Laissez Faire vs Transformational Leadership: How They Differ?

Laissez Faire vs Transformational Leadership How They Differ banner image

If you are a leader or founder, you’ve certainly heard of Laissez faire vs transformational leadership styles. As two popular approaches to managing teams, these philosophies impact how individuals within an organization interact with one another—and even the success of the company. But given the criticisms associated with both models, which should you choose? In this blog post, we will dive into each style in detail and discuss their differences – as well as their advantages and disadvantages – so that you can make an informed decision about which is right for your organization. Let’s get started!

What is laissez faire and what is transformational leadership?

Laissez faire leadership is a type of leadership style that allows followers to operate independently and make their own decisions without much guidance or intervention from the leader. It’s based on the idea that people are capable of making their own decisions and should be allowed to do so, as long as it doesn’t contradict the values of the organization.This style of leadership is often referred to as the “hands-off” approach.

Laissez faire leadership is a popular choice in team environments because it allows members to work at their own pace and encourages creativity. It can also reduce the amount of micromanagement in the workplace, which may lead to higher productivity and better morale. However, this style does come with some potential drawbacks: with little oversight from the leader, it can be difficult for them to track progress or ensure everyone is on the same page. Additionally, without clear direction or expectations from the leader, followers may feel confused or disengaged from their task.

Transformational leadership is an approach to leading that emphasizes positive change in both individuals and organizations. This kind of leader has an inspiring vision for the future, motivates employees to achieve high standards, provides support and encourages collaboration among team members. Transformational leaders create a shared sense of purpose within teams and inspire people to work together towards common goals. They also have strong communication skills, enabling them to connect with people on a personal level and motivate them to take action.

Both leadership styles have their advantages and disadvantages, but they can be used together to create an effective approach to leading people. For example, laissez faire leaders may give employees the freedom to make decisions while transformational leaders provide guidance and motivation. Ultimately, it depends on the context of the situation and what kind of leader best fits the team’s needs. It is important for any leader to have a good understanding of both approaches in order to choose which one will work best for their organization.

Key differences between laissez faire and transformational leadership

  1. Laissez faire leadership focuses on allowing employees to make their own decisions and work with minimal direction from the leader. Transformational leadership, on the other hand, is more hands-on and involves inspiring followers to strive for greater heights.
  2. Laissez faire leaders do not provide motivation or support for employees beyond what is required by law or policy. Transformational leaders, however, actively seek out ways to inspire and motivate team members through personal attention and rewards.
  3. Laissez faire leaders are typically seen as passive observers who allow events to happen without interfering while transformational leaders take an active role in encouraging change.
  4. Laissez faire leadership is often associated with a lack of accountability whereas transformational leaders are held to a higher standard of accountability and performance.
  5. Laissez faire leaders tend to avoid conflict and rely on the status quo while transformational leaders often look for ways to challenge and change the existing structure in order to foster growth.
  6. Finally, laissez faire leadership is mainly focused on efficiency whereas transformational leadership focuses more on creating an inspiring vision that followers can strive towards achieving.
read a book and relax
read a book and relax

Pros of laissez faire over transformational leadership

  1. Laissez faire leadership allows employees to take the initiative and make decisions independently, which can result in increased motivation, creativity and efficiency.
  2. This type of leadership also gives employees an opportunity to grow their skills and develop autonomy.
  3. Laissez faire leadership provides more freedom for employees as they are given more authority to act on their own and make decisions without consulting superiors.
  4. This type of leadership style helps build trust between managers and staff members since there is less micromanagement from the top-level management.
  5. This enables a more open environment where ideas can be shared freely and collaboration among team members is encouraged, leading to better problem solving capabilities.
  6. This type of leadership also encourages innovation by creating an atmosphere that rewards risk-taking and creative problem solving.
  7. Laissez faire leadership also reduces the need for direct supervision from the top-level management, leading to lower labor costs.
  8. Lastly, it encourages individual accountability since employees are responsible for their own actions and decisions. This helps ensure that everyone is working towards the same goals.

