/strong> under laissez-faire leadership just as easily as they might improve.<\/p>\n\n\n\n<p>Having said that, let\u2019s see what the experts we have spoken to have to say on the downsides of laissez-faire leadership.<\/p>\n\n\n\n<h3 id=\"con-1-laissez-faire-leaders-dont-provide-direction\" class=\"wp-block-heading\">Con #1: Laissez-faire leaders don\u2019t provide direction<\/h3>\n\n\n\n<p>Several of the experts we have spoken to noted the lack of direction laissez-faire leaders provide as a significant drawback of this leadership style.<\/p>\n\n\n\n<p>According to Paul Bramson, <strong>employees who require directions simply won\u2019t get them from a laissez-faire leader<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cOne of the significant drawbacks of laissez-faire leadership is the absence of clear direction and guidance. Without proper oversight, team members may lose focus or struggle to align their efforts with organizational goals.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>This is particularly problematic when it comes to <strong>handling new hires or transfers<\/strong>, as Jerome Myers notes:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"400\" height=\"400\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers.jpg\" alt=\"jerome myers\" class=\"wp-image-9152\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers.jpg 400w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers-12x12.jpg 12w\" sizes=\"auto, (max-width: 400px) 100vw, 400px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cLaissez-faire leadership is not a suitable style for novice or newly formed teams when the results have to be predictable and the quality is one of the most important factors related to success.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Ultimately, <strong>this drawback can be circumvented by understanding the needs of your employees<\/strong>, as Diane Rosen suggests:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"807\" height=\"807\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg\" alt=\"Diane Rosen\" class=\"wp-image-9141\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg 807w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-768x768.jpg 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-12x12.jpg 12w\" sizes=\"auto, (max-width: 807px) 100vw, 807px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cThe degree of autonomy should match the skill set of the employee while also providing some room to grow. The key is to find the appropriate level of supervision \u2014 not micromanaging or letting someone go unprepared for the work, but making sure the employee can do the job.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<h3 id=\"con-2-laissez-faire-leadership-can-lead-to-a-lack-of-accountability\" class=\"wp-block-heading\">Con #2: Laissez-faire leadership can lead to a lack of accountability<\/h3>\n\n\n\n<p>Interestingly, taking a laissez-faire approach to leadership can just as easily lead to a lack of accountability as it can to increased accountability among employees.<\/p>\n\n\n\n<p>Paul Bramson warns that <strong>employees could claim that their mistakes were the result of inadequate instructions<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cWhen leaders are hands-off, it can lead to accountability problems. Team members may not feel responsible for their actions, and the lack of oversight might result in a lack of commitment to meeting deadlines and delivering quality work.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>And, vice versa, <strong>managers can redirect blame to their employees<\/strong> even if a mistake happened due to their lack of oversight.<\/p>\n\n\n\n<p>All this can lead employees to <strong>distrust or disrespect the leader<\/strong>, according to Paul Bramson.<\/p>\n\n\n\n<p>Because of that, <a href=\"https:\/\/www.linkedin.com\/in\/constancedierickx\/\" target=\"_blank\" rel=\"noreferrer noopener\">Constance Dierickx<\/a>, a Business Psychologist, Decision Scientist, and Executive Leadership Coach we reached out to, recommends <strong>avoiding this style of leadership in high-responsibility jobs<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"600\" height=\"600\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Constance-Dierickx-min.jpg\" alt=\"Constance Dierickx\" class=\"wp-image-9153\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Constance-Dierickx-min.jpg 600w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Constance-Dierickx-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Constance-Dierickx-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Constance-Dierickx-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 600px) 100vw, 600px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cAvoid [taking a laissez-faire approach to leadership] when risks are high and consequences of mistakes are significant.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<h3 id=\"con-3-laissez-faire-leadership-can-compromise-communication\" class=\"wp-block-heading\">Con #3: Laissez-faire leadership can compromise communication<\/h3>\n\n\n\n<p>One of the worst potential consequences of this leadership style is that it can drastically <strong>decrease the quality of communication<\/strong> in the workplace.<\/p>\n\n\n\n<p>A hands-off leader can be a significant organizational <a href=\"https:\/\/pumble.com\/learn\/communication\/communication-barriers\/\" target=\"_blank\" rel=\"noreferrer noopener\">barrier to communication<\/a>.<\/p>\n\n\n\n<p>Simply put, <strong>not being able to contact the leader<\/strong> can make it difficult for everyone on the team to do their jobs.<\/p>\n\n\n\n<p>It can even <strong>make<\/strong> <strong>communication between team members more difficult<\/strong>, according to Paul Bramson:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cLaissez-faire leadership can sometimes lead to poor communication between team members. The lack of structured communication channels may cause important information to be missed, leading to misunderstandings and inefficiencies.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:16px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>In other words, <a href=\"https:\/\/pumble.com\/blog\/executive-communications\/\" target=\"_blank\" rel=\"noreferrer noopener\">executive communication<\/a> isn\u2019t the only type of communication that might suffer in a workplace helmed by an absentee leader.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"700\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Working-under-an-absentee-leader-can-be-pretty-frustrating-min.png\" alt=\"Working under an absentee leader can be pretty frustrating\" class=\"wp-image-9154\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Working-under-an-absentee-leader-can-be-pretty-frustrating-min.