These Outdated Leadership Styles Are Ruining Careers.

Leadership has evolved, but unfortunately, some leaders are still stuck in the past—clinging to outdated styles that belong in a history book, not the modern workplace. If you’re ruling with an iron fist like a 1950s CEO or ghosting your team like a disengaged manager, it’s time for a reality check.

Autocratic and laissez-faire leadership styles aren’t just old-school but career killers. Employees today want collaboration, respect, and a voice, not a boss who micromanages their every move or, worse, disappears when they need guidance. If you’re guilty of these leadership missteps, don’t panic. You can reinvent your approach and lead with impact.

Millennials have stepped in to replace Baby Boomers, bringing fresh innovation and more democratic leadership styles. However, 63% of Millennials feel their companies fail to support their leadership development.

The Pitfalls Of Autocratic Leadership

Autocratic leadership follows a command-and-control model where the leader makes all major decisions with little input from employees. While this style may be effective in high-stakes or emergencies, it often creates a rigid, fear-based work environment that discourages employee engagement.

Why It’s Outdated

• Lack of employee empowerment—Employees feel undervalued and disengage if they are never allowed to contribute ideas or take ownership of their work.
• Decreased innovation—New ideas are stifled without open dialogue, limiting an organization’s ability to adapt and compete.
• High turnover—Employees, particularly younger generations, seek meaningful work and autonomy. Autocratic environments push talent away.

How To Shift To An Inclusive Leadership Style

• Encourage open communication—Autocratic leaders must foster a culture where employees feel comfortable sharing their thoughts. Active listening, open-door policies and anonymous feedback mechanisms help create a psychologically safe environment.
• Empower employees with decision-making opportunities—Delegation isn’t a sign of weakness; it’s a strategic move that empowers employees and builds trust. Leaders can start by involving teams in smaller decisions and gradually increase autonomy as trust develops.
• Focus on coaching, not controlling—Instead of dictating every step, leaders should guide, mentor and support employees. Coaching helps employees develop critical thinking skills and confidence in their abilities.

The Downside Of Laissez-Faire Leadership

Laissez-faire leadership represents the opposite extreme of autocratic leadership. It involves a hands-off approach where employees are given complete autonomy with minimal guidance. While independence is essential, a total lack of structure, support or accountability can lead to disengagement, confusion and a lack of productivity.

Why It’s Outdated

• Lack of direction and clarity—Employees feel abandoned and unsure about expectations, leading to inconsistent performance.
• Decreased accountability—Without leadership oversight, projects can stagnate and poor performance may go unaddressed.
• Team dysfunction—When there’s no clear leadership, decision-making becomes chaotic, creating conflict and inefficiency.

How To Shift To An Inclusive Leadership Style

• Set clear expectations—Communicating clear goals, defining success metrics, and providing regular check-ins ensure employees understand the mission.
• Balance autonomy with support—Employees should be free to work independently, but leaders must be available for feedback and problem-solving when needed.
• Foster a collaborative environment—A leader’s role is to create an ecosystem where employees feel connected and supported. Encouraging team discussions and mentorship programs help maintain engagement.

The most effective leaders today adopt a transformational or servant leadership approach. By shifting away from autocratic or laissez-faire leadership, leaders build high-performing teams that drive long-term business success. It’s a balancing act between structure and flexibility, authority and collaboration, and guidance and autonomy.