In short, laissez faire leadership can be beneficial when used in an appropriate context. It offers many advantages over transformational leadership such as increased motivation, autonomy, flexibility and cost savings among others. However, it should be used with caution as too much freedom can lead to a lack of direction and success may not be achieved without proper guidance and oversight from supervisors or managers.

Cons of laissez faire compared to transformational leadership

  1. Limited Motivation: Laissez-faire leaders tend to lack the ability to motivate their employees effectively. This can lead to lower job satisfaction and a decrease in productivity.
  2. Limited Direction: Without a leader taking charge, there may be confusion among team members as to how tasks should be completed or what goals need to be met by certain deadlines.
  3. Lack of Creativity: With less guidance, creativity can become stifled as individuals often feel too intimidated to offer up new ideas or suggestions.
  4. Poor Communication: Communication between team members can suffer due to the lack of a central figure who is responsible for setting expectations and providing feedback on progress. As a result, employees may not receive constructive criticism or recognition for their work in a timely manner.
  5. Lower Morale: Without a strong leader to bring a sense of purpose and value to the team, morale can suffer as individuals may feel their efforts are going unrecognized or are not valued in the workplace.
  6. Inefficient Decision Making: When leaders do not provide direction or guidance, decision making can become inefficient as teams may struggle to come to consensus on important issues without someone taking charge. Even if decisions are made, it is often hard for them to be implemented effectively due to the lack of leadership from above.
  7. Low Quality Work Product: Without proper motivation and oversight, employees may produce work that does not meet quality standards or adhere to deadlines due to a lack of accountability and follow through.

Pros of transformational leadership over laissez faire

  1. Increased motivation: Transformational leaders are able to motivate and inspire employees to go above and beyond their own expectations. This increased motivation leads to higher productivity, morale, and commitment from the team.
  2. Improved communication: Transformational leaders create an environment in which open dialogue is encouraged. This allows for better understanding of tasks, expectations, roles, and goals within the organization.
  3. Increased trust: Transformational leaders foster a culture of trust by demonstrating their commitment to the team’s success and welfare. This leads to improved relationships between management and employees as well as greater job satisfaction among staff members.
  4. Enhanced creativity: Transformational leadership encourages innovation by providing employees with the freedom to think outside of the box when problem-solving or coming up with new ideas. This helps to create a more creative and productive work culture.
  5. Enhanced morale: Transformational leaders place a strong emphasis on recognizing individual and team achievements as well as providing positive reinforcement for successful efforts. Positive feedback and appreciation can help to boost employee morale and foster a greater sense of loyalty among team members.
  6. Increased commitment: Transformational leadership encourages employees to take ownership of their own projects and tasks, leading to increased commitment from the entire workforce towards achieving organizational goals.
  7. Improved team functioning: Transformational leaders are able to bring out the best in each member of the team while building strong relationships between them, resulting in improved group dynamics and better overall functioning of the team,
Transformational abstract
Transformational abstract

Cons of transformational leadership compared to laissez faire

While transformational leadership can be a powerful tool for leading organizations, it does have some potential drawbacks compared to laissez faire leadership:

  1. Transformational leadership can be time-consuming: Transformational leaders often spend a lot of time coaching, mentoring, and inspiring their followers. This can be time-consuming and may leave less time for other important tasks.
  2. Transformational leadership can be overwhelming: Some followers may feel overwhelmed or intimidated by the high expectations set by transformational leaders. This can lead to stress, burnout, or even turnover if they feel they cannot keep up.
  3. Transformational leadership can be too idealistic: Transformational leaders often have a grand vision for the future, but they may not always have a practical plan for achieving it. This can lead to disappointment or frustration if goals are not met.
  4. Transformational leadership may not be appropriate for all situations: Transformational leadership may not be the best approach for all organizations or situations. In some cases, a more hands-off approach like laissez faire leadership may be more appropriate.
  5. Transformational leadership can be too reliant on the leader: If the transformational leader leaves the organization, the vision and motivation they provided may also leave with them. This can be a problem if the organization is not able to sustain that level of motivation and innovation on its own.