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Working-under-an-absentee-leader-can-be-pretty-frustrating-min-300x175.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Working-under-an-absentee-leader-can-be-pretty-frustrating-min-1024x597.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Working-under-an-absentee-leader-can-be-pretty-frustrating-min-768x448.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Working-under-an-absentee-leader-can-be-pretty-frustrating-min-18x12.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\"><em>Working under an absentee leader can be pretty frustrating, as shown in this exchange on Pumble, the business messaging app by CAKE.com<\/em><\/figcaption><\/figure>\n<\/div>\n\n\n<p>Communication gaps may occur between team members in all sorts of <a href=\"https:\/\/pumble.com\/learn\/communication\/communication-situations\/\" target=\"_blank\" rel=\"noreferrer noopener\">communication situations<\/a>, especially when large groups of people are working under a laissez-faire leader.<\/p>\n\n\n\n<div class=\"wp-block-group pro-tip\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p><strong>\ud83d\udca1 PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n<p>Poor communication can lead to professional failures, financial consequences, and employee burnout. If you want to see the statistics behind these claims, check out the following blog post:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/pumble.com\/learn\/communication\/communication-statistics\/\" target=\"_blank\" rel=\"noreferrer noopener\">Communication in the workplace statistics 2023<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<p class=\"custom-btn\"><a href=\"https:\/\/pumble.com\/register\" target=\"_blank\" rel=\"noreferrer noopener\">Overcome communication barriers and boost team connection with Pumble<\/a><\/p>\n\n\n\n<h3 id=\"con-4-laissez-faire-leaders-dont-provide-support\" class=\"wp-block-heading\">Con #4: Laissez-faire leaders don\u2019t provide support<\/h3>\n\n\n\n<p>Most people consider the <strong>transformation of people from mere employees to productive followers<\/strong> to be the goal of leadership.<\/p>\n\n\n\n<p>But, for that transformation to happen, a <strong>leader must invest significant resources<\/strong> into each of their employees.<\/p>\n\n\n\n<p>That is not something the stereotypical laissez-faire leader is willing to provide, which means that this style of leadership is marked by a <strong>conspicuous lack of support<\/strong>.<\/p>\n\n\n\n<p>Even though that lack of support is <strong>somewhat acceptable when managing skilled employees<\/strong>, Paul Bramson says that <strong>not all employees will appreciate that approach<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cWhile this leadership style can be beneficial for highly motivated and skilled team members, it may not be suitable for everyone. Some employees might require more guidance and support to perform at their best, leading to uneven performance within the team.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>So, laissez-faire leadership in its purest form doesn\u2019t offer much in the way of support.<\/p>\n\n\n\n<p>Yet, according to Diane Rosen, <strong>a skilled leader should be able to provide both autonomy and support<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"807\" height=\"807\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg\" alt=\"Diane Rosen\" class=\"wp-image-9141\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg 807w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-768x768.jpg 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-12x12.jpg 12w\" sizes=\"auto, (max-width: 807px) 100vw, 807px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cAutonomy must be counterbalanced with support. The idea is not to put the employee in a sink or swim situation which can set them up for failure, but rather to make sure that they have the knowledge, skills, and resources to do their work and are encouraged to seek assistance when needed.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Learning how to support your employees when it counts can go a long way toward making laissez-faire leadership a viable option in a greater set of circumstances.<\/p>\n\n\n\n<h3 id=\"con-5-laissez-faire-leadership-can-lead-to-hierarchical-confusion\" class=\"wp-block-heading\">Con #5: Laissez-faire leadership can lead to hierarchical confusion<\/h3>\n\n\n\n<p>As you can imagine, the stereotypical laissez-faire leader has <strong>minimal contact with their subordinates<\/strong>.<\/p>\n\n\n\n<p>In the worst-case scenario, that can lead to <strong>hierarchical confusion<\/strong> as <strong>employees struggle to understand who their leader is<\/strong>, in the first place.<\/p>\n\n\n\n<p>Basically, people <strong>may not know who they should turn to when they need guidance<\/strong> because their leader usually offers no guidance unprompted.<\/p>\n\n\n\n<p>This can be <strong>particularly evident in times of crisis<\/strong> when teams require a more directive approach, according to Paul Bramson:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cWhen there is a lack of clear goals, direction, and vision, a laissez-faire approach can lead to confusion and misalignment among team members. In these situations, a more directive leadership style might be necessary to provide clarity and focus.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Bramson also added that leadership confusion can lead to <strong>inefficient decision-making<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cIn situations where prompt decision-making is crucial, the laissez-faire style might hinder progress. Without clear leadership and decision-making processes, critical choices may be delayed or overlooked, impacting the team&#8217;s performance.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"700\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-couple-of-new-hires-are-confused-as-to-who-they-can-get-to-check-their-work-min.png\" alt=\"A couple of new hires are confused as to who they can get to check their work\" class=\"wp-image-9155\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-couple-of-new-hires-are-confused-as-to-who-they-can-get-to-check-their-work-min.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-couple-of-new-hires-are-confused-as-to-who-they-can-get-to-check-their-work-min-300x175.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-couple-of-new-hires-are-confused-as-to-who-they-can-get-to-check-their-work-min-1024x597.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-couple-of-new-hires-are-confused-as-to-who-they-can-get-to-check-their-work-min-768x448.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-couple-of-new-hires-are-confused-as-to-who-they-can-get-to-check-their-work-min-18x12.