In the category of Group Work on the National Counselor Examination (NCE), the Counselor Preparation Comprehensive Examination (CPCE), or another counseling exam, there are some group leadership styles you’ll want to be aware of.
What are leadership styles? We’ll cover this, the most common types of leadership styles you’ll want to know for your exams, and more!
Overall, it seems that group leaders who demonstrate empathy and caring toward the group and group members individually will find the use of these to be beneficial for the group. Additionally, when a group leader can model appropriate behavior and group norms, this will often improve the participation of group members, even those members who tend to be more resistant.
As much as possible, group leaders will likely find it beneficial to reduce any risk or danger for the group members. One important way this can be done is by covering informed consent with the group members.
Irvin Yalom finds that groups will often have poorer outcomes when group leaders do too much for the group, or if they do too little. Therefore, he highlights how the leader should find balance in their approach.
There are three styles of leadership that are often highlighted and that would be the most important for you to have some knowledge and awareness of. As we discuss these, keep in mind that these styles have their pros and cons, which we’ll cover with each. Try to avoid labeling any of them as “good” or “bad” . Instead, I would encourage you to try to focus on the parts of each style that may be helpful and when it is helpful, as well as the shortcomings of the style and when that tends to be the case.
Autocratic Leadership Style – The first is called the autocratic leadership style, or sometimes referred to as the authoritarian style. With this style, the leader will be the one to make the policies of the group and will give orders to the group members. The leader doesn’t consult the group in forming the policies and instead decides these on their own. When group members are assigned tasks, the leader may not consider the preferences of the member when assigning that task.
In a classic 1939 study, Lewin and colleagues found that the autocratic style resulted in children being more aggressive and was the style that children in the group liked least. They also found that this style could raise hostility in the group by up to 30 times! Therefore, this style should be used with caution. That said, it is a style that is effective and important when immediate decisions need to be made, such as in a crisis situation.
It should be noted, the autocratic style is often discussed in and portrayed in more negative terms. Instead, we could highlight how this style does often result in expectations that are more clearly laid out.
Democratic Leadership Style – The second leadership style is called the democratic style. This can go by other names as well, such as a participative style or facilitator style. Group leaders using a democratic style will set the policies of the group with the help of the group members. Often, members will also participate in planning, resolving issues, and decision making for the group. For groups with a democratic leadership style, they may have more originality, more enthusiastic members, lower anxiety amongst members, and high member participation.
Going back to the 1939 study by Lewin and colleagues, children in the democratic leadership style group had the best behavior. However, the children were less productive than with the authoritarian style, but did have higher quality work. Also, keep in mind, this style is not usually the best when decisions need to be made quickly, such as in a crisis situation.
Laissez Faire Leadership Style – Third is the Laissez faire style, also known as the delegative style. This leadership style is often seen as the more non-threatening. Leaders using this style offer little direction, participation, or interference, often taking a hands-off approach.
In Lewin and colleagues study, they found that this style increased aggressiveness of the children in the study. The children were also less productive and were more likely to blame each other when mistakes were made. If a group has come to a decision, there may be benefit to this leadership style being used at that point.
We’ve covered the three most commonly discussed leadership styles. Next, we’ll cover some additional leadership styles that may be good for you to have some awareness of.
Charismatic Leadership Style – The first of these is the charismatic leadership style. Broadly, this leader tends to use and rely on their personal charm and power. They may have a magnetism and attractiveness that is advantageous to them. These leaders can be widely admired, and Rosenthal notes how “clients can adore this type of leader and often become irrational because of it” (2024, p. 159). The American Psychological Association highlights that this can be a leadership style seen in political and social settings.
Confrontive Leadership Style – Second, there is a confrontive leadership style. With this, the leader discusses the impact that their behavior has on them and others, such as the group members. They also reveal the impact that the group members have on them as the group leader. This approach will usually focus on the present moment.
Speculative Leadership Style – Third is a speculative leadership style. This style uses a here and now focus with their approach. It also focuses on the behavior of the group members and leaders. Typically, this will be done by highlighting and emphasizing that current moment in the group and what is happening. This leadership style will be enjoyable for group members as the group leader is usually be seen as charismatic. Rosenthal notes that group leaders are often adored and looked up to.
Neither the confrontive or speculative styles are seen as superior in their effectiveness. With both of these styles, it is important for group leaders to be mindful not to impose any personal values onto the group.
Impersonal Leadership Style – With an impersonal style, leaders may have a more distant but aggressive approach.
Energizer Leadership Style – An energizer style may be more charismatic and bring about more emotional stimulation for the group’s members.
Manager Leadership Style – A manager style will often have an approach where they exert more control over the group.
Provider Leadership Style – Lastly, with a provider style, these leaders will have an approach that places a high emphasis on an approach that is seen as more caring.
It would not be surprising if you often hear of the study by Lewin and colleagues from 1939, which is considered a classic. In fact, throughout these explanations, I have highlighted results from this study. While their study did yield important information about leadership styles—and found that the style of leadership used does make a difference—it is important to highlight some of the limitations of that study as well.
First, the group in the study was not a counseling group. Therefore, we can’t say for certain that these findings would apply to counseling groups as well.
Second, the study only used men to lead their groups. That means that we cannot say for certain that women leading groups would yield the same results. Likewise, if a group has a leader who does not identify within a gender binary identity, these results may not be the same either. Taking it even further, if a group were to have multiple leaders of varying genders, these results would not necessarily apply either.
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