In short, transformational leadership has some potential drawbacks compared to laissez faire leadership, such as being time-consuming, overwhelming, and idealistic. It may also not be appropriate for all situations and can be too reliant on the leader. It’s important for leaders to carefully consider which leadership style is most appropriate for their organization and goals.

Situations when laissez faire is better than transformational leadership

  1. When the project is well established and running smoothly, it’s often best to use a laissez faire approach. This allows team members to make decisions on their own, without any external guidance or interference.
  2. When dealing with highly experienced staff members who need minimal guidance, laissez faire can be an effective way of getting the job done efficiently and effectively.
  3. When the goal is for team members to take ownership of their work and remain committed, a hands-off approach can help foster this sense of responsibility in individuals.
  4. In situations where there are limited resources available or time constraints that prevent a more involved leadership style from being implemented, laissez faire may be necessary in order to get the job done quickly and with minimal disruption to normal operations.
  5. When the team is highly experienced and capable, allowing them to work independently can be beneficial as it gives them the freedom to experiment with new ideas and find creative solutions that a top-down approach might not have yielded.
  6. Laissez faire leadership works well in situations where there is little risk of failure or negative consequence for making mistakes, such as when developing prototype products or testing out innovative approaches.
  7. Lastly, in situations where the goal is simply to get the project completed without requiring any major changes or adjustments along the way, laissez faire offers an effective alternative that allows teams to accomplish their goals quickly and efficiently.

Situations when transformational leadership is better than laissez faire

  1. When the task is complex: When a task is complex and requires more than just individual effort, transformational leadership is effective in motivating team members to work collaboratively. It helps to establish trust between team members and encourages them to take initiative and be creative.
  2. When creativity and innovation are needed: Transformational leaders stimulate their followers’ creativity by providing them with challenges that require innovative thinking and problem-solving skills. This type of leadership also creates an environment where employees feel comfortable expressing new ideas without fear of criticism or failure.
  3. During times of organizational change: Transformational leaders can help organizations navigate through difficult times of transition by inspiring their followers during periods of uncertainty. They motivate individuals to stay focused on the end goal, and encourage collaboration and cooperation to reach it.
  4. When morale is low: Transformational leaders recognize the importance of employee morale, and are able to build motivation by providing a sense of purpose, recognition for hard work, and a feeling of inclusion within the organization. They also create an atmosphere where team members feel valued and appreciated for their contributions.
  5. When performance needs to be improved: Transformational leadership can help individuals develop the skills needed to improve their performance. Leaders focus on personal growth rather than just task completion, which helps employees become better versions of themselves both professionally and personally. This encourages them to strive for higher levels of achievement as they continue to grow within the organization.
Laissez Faire vs Transformational Leadership How They Differ pin

Laissez Faire vs Transformational Leadership Summary

Transformational leadership and laissez-faire style of management differ in terms of the depth and results each can produce. Transformational leadership focuses on collaboration, motivation, and trust building between a leader and the employees, while laissez-faire is more hands-off in nature and assumes that employees will take on the necessary roles in order to succeed. Each has its pros, cons and situations under which one may be more effective than another. Ultimately, it is up to individual leaders to determine which style best meets their own personal approach to achieve the desired outcome. By being mindful of both styles of operation, a leader can make an informed decision when choosing between them.

Therefore, determining which approach works best depends upon what kind of objectives need to be accomplished by a business or an organization and its employees. If you have any questions regarding this post or have any feedback or insights you’d like to contribute, we would love to hear from you – comment below!

Leave a Comment

Your email address will not be published. Required fields are marked *

Hidayat Rizvi
Scroll to Top


Enter your contact details and I will get in touch!


Send a Message. I will respond quickly!