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\">A couple of new hires are confused as to who they can get to check their work<\/figcaption><\/figure>\n\n\n\n<h3 id=\"con-6-laissez-faire-leaders-can-seem-uninterested-and-detached\" class=\"wp-block-heading\">Con #6: Laissez-faire leaders can seem uninterested and detached<\/h3>\n\n\n\n<p>Due to the <strong>detached nature of the laissez-faire leadership style<\/strong>, the final drawback we\u2019ve highlighted should come as no surprise.<\/p>\n\n\n\n<p>Namely, some <strong>laissez-faire leaders can come across as uninterested<\/strong> in the workings of their team or even company.<\/p>\n\n\n\n<p>In Paul Bramson\u2019s opinion, that can make <strong>this style of leadership devolve into plain absenteeism<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201c<\/em>In extreme cases, laissez-faire leadership can devolve into absentee leadership, where the leader is entirely disengaged from the team. This can result in:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A lack of direction,&nbsp;<\/li>\n\n\n\n<li>Organizational instability, and&nbsp;<\/li>\n\n\n\n<li>Decreased team morale.\u201d<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>In other words, the line between laissez-faire leadership and absentee leadership is pretty blurry.<\/p>\n\n\n\n<p>In fact, in Cynthia Mathieu\u2019s book, <em>Dark Personalities in the Workplace<\/em>, laissez-faire leaders are described as being <em>\u201cabsent when employees need them.\u201d<\/em><\/p>\n\n\n\n<p>But, the disinterest some laissez-faire leaders showcase may go even further than that.<\/p>\n\n\n\n<p>In her book, Mathieu mentioned <a href=\"https:\/\/www.researchgate.net\/profile\/Cynthia-Mathieu\/publication\/281374864_Tell_me_who_you_are_I%27ll_tell_you_how_you_lead_Beyond_the_Full-Range_Leadership_Model_the_role_of_corporate_psychopathy_on_employee_attitudes\/links\/5ac52c81458515798c304525\/Tell-me-who-you-are-Ill-tell-you-how-you-lead-Beyond-the-Full-Range-Leadership-Model-the-role-of-corporate-psychopathy-on-employee-attitudes.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">one of her previous works<\/a>, in which she tried to connect psychopathy to the 3 leadership styles that make up the Full-Range Leadership Style.<\/p>\n\n\n\n<p>The result of her research showed that <strong>psychopathic leaders were more inclined to showcase laissez-faire leadership traits<\/strong> than the traits that are associated with transformational or even transactional leadership.<\/p>\n\n\n\n<p>So, that\u2019s the most concerning drawback of this leadership style \u2014 not knowing whether it was consciously chosen due to the high level of expertise of one\u2019s employees or due to the leader\u2019s negligence and indifference.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"1272\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-pros-and-cons-min.png\" alt=\"LAISSEZ-FAIRE LEADERSHIP pros and cons\" class=\"wp-image-9156\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-pros-and-cons-min.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-pros-and-cons-min-283x300.png 283w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-pros-and-cons-min-966x1024.png 966w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-pros-and-cons-min-768x814.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/LAISSEZ-FAIRE-LEADERSHIP-pros-and-cons-min-11x12.png 11w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/figure>\n\n\n\n<h2 id=\"when-is-laissez-faire-leadership-appropriate-and-most-effective\" class=\"wp-block-heading\">When is laissez-faire leadership appropriate and most effective?<\/h2>\n\n\n\n<p>As with any other leadership style, the efficacy of laissez-faire leadership depends on the context it is applied to.<\/p>\n\n\n\n<p>So, when is laissez-faire leadership effective?<\/p>\n\n\n\n<p>Well, in short, there are <strong>3 conditions that justify the use of a laissez-faire leadership style<\/strong>:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Working in a creative industry,<\/li>\n\n\n\n<li>Managing experienced and self-motivated employees, and<\/li>\n\n\n\n<li>Working in a low-stakes environment.<\/li>\n<\/ol>\n\n\n\n<p>With that being said, let\u2019s talk about these conditions in detail.<\/p>\n\n\n\n<h3 id=\"condition-1-creative-jobs\" class=\"wp-block-heading\">Condition #1: Creative jobs<\/h3>\n\n\n\n<p>Most experts agree that this style of leadership is <strong>well-suited to people working in creative industries<\/strong> such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Entertainment (film and television),<\/li>\n\n\n\n<li>Technology (software development),<\/li>\n\n\n\n<li>Design (fashion, animation, or graphic design), or<\/li>\n\n\n\n<li>Advertising or digital marketing.<\/li>\n<\/ul>\n\n\n\n<p>However, even though some jobs within these industries require creativity, some of them are still too fast-paced to allow for such a laid-back style of management.<\/p>\n\n\n\n<p>That\u2019s why this condition shouldn\u2019t be used to justify the use of laissez-faire leadership if it\u2019s not accompanied by the other two.<\/p>\n\n\n\n<h3 id=\"condition-2-experienced-and-self-motivated-employees\" class=\"wp-block-heading\">Condition #2: Experienced and self-motivated employees<\/h3>\n\n\n\n<p>Arguably, <strong>the most important condition<\/strong> for taking a laissez-faire approach to leadership is <strong>working with a team of experienced employees<\/strong>.<\/p>\n\n\n\n<p>If everyone on your team knows what their tasks are and how to perform them \u2014 there\u2019s no need to meddle in their work.<\/p>\n\n\n\n<p>Like Diane Rosen told us \u2014 <strong>as long as your employees have demonstrated the ability to work independently<\/strong>, you can feel free to take a more passive role:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"807\" height=\"807\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg\" alt=\"Diane Rosen\" class=\"wp-image-9141\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg 807w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-768x768.jpg 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-12x12.jpg 12w\" sizes=\"auto, (max-width: 807px) 100vw, 807px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cWhen employees are highly qualified and have demonstrated the ability to work independently, it is appropriate to let them do their jobs without a helicopter boss. Employees who have a strong work ethic, are comfortable with being responsible for their assignments, and will ask for help when they need it will flourish with autonomy.