How leadership styles shape the workplace

The way you lead affects everything, from how people work, talk, solve problems, and stick around. And in today’s workplaces, with hybrid teams and a younger crowd expecting better management, leadership style really matters.

There’s no one right way to do it. Some teams need structure. Others need space. What works in one setting might fall flat in another. But here’s what’s always true: leaders need time to lead. Not chase paperwork or fix payroll errors. Just lead.

In this article, we look at different leadership styles and how they play out in UK workplaces. We also share why taking admin off your plate can make all the difference.

What is a leadership style

A leadership style is how someone runs the show. It’s the way they make decisions, give feedback, handle conflict, and guide their team day to day. And it’s not just a personality thing, it’s a pattern.

The idea goes way back to a guy called Kurt Lewin. In the 1930s, he came up with three leadership styles: autocratic, democratic, and laissez-faire. Since then, things have evolved. Workplaces have changed. Teams are flatter. More people work remotely. So, leaders today need a bit more range.

That’s why self-awareness matters. You’ve got to know how you lead, and when it’s time to switch things up. Your leadership style shapes how you give direction, how people handle pressure, and how much they trust you. Get it right, and you can build a team that truly wants to show up and do good work.

Great leaders tend to do two things well. First, they know their own habits. Second, they adapt. The best style for one team or task won’t always work for another.

8 common leadership styles in UK workplaces

There are loads of different leadership styles out there. Some are hands-on. Some are all about big-picture thinking. What works best depends on the team, the task, and the environment. Here are eight leadership styles you might find in UK workplaces:

1. Transformational leadership

Transformational leadership is about big change. These leaders focus on vision, values, and helping people grow. It’s not enough for staff to simply do the necessary. Transformational leaders want them to believe in the work and push beyond what’s expected. It’s motivating, but it needs energy and buy-in.

Example: A head of sales in a tech firm might use transformational leadership by setting a bold target to double revenue in two years. They’d do this by helping each rep develop their skills, changing the way targets are tracked, and getting people genuinely excited about hitting bigger goals.

2. Democratic leadership

Democratic leadership styles revolve around input. These leaders invite their team into the decision-making process. It’s slower than top-down approaches. But it can work well when you’ve got skilled people who want to be heard. Democratic leaders are generally good at listening and building consensus.

Example: A department lead in local government might use democratic leadership by holding regular team forums before making any policy changes. They're likely to ask for feedback, weigh up ideas, and make decisions based on the group’s thinking.

3. Situational leadership

Situational leaders shift gears based on the people and the context. There’s no one-size-fits-all. They give more direction when someone’s new or under pressure. They step back when the team’s confident. It’s responsive, not rigid. This is unlike autocratic leadership or a bureaucratic leadership style.

Example: A construction site foreman might manage apprentices closely when they’re starting out, walking them through every task. But with experienced tradespeople, they’ll leave them to it, trusting their judgment and adjusting only if something goes wrong.

4. Authoritative leadership

Authoritative leadership (sometimes called authoritarian leadership) means leading with strong direction. It’s not about being a bully. It’s about taking charge when decisions need to be made fast. These leaders give orders clearly and expect them to be followed.

Example:  A customer service director at a fintech company might use authoritative leadership during a major system outage. They’d take control quickly, assign clear roles, and make fast decisions to get the platform back online and keep clients informed.

5. Transactional leadership

The transactional leadership style is built around structure, rewards, and rules. People know what’s expected and what happens if they deliver (or don’t). It works best in environments where consistency and compliance matter, like finance, logistics, or call centres.

Example: A logistics manager at a warehouse might use a transactional leadership style by setting daily pick-and-pack targets for each team member. Bonuses go to the top performers, and repeat mistakes trigger retraining. The decision-making process is direct and based on targets.

6. Coaching leadership

Coaching leaders focus on long-term development. They want their people to learn, grow, and reach their full potential. It’s not about quick wins. It’s about building capability over time. Coaching leadership takes patience, strong communication skills, and a genuine interest in helping others improve.

Example: A team lead in a marketing agency might use coaching leadership by holding regular one-on-ones, giving constructive feedback, and setting individual growth plans. Instead of just telling people what to do, they ask questions, challenge assumptions, and support personal and professional development.

