'Let it be' - that's the vibe you might get from the French term "laissez-faire." You could easily imagine a manager kicking back with their feet on the desk, hands behind their head, seemingly doing nothing.
But hold on a sec. Are we really suggesting that this is an effective way to lead people?
Well, it's not quite what it seems (and yes, we are). And hey, if you play your cards right, you might even get to put your feet up once in a while.
What's laissez-faire leadership all about?
Laissez-faire leadership is the art of putting together a dream team and letting them do what they do best, in the way they do it best.
To pull this off, you'll need a few things:
Control over the hiring process or total trust in your recruitment team and process, which leads to...
Confidence in the ability and aptitude of your team.
A strong vision and strategy, and the skill to get your people on board with it.
Clear objectives and responsibilities for each team member and the team as a whole.
Trust. In your people, and their trust in you, too.
Oh, and you'll need the budget and headcount to have the right number and type of people on your team since you can't afford to have folks doing things they don't want or aren't able to do.
How does laissez-faire leadership work?
This leadership style banks on people's natural motivation to do their job well. Set people up for success, and most of the time - they'll shine! Your role in this framework is to steer your team toward success and support them in getting there. But how they achieve that is mostly up to them.
Autonomy and mastery at work are powerful motivators, increasing job satisfaction and productivity. By giving people the freedom to work the way they prefer (and enjoy), you boost the odds of them excelling.
This approach is about results - output - not input.
As a laissez-faire leader, one of your main tasks is to enable effective communication. We've got loads of resources on this topic; three must-reads for this type of leader include:
How to build psychological safety in your team
Your one-to-one meetings guide
Retrospective tactics
Psychological safety means your team will come to you when they hit a snag. You can then help them figure things out themselves, or step in if needed. Even more importantly, it means they'll come to you when they mess up.
One-to-one meetings are essential for any employee's growth and help establish that interpersonal connection that makes this dynamic work.
Retrospectives are key for ensuring that you and your team a) learn from mistakes and b) understand the impact of their decisions on the wider team. If you want your team members to make decisions (and you do!), they need to know how everyone else will be affected. Otherwise, they might create problems or hesitate for fear of doing so.
Pros and cons of laissez-faire leadership
The perks of this approach are straightforward: high productivity, high morale, and a fantastic work environment that promotes personal growth.
The downside? If not done right or missing one of the essential components, employees might take advantage.
For instance, if someone on your team is just there for the paycheck and doesn't care about the vision, they could find ways to slack off, flying under the radar.
Another example: If you've inherited a team lacking some necessary skills or can't hire enough people to handle the workload. If everyone's responsible for their own and the team's success, but the system makes success impossible, well, that's a recipe for plummeting morale.
Is laissez-faire leadership for me?
It's a fancy way of saying "hands-off" leadership. This style works in almost any situation! Unless you work in a super regulated or dangerous environment, then it's probably not the best idea.
But even then, you can still apply the basic principles of trust and accountability. Just make sure you're keeping a close eye on everything and everyone is staying safe. So, is laissez-faire leadership right for you? It depends on your situation, but it's definitely worth considering!
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Are you looking for someone to facilitate your next strategic planning session, or for a speaker to motivate your team? We have great solutions. Again, if we can help, please let us know by email or set up a call here.