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>On top of that, Paul Bramson noted that <strong>trying to apply laissez-faire leadership to a situation that doesn\u2019t meet this requirement can have negative consequences<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201c[You shouldn\u2019t use the laissez-faire leadership style] when you have an inexperienced or unmotivated team. If the team lacks experience or motivation, they may struggle with the freedom offered by laissez-faire. In such cases, they might require more guidance and structure to perform effectively. This is especially true with younger and\/or inexperienced team members.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Additionally, Bramson warns against using this approach in high-risk projects (or industries).<\/p>\n\n\n\n<h3 id=\"condition-3-low-risk-environments\" class=\"wp-block-heading\">Condition #3: Low-risk environments<\/h3>\n\n\n\n<p>Since the laissez-faire approach to leadership can easily lead to a lack of accountability, it\u2019s best to <strong>avoid it in high-stakes situations<\/strong>.<\/p>\n\n\n\n<p>That\u2019s a piece of advice we received from Constance Dierickx, as well as some of the other experts we have spoken to.<\/p>\n\n\n\n<p>For one, Paul Bramson told us that <strong>high-stakes projects tend to require a more involved approach to leadership<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cProjects that involve high stakes or potential risks may require a more involved leadership approach. A hands-off approach can lead to crucial mistakes and misjudgments if not carefully managed.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Diane Rosen echoed that statement while noting that <strong>delegation is still possible even in more stressful work environments<\/strong> as long as you\u2019re working with highly skilled employees:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"807\" height=\"807\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg\" alt=\"Diane Rosen\" class=\"wp-image-9141\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg 807w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-768x768.jpg 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-12x12.jpg 12w\" sizes=\"auto, (max-width: 807px) 100vw, 807px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cA laissez-faire style should be avoided in situations where errors could be high stakes such as endangering the health or safety of others. This does not mean never delegate. It means providing supervision until the leader is assured that the employee can perform and handle the work. But here too, communicating to the employee that supervision is in service of performance and not about not trusting anyone to do the job well can go a long way.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Of course, being a great laissez-faire leader isn\u2019t just about making sure these conditions are met.<\/p>\n\n\n\n<p>You also have to <strong>make sure that you\u2019re ready to support your employees<\/strong> if they come to you with their concerns \u2014 which is something we\u2019ll go over later on.<\/p>\n\n\n\n<p>For now, let\u2019s take a brief detour to look at how this management style compares to a more traditional approach to leadership \u2014 the democratic style of leadership.<\/p>\n\n\n\n\n<div class=\"banner banner-light pumble-gradient-templates\">\n    <div class=\"banner-text lg:pr-[6rem]\">\n        <span class=\"h4 text-lg translation-block mb-0\">Boost team productivity<\/span>\n        <p class=\"translation-block mt-1 mb-3\">Make communication simple and effective. Get things done easily. Try Pumble by CAKE.com.<\/p>\n\n        <div class=\"banner-buttons d-flex gap-4 align-items-center translation-block justify-content-center justify-content-sm-start\">\n            <a class=\"bg-white rounded px-3 py-1 text-gray-dark\" href=\"https:\/\/pumble.com\/compare\" target=\"_blank\">Compare<\/a>\n\n                            <a class=\"button-2\" href=\"https:\/\/pumble.com\/register\" target=\"_blank\">Join now<\/a>\n                    <\/div>\n    <\/div>\n\n    <div class=\"banner-image banner-image-middle \">\n        <picture>\n            <source srcset=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates@2x.png 2x\" alt=\"Illustration\"  media=\"(min-width: 1022px)\" \/>\n            <img decoding=\"async\" src=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates.png\"  alt=\"Illustration\" \/>\n        <\/picture>\n    <\/div>\n<\/div>\n    \n\n\n\n<h2 id=\"laissez-faire-vs-democratic-leadership\" class=\"wp-block-heading\">Laissez-faire vs. democratic leadership<\/h2>\n\n\n\n<p>As we have previously stated, <strong>the opposite of laissez-faire leadership is not democratic leadership, but autocratic leadership<\/strong>.<\/p>\n\n\n\n<p>Leaders who take the autocratic approach seek to establish themselves as the <strong>ultimate authority on their team<\/strong>, whereas hands-off leaders and democratic leaders are all about letting their employees have a say.<\/p>\n\n\n\n<p>Furthermore, <strong>both democratic and laissez-faire leaders have a high level of trust in their employees<\/strong>. As such, they are more willing to provide their teams with a level of <strong>creative freedom and flexibility<\/strong>.<\/p>\n\n\n\n<p>Yet, as similar as these 2 leadership styles are, there are also several differences between them, as the table below shows.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th><strong>LAISSEZ-FAIRE LEADERS<\/strong><\/th><th><strong>DEMOCRATIC LEADERS<\/strong><\/th><\/tr><\/thead><tbody><tr><td>Absent and disengaged<\/td><td>Present and involved<\/td><\/tr><tr><td>Employees work as individuals<\/td><td>Employees work as a team<\/td><\/tr><tr><td>Empowers employees to make their own decisions<\/td><td>Encourages employees to participate in the decision-making process<\/td><\/tr><tr><td>Gives employees creative freedom<\/td><td>Promotes creativity through collaboration<\/td><\/tr><tr><td>Doesn\u2019t encourage communication<\/td><td>Asks for feedback<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Of course, seeing these contrasting traits of laissez-faire leadership and democratic leadership doesn\u2019t tell us much about what they look like in reality.<\/p>\n\n\n\n<p>With that in mind, let\u2019s spend a moment dissecting each of these points.<\/p>\n\n\n\n<h3 id=\"difference-1-absent-and-disengaged-vs-present-and-involved\" class=\"wp-block-heading\">Difference #1: Absent and disengaged vs. present and involved<\/h3>\n\n\n\n<p>The most obvious difference between laissez-faire leaders and democratic leaders is that the second category is more engaged with their team than the first.<\/p>\n\n\n\n<p>While a laissez-faire leader helms the ship in a hands-off manner, a democratic leader would be more likely to ask all their employees to steer it with them.<\/p>\n\n\n\n<p>In other words, <strong>a democratic leader would seek out their employees\u2019 input <\/strong>whenever they feel it is needed.<\/p>\n\n\n\n<p>While some employees might appreciate being asked to contribute to their team and company on that level, others may see these attempts at ongoing communication as disruptive.