7. Servant leadership

Servant leadership flips the usual hierarchy on its head. Instead of leading from the front, these leaders focus on helping their team succeed. It’s a participative leadership approach. The leader listens more than they talk and supports more than they direct.

Example: A care home manager might show servant leadership by picking up shifts during staff shortages. They'd make sure carers have what they need to do their job properly. And they'd use feedback from the floor to shape how the place is run. Their leadership position is used to serve the team, instead of controlling it.

8. Laissez-faire leadership

Laissez-faire leaders give people full trust and minimal oversight. There’s no micro-managing, only guidance when it’s needed. This laissez-faire leadership style generally works well with skilled, senior staff who know what they’re doing. But it can fall flat if people need more support.

Example: A digital agency founder might act as a laissez-faire leader with their senior designers and developers. They'll let them plan projects, run their own schedules, and make decisions. And they'll let them do it without constant check-ins.

The hidden challenge: When admin undermines leadership

No matter what kind of leader you are, it’s hard to lead well when your day’s packed with admin.

The reality for a lot of UK managers? You’re neck-deep in hiring admin, sorting out IT access for new starters, or fielding questions about payroll deductions. Then there are things like updating policies, checking right-to-work docs, and logging training records. All of this piles up fast.

And while you're sorting all that, who's actually checking in with the team? Who’s listening, guiding, or stepping up when someone’s stuck? That’s the problem. The more time leaders spend on admin, the less time they have for actual leadership.

This hits small businesses the hardest. When HR is a part-time job or shared across teams, leaders end up doing everything. Sometimes badly as a result. And it shows. People feel unsupported. Problems drag on. Culture takes a hit.

It’s not about working harder. It’s about clearing space so you can focus on what really matters: leading your team properly.

Rippling handles the admin, so you can lead

You can have the best leadership style in the world, but if your day’s overflowing with admin, you’re not really leading. You’re spinning plates.

Whatever your approach, it only works when you’ve got time, clarity, and focus. That’s where Rippling comes in. It takes the admin off your plate. It keeps everything connected across HR, payroll, IT, and finance, with one login and one source of truth.

How Rippling supports every leadership style:

• Automates onboarding, payroll, and compliance. This means that new starters don’t sit in limbo and managers aren’t stuck pushing forms around.
• Keeps org charts and reporting lines clear. The result? Teams know who’s who, and leaders don’t waste time clarifying roles.
• Delivers performance and development tools. This enables you to run performance reviews that are fast, focused, and don’t require micromanagement.
• Syncs everything. From contracts to permissions, payroll, benefits, time off, and IT access, it all talks to each other.

Rippling gives leaders the room to lead, minus the admin baggage.

Leadership style FAQs

What are the three major leadership styles?

The original three from Lewin’s theory were autocratic, democratic, and laissez-faire. You’ll still see them in action today. Autocratic leaders make the decisions. Democratic leaders ask the team. Laissez-faire leaders step back and let people run with it. Each one has its place, depending on the team and the task.

What are the qualities of a good leader?

It depends on the context, but some things show up again and again. Good communication skills are key. The ability to make decisions when it counts is also super important. Then there's being open to input. And knowing when to lead from the front vs. when to let others step up. Great leaders also give open and honest feedback instead of just praise or vague encouragement.

What are the 5 L's of leadership?

Listen. Learn. Lead. Love. Legacy. Some say it’s cheesy. But each one points to something useful. The best leadership styles tend to grow from good listeners who learn as they go and care about the people they lead.

What are the 4 A's of leadership?

The 4 A’s usually stand for Awareness, Authenticity, Accountability, and Agility. Together, they help shape a leader’s style. You’ve got to know how you show up, stay honest, and take responsibility. You've also got to know when to switch gears when the situation changes.

How do I know which leadership style I use?

Watch what you do under pressure. That’s often your default style. Do you take control? Ask the team? Step back? Then ask your team how they experience you. Not in a performance review, just casually. Their answers will show you more than any quiz. Most people don’t use just one style. But there’s usually one that shows up the most.

Can one person use more than one leadership style?

Absolutely. In fact, that’s what makes a good leader. You might use coaching leadership with your senior team. Then you might switch to transactional leadership with temp staff handling sensitive processes. The best leaders read the room and adjust.

This blog is based on information available to Rippling as of May 13, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.