Democratic Leadership Style

The purpose of this paper is to discuss the democratic leadership style, the characteristics of a leader, work environment, and the different theories associated with this style leadership. Democratic leadership is a type of leadership style that incorporates the collaboration of the entire group, enforces interdisciplinary teamwork, and is relationship oriented (Huber, 2014). Practical leadership characteristics elaborated on include self-awareness and emotional stability, motivation, innovative, flexible and visible, workplace culture awareness, and collaboration (Huber, 2014). The theories discussed include transformational, Fiedler’s contingency, and Hersey and Blanchard’s tri-dimensional leader effectiveness model (Huber, 2014). Overall,

All leaders should obtain self-awareness and emotional stability because the core functions associated with leaders incorporate assessment of others needs within the work environment, and the ability to set your own values aside to avoid judgment upon other individual’s beliefs and values. The ability to have innovative ideas and approaches is crucial to advocate positive changes, and to provide relentless motivation for followers. As a democratic leader it is important to be flexible and understanding with followers and situations that arise to incorporate other individual’s ideas. Possessing the visibility to understand the groups different positions while projecting future barriers, problems, and outcomes. To visualize problematic barriers, the leader should have clear knowledge of the culture and generations that compose the group they are working with. A democratic leader needs to be visible, approachable, and build professional relationships to enforce the importance of teamwork. Having the capability to instill collaboration within the work environment and promote teamwork is essential from the democratic leaders standpoint, and assists in creating a positive work

These environments are characterized by a high level of trust between management and employees, by employees who treat each other in a respectful manner, by an organizational culture that supports skilled communication and collaboration, and by a climate in which employees feel emotionally and physically safe. The outcomes of these environments are quality patient care and improved motivation, satisfaction, productivity, and performance of individuals and organizations. Positive work environments that value employees increase retention and rates of patient and nurse satisfaction.