<\/p>\n\n\n\n<p>Now, there\u2019s a descriptor you\u2019re unlikely to use when talking about a laissez-faire leader.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"698\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Two-new-hires-from-different-teams-discuss-their-leaders-different-approaches-to-management-min.png\" alt=\"Two new hires from different teams discuss their leaders\u2019 different approaches to management\" class=\"wp-image-9157\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Two-new-hires-from-different-teams-discuss-their-leaders-different-approaches-to-management-min.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Two-new-hires-from-different-teams-discuss-their-leaders-different-approaches-to-management-min-300x175.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Two-new-hires-from-different-teams-discuss-their-leaders-different-approaches-to-management-min-1024x596.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Two-new-hires-from-different-teams-discuss-their-leaders-different-approaches-to-management-min-768x447.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Two-new-hires-from-different-teams-discuss-their-leaders-different-approaches-to-management-min-18x10.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\">Two new hires from different teams discuss their leaders\u2019 different approaches to management<\/figcaption><\/figure>\n<\/div>\n\n\n<h3 id=\"difference-2-employees-as-individuals-vs-employees-as-team-members\" class=\"wp-block-heading\">Difference #2: Employees as individuals vs. employees as team members<\/h3>\n\n\n\n<p>The second difference we\u2019re going to mention concerns <strong>the way employees are perceived by the leaders<\/strong> in the 2 styles of management we are discussing.<\/p>\n\n\n\n<p>Namely, while laissez-faire leaders seem to see their employees as <strong>individual workers<\/strong>, democratic leaders tend to see them as <strong>group members<\/strong> instead.<\/p>\n\n\n\n<p>Though a democratic leader values every employee for their contributions on an individual level, there is an emphasis on <a href=\"https:\/\/pumble.com\/learn\/collaboration\/teamwork-vs-collaboration\/\" target=\"_blank\" rel=\"noreferrer noopener\">teamwork or collaboration<\/a>.<\/p>\n\n\n\n<p>This difference will become more apparent as we discuss the next few points.<\/p>\n\n\n\n<div class=\"wp-block-group pro-tip\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p>\ud83d\udca1<strong> PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n<p>Every laissez-faire leader could learn a thing or two about teamwork from the democratic leadership model. If you\u2019re interested in expanding your knowledge of the subject, check out this article:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/pumble.com\/learn\/collaboration\/fostering-teamwork-and-collaboration\/\" target=\"_blank\" rel=\"noreferrer noopener\">Fostering teamwork and collaboration in the workplace<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<h3 id=\"difference-3-employees-make-their-own-decisions-vs-employees-participate-in-the-decision-making-process\" class=\"wp-block-heading\">Difference #3: Employees make their own decisions vs. employees participate in the decision-making process<\/h3>\n\n\n\n<p>The next two points we are going to discuss are, in a way, reflections of the previous difference we have spotlighted.<\/p>\n\n\n\n<p>In the spirit of individuality, <strong>laissez-faire leaders are known for trusting their employees to make their own decisions about their own work<\/strong>.<\/p>\n\n\n\n<p>Employees can work however they prefer, as long as they finish the tasks within the allotted time.<\/p>\n\n\n\n<p>On the other hand, <strong>democratic leaders are also known for sharing the decision-making authority with their employees<\/strong>.<\/p>\n\n\n\n<p>But, once again, the <strong>emphasis is on group participation in the <\/strong><a href=\"https:\/\/pumble.com\/blog\/remote-decision-making-models\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>decision-making process<\/strong><\/a>, not individual decision-making.<\/p>\n\n\n\n<p>In other words, in the democratic leadership model, <strong>employees help the leader reach decisions that concern the whole team<\/strong>, not just themselves.<\/p>\n\n\n\n<p class=\"custom-btn\"><a href=\"https:\/\/pumble.com\/register\" target=\"_blank\" rel=\"noreferrer noopener\">Host productive decision-making sessions in Pumble<\/a><\/p>\n\n\n\n<h3 id=\"difference-4-individual-creativity-vs-creativity-through-collaboration\" class=\"wp-block-heading\">Difference #4: Individual creativity vs. creativity through collaboration<\/h3>\n\n\n\n<p>Similarly to the previous two points, the individual vs. group thinking of these leadership models can also be seen in their <strong>approach to creativity<\/strong>.<\/p>\n\n\n\n<p>As we have learned, the laissez-faire leadership style is great for those working in creative industries.<\/p>\n\n\n\n<p>When you\u2019re working in a creative job, the last thing you want is a boss looking over your shoulder.<\/p>\n\n\n\n<p>Then again, <strong>some creative environments require more group collaboration<\/strong> than others.<\/p>\n\n\n\n<p>That is when a more <a href=\"https:\/\/pumble.com\/blog\/collaborative-leadership\/\" target=\"_blank\" rel=\"noreferrer noopener\">collaborative leadership<\/a> approach \u2014 such as democratic leadership \u2014 might be employed instead, <strong>to avoid giving any one individual too much sway over the creative process<\/strong>.<\/p>\n\n\n\n<div class=\"wp-block-group pro-tip\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p>\ud83d\udca1<strong> PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n<p>As we have previously mentioned, some work environments are naturally more collaborative than others. To learn about the different types of teams and the way they work together, check out this article:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/pumble.com\/learn\/collaboration\/types-of-teams\/\" target=\"_blank\" rel=\"noreferrer noopener\">Different types of teams and how they collaborate<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<h3 id=\"difference-5-low-communication-vs-open-communication\" class=\"wp-block-heading\">Difference #5: Low communication vs. open communication<\/h3>\n\n\n\n<p>Last but not least, we should mention the different ways laissez-faire leaders and democratic leaders approach <a href=\"https:\/\/pumble.com\/blog\/group-communication\/\" target=\"_blank\" rel=\"noreferrer noopener\">group communication<\/a>.<\/p>\n\n\n\n<p>Though some online resources state that <strong>laissez-faire leaders<\/strong> are typically prepared to offer constructive criticism, the simplest form of this leadership style <strong>keeps feedback to a minimum<\/strong>.<\/p>\n\n\n\n<p>In fact, the <strong>stereotypical laissez-faire leader would be too absent<\/strong> \u2014 and presumably, too busy with external affairs \u2014 to have much communication with their team members at all.<\/p>\n\n\n\n<p>By contrast, <strong>democratic leaders are all about encouraging open <\/strong><a href=\"https:\/\/pumble.com\/learn\/communication\/communication-importance\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>team communication<\/strong><\/a> and <a href=\"https:\/\/pumble.com\/blog\/remote-constructive-feedback\/\" target=\"_blank\" rel=\"noreferrer noopener\">giving feedback<\/a>.<\/p>\n\n\n\n<p>In their view, <strong>more effective communication helps their team collaborate<\/strong>.<\/p>\n\n\n\n<p>Having said all this, it\u2019s important to note that <strong>our understanding of the laissez-faire leadership style has changed quite a bit<\/strong> since it was first written about.<\/p>\n\n\n\n<p>In their wish to improve this admittedly lacking leadership model, some leaders have adapted the style by borrowing behaviors from other leadership styles.<\/p>\n\n\n\n<p>Nowadays, anyone looking to be a good laissez-faire leader would also try to improve their <a href=\"https:\/\/pumble.com\/blog\/communication-styles-for-leaders\/\" target=\"_blank\" rel=\"noreferrer noopener\">communication skills<\/a> and <strong>get comfortable taking charge<\/strong> when their team requires assistance.<\/p>\n\n\n\n<p>So, if you\u2019re interested in practicing this new-and-improved version of laissez-faire leadership, we have some tips for you.<\/p>\n\n\n\n<h2 id=\"tips-on-how-to-be-a-better-laissez-faire-leader\" class=\"wp-block-heading\">Tips on how to be a better laissez-faire leader<\/h2>\n\n\n\n<p>At this point, we all know that laissez-faire leadership has the potential to alienate employees.<\/p>\n\n\n\n<p>If the conditions we have previously mentioned aren\u2019t satisfied, applying this style of leadership to a team could have disastrous consequences for the team and perhaps even the company.<\/p>\n\n\n\n<p>On the other hand, even if the conditions are optimal, <strong>you could still have a difficult time practicing the laissez-faire leadership style if you\u2019re unwilling to be flexible<\/strong>.<\/p>\n\n\n\n<p>In short, you have to:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Work with the right people,<\/li>\n\n\n\n<li>Learn to let go &amp; delegate effectively,<\/li>\n\n\n\n<li>Increase employee incentives,<\/li>\n\n\n\n<li>Offer a flexible work environment,<\/li>\n\n\n\n<li>Observe performance &amp; provide feedback, and<\/li>\n\n\n\n<li>Provide assistance &amp; address problems head-on.<\/li>\n<\/ol>\n\n\n\n<p>But, how do you do that? Let\u2019s find out.<\/p>\n\n\n\n<h3 id=\"tip-1-work-with-the-right-people\" class=\"wp-block-heading\">Tip #1: Work with the right people<\/h3>\n\n\n\n<p>If you want to practice laissez-faire leadership, the best thing you can do to set yourself up for success is to <strong>have a say in who\u2019s on your team<\/strong>.<\/p>\n\n\n\n<p>As we have previously mentioned, the laissez-faire leadership style works best on people who are already <strong>experts in their line of work<\/strong>.<\/p>\n\n\n\n<p>That\u2019s why Paul Bramson recommends <strong>hiring people who thrive with autonomy<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cSurround yourself with talented, motivated, and capable individuals who can excel with autonomy. Hiring the right people is crucial in a laissez-faire leadership environment.\u2019<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Once you have assembled your dream team, <strong>you\u2019ll find it much easier to relinquish control<\/strong> and let everyone do what they do best.<\/p>\n\n\n\n<h3 id=\"tip-2-learn-to-let-go-delegate-effectively\" class=\"wp-block-heading\">Tip #2: Learn to let go &amp; delegate effectively<\/h3>\n\n\n\n<p>Some people find it pretty difficult to take a hands-off approach to team management.<\/p>\n\n\n\n<p>But sometimes, <strong>letting go is the best thing you can do for your team<\/strong>, as Dr. David Lenihan told us:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan.png\" alt=\"dr david lenihan\" class=\"wp-image-9147\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan-300x300.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan-150x150.png 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan-768x768.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/dr-david-lenihan-12x12.png 12w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cIn the short run, one way to flex your laissez-faire leadership chops is to guide yourself away from micromanaging every issue and every detail. Be there as a resource, request final approval, but learn to let things go and allow your team to navigate things independently.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Once you have given your employees more autonomy, you can try handing over the reins by <strong>delegating some tasks as a show of trust<\/strong>, as Diane Rosen suggests:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"807\" height=\"807\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg\" alt=\"Diane Rosen\" class=\"wp-image-9141\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen.jpg 807w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-768x768.jpg 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Diane-Rosen-12x12.jpg 12w\" sizes=\"auto, (max-width: 807px) 100vw, 807px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cLeaders who are comfortable delegating can get a lot back from employees who feel acknowledged, appreciated, and respected.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Paul Bramson shared this sentiment, adding that delegation is also a <strong>great way to increase accountability<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cTrust is a critical component of laissez-faire leadership. Leaders have confidence in their team&#8217;s abilities and believe that they will make responsible choices. [&#8230;]<\/em><\/p>\n\n\n\n<p><em>Encourage your team members to take ownership of their work and projects. Give them the freedom to make decisions and trust their judgment. Empowerment fosters creativity and innovation within the team.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>In other words, delegating is a great way to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Show and build trust in your team,<\/li>\n\n\n\n<li>Learn what everyone on your team is good at,<\/li>\n\n\n\n<li>Set clear goals and increase accountability, and<\/li>\n\n\n\n<li>Reduce hierarchical confusion, which can be a big problem for laissez-faire leaders.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"tip-3-increase-employee-incentives\" class=\"wp-block-heading\">Tip #3: Increase employee incentives<\/h3>\n\n\n\n<p>So, you have your team of <strong>talented, experienced, and competent employees<\/strong>. Now, how do you keep them motivated?<\/p>\n\n\n\n<p>Well, one way to make sure your team stays engaged and motivated is to <strong>increase their incentives<\/strong>.<\/p>\n\n\n\n<p>You can do that by simply <strong>recognizing the team\u2019s successes publicly<\/strong>, as Paul Bramson suggests:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cRecognize and celebrate the achievements and successes of your team. Positive reinforcement can motivate team members and reinforce the sense of autonomy and responsibility.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>In addition to praise, you can also use <strong>monetary rewards like raises, bonuses,<\/strong> or incentives that go beyond those things, such as <strong>additional benefits or PTO days<\/strong>.<\/p>\n\n\n\n<p>Either way, rewarding good performance should go a long way toward keeping your team motivated.<\/p>\n\n\n\n<h3 id=\"tip-4-offer-a-flexible-work-environment\" class=\"wp-block-heading\">Tip #4: Offer a flexible work environment<\/h3>\n\n\n\n<p>According to Paul Bramson, one of the biggest <strong>benefits of laissez-faire leadership from the employees\u2019 perspective<\/strong> is the incredible flexibility it offers:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cLaissez-faire leaders often promote a flexible work environment, allowing team members to set their schedules and work in ways that suit them best.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>So, use that as a selling point for your approach to leadership.<\/p>\n\n\n\n<p>In the words of Constance Dierickx, <strong>providing flexibility will let your employees be aspirational<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"600\" height=\"600\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Constance-Dierickx-min.jpg\" alt=\"Constance Dierickx\" class=\"wp-image-9153\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Constance-Dierickx-min.jpg 600w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Constance-Dierickx-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Constance-Dierickx-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Constance-Dierickx-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 600px) 100vw, 600px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cLoosen up so that people can problem-solve, but not just that \u2014 allow people to be aspirational. Let go of requirements for them to work certain hours, in particular locations, with a given set of tools, etc.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Ultimately, if you try to <strong>minimize the potential flaws of this approach<\/strong> (by practicing more <a href=\"https:\/\/pumble.com\/blog\/transparent-communication\/\" target=\"_blank\" rel=\"noreferrer noopener\">transparent communication<\/a>) <strong>and highlight its benefits<\/strong> (by providing autonomy and flexibility), you should be able to create the perfect management style for your team.<\/p>\n\n\n\n<h3 id=\"tip-5-observe-performance-provide-feedback\" class=\"wp-block-heading\">Tip #5: Observe performance &amp; provide feedback<\/h3>\n\n\n\n<p>As a team leader, one of your objectives is to make sure your team is performing to the best of their ability.<\/p>\n\n\n\n<p>But, as you can imagine, laissez-faire leaders tend to take a unique approach to accomplish this task.<\/p>\n\n\n\n<p>Since you don\u2019t want to be looking over your employees\u2019 shoulders, make sure you\u2019re<strong> observing their performance from a distance<\/strong>.<\/p>\n\n\n\n<p>Then, you can <strong>find opportunities to discuss what you\u2019ve seen<\/strong> either in <a href=\"https:\/\/pumble.com\/blog\/one-on-one-meeting\/\" target=\"_blank\" rel=\"noreferrer noopener\">one-on-one meetings<\/a> or in group settings.<\/p>\n\n\n\n<p>Scheduling a formal <a href=\"https:\/\/pumble.com\/blog\/virtual-performance-review\/\" target=\"_blank\" rel=\"noreferrer noopener\">performance review<\/a> \u2014 even in a remote work setting \u2014 is going to be easier on your end than on the employees\u2019 end.<\/p>\n\n\n\n<p>Alternatively, if you\u2019re not too keen on the idea of sitting your employees down and telling them what went wrong with the previous project, consider <a href=\"https:\/\/pumble.com\/blog\/feedback-vs-feedforward\/\" target=\"_blank\" rel=\"noreferrer noopener\">giving them feedforward<\/a> instead.<\/p>\n\n\n\n<p>In other words, rather than talking about what they might have done differently this time, <strong>tell them what they can do differently in the future<\/strong> to promote their professional development.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"700\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-laissez-faire-leader-sets-up-a-feedback-session-with-a-new-employee-min.png\" alt=\"A laissez-faire leader sets up a feedback session with a new employee\" class=\"wp-image-9158\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-laissez-faire-leader-sets-up-a-feedback-session-with-a-new-employee-min.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-laissez-faire-leader-sets-up-a-feedback-session-with-a-new-employee-min-300x175.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-laissez-faire-leader-sets-up-a-feedback-session-with-a-new-employee-min-1024x597.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-laissez-faire-leader-sets-up-a-feedback-session-with-a-new-employee-min-768x448.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/A-laissez-faire-leader-sets-up-a-feedback-session-with-a-new-employee-min-18x12.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\">A laissez-faire leader sets up a feedback session with a new employee<\/figcaption><\/figure>\n<\/div>\n\n\n<p class=\"custom-btn\"><a href=\"https:\/\/pumble.com\/register\" target=\"_blank\" rel=\"noreferrer noopener\">Use Pumble to effortlessly share constructive feedback<\/a><\/p>\n\n\n\n<h3 id=\"tip-6-provide-assistance-address-problems-head-on\" class=\"wp-block-heading\">Tip #6: Provide assistance &amp; address problems head-on<\/h3>\n\n\n\n<p>Laissez-faire leaders can sometimes have a difficult time <strong>establishing themselves as the person their employees should go to for advice and assistance<\/strong>.<\/p>\n\n\n\n<p>So, one of the most important things you can do is <strong>make sure your employees feel free to come to you with any problems<\/strong> they have.<\/p>\n\n\n\n<p>Understanding that they can reach out to you at any time will make your team members feel more supported as they go about doing their work.<\/p>\n\n\n\n<p>Luckily, using an <a href=\"https:\/\/pumble.com\/employee-communication-app\" target=\"_blank\" rel=\"noreferrer noopener\">employee communication app like Pumble<\/a> by <a href=\"https:\/\/cake.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">CAKE.com<\/a> should make this task much more manageable.<\/p>\n\n\n\n<p>For example, <strong>being a more visible leader by using public or team-related channels<\/strong> more often will make you appear <strong>more approachable<\/strong> to employees.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"700\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sending-a-casual-message-min.png\" alt=\"An example of a laissez-faire leader sending a casual message\" class=\"wp-image-9159\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sending-a-casual-message-min.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sending-a-casual-message-min-300x175.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sending-a-casual-message-min-1024x597.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sending-a-casual-message-min-768x448.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/An-example-of-a-laissez-faire-leader-sending-a-casual-message-min-18x12.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\">An example of a laissez-faire leader sending a casual message<\/figcaption><\/figure>\n<\/div>\n\n\n<p>Remember, <strong>communication is the key to establishing a healthy work environment<\/strong>, as Paul Bramson also notes:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg\" alt=\"Paul Bramson\" class=\"wp-image-9136\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min.jpg 500w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/Paul-Bramson-min-12x12.jpg 12w\" sizes=\"auto, (max-width: 500px) 100vw, 500px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cFoster a positive and collaborative work environment. Encourage open communication, mutual respect, and recognition of accomplishments. A positive culture can lead to higher employee engagement and productivity.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:18px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Of course, you don\u2019t have to wait for your employees to bring up a problem.<\/p>\n\n\n\n<p>Make sure you have your finger on the pulse \u2014 both in terms of your team\u2019s operations and the company at large.<\/p>\n\n\n\n<p>That will allow you to <strong>course-correct if you need to<\/strong> and show that you are a competent leader even if you don\u2019t always have your hands on the steering wheel.<\/p>\n\n\n\n\n<div class=\"banner banner-light pumble-gradient-templates\">\n    <div class=\"banner-text lg:pr-[6rem]\">\n        <span class=\"h4 text-lg translation-block mb-0\">All-in-one digital HQ<\/span>\n        <p class=\"translation-block mt-1 mb-3\">A communication app for teams of all kinds. Discuss, share, and collaborate.<\/p>\n\n        <div class=\"banner-buttons d-flex gap-4 align-items-center translation-block justify-content-center justify-content-sm-start\">\n            <a class=\"bg-white rounded px-3 py-1 text-gray-dark\" href=\"https:\/\/pumble.com\/solutions\" target=\"_blank\">Solutions<\/a>\n\n                            <a class=\"button-2\" href=\"https:\/\/pumble.com\/register\" target=\"_blank\">Register<\/a>\n                    <\/div>\n    <\/div>\n\n    <div class=\"banner-image banner-image-middle \">\n        <picture>\n            <source srcset=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates@2x.png 2x\" alt=\"Illustration\"  media=\"(min-width: 1022px)\" \/>\n            <img decoding=\"async\" src=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates.png\"  alt=\"Illustration\" \/>\n        <\/picture>\n    <\/div>\n<\/div>\n    \n\n\n\n<h2 id=\"final-thoughts-even-laissez-faire-leaders-should-keep-one-hand-on-the-steering-wheel\" class=\"wp-block-heading\">Final thoughts: Even laissez-faire leaders should keep one hand on the steering wheel<\/h2>\n\n\n\n<p>Ultimately, the success of the laissez-faire leadership style depends on the needs of your team and organization.<\/p>\n\n\n\n<p>If you\u2019re working with a team of experts who are capable of self-motivating, the best thing you can do is <strong>give them the resources, tools, and autonomy they need to do their jobs<\/strong>.<\/p>\n\n\n\n<p>However, you should also try to stay aware of the team\u2019s operations so you can provide feedback, assistance, and direction when necessary.<\/p>\n\n\n\n<p>As Jerome Myers told us, it\u2019s all about adapting the style of leadership to suit your needs:&nbsp;<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"400\" height=\"400\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers.jpg\" alt=\"jerome myers\" class=\"wp-image-9152\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers.jpg 400w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers-150x150.jpg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/08\/jerome-myers-12x12.jpg 12w\" sizes=\"auto, (max-width: 400px) 100vw, 400px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cLaissez-faire leadership can be a powerful tool when applied in the right context and with the right team. It can unleash creativity, empower employees, and foster a sense of ownership over work. However, leaders must be cautious about the potential pitfalls of this approach, such as the lack of direction and reduced accountability. Like any leadership style, the key to success lies in finding the right balance and adapting the approach to suit the team&#8217;s capabilities and the organization&#8217;s needs.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"custom-btn\"><a href=\"https:\/\/pumble.com\/register\" target=\"_blank\" rel=\"noreferrer noopener\">Get started with Pumble<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Laissez-faire leadership has a long list of drawbacks \u2014 but just as many advantages for the right team. Learn all about it in our blog post.<\/p>\n","protected":false},"author":24,"featured_media":9127,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[8],"tags":[],"class_list":["post-9125","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication-tips"],"acf":[],"_links":{"self":[{"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/posts\/9125","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/users\/24"}],"replies":[{"embeddable":true,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/comments?post=9125"}],"version-history":[{"count":40,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/posts\/9125\/revisions"}],"predecessor-version":[{"id":23941,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/posts\/9125\/revisions\/23941"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/media\/9127"}],"wp:attachment":[{"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/media?parent=9125"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/categories?post=9125"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/tags?post=9125"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}