Pros and Cons of Laissez-Faire Leadership

Laissez-faire leadership, also known as delegative leadership, is a type of leadership style in which leaders are hands-off and allow group members to make the decisions. Researchers have found that this is generally the leadership style that leads to the lowest productivity among group members.

However, it is important to recognize that this leadership style can have both benefits and possible pitfalls. There are also certain settings and situations where a laissez-faire leadership style might be the most appropriate. Knowing your dominant leadership style can be helpful for understanding your own strengths and potential weakness.

laissez faire leadership
Verywell / Hugo Lin

Characteristics of Laissez-Faire Leadership

Laissez-faire leadership is characterized by the following:

  • Hands-off approach
  • Leaders provide all training and support
  • Decisions are left to employees
  • Comfortable with mistakes
  • Accountability falls to the leader

While the conventional term for this style is "laissez-faire" and implies a completely hands-off approach, many leaders still remain open and available to group members for consultation and feedback. They might provide direction at the beginning of a project, but then allow group members to do their jobs with little oversight.

This approach to leadership requires a great deal of trust. Leaders need to feel confident that the members of their group possess the skills, knowledge, and follow through to complete a project without being micromanaged.

Advantages of Laissez-Faire Leadership

Like other leadership styles, the laissez-faire leadership style has its advantages.

  • It encourages personal growth. Because leaders are so hands-off in their approach, employees have a chance to be hands-on. This leadership style creates an environment that facilitates growth and development.
  • It encourages innovation. The freedom given to employees can encourage creativity and innovation.
  • It allows for faster decision-making. Since there is no micromanagement, employees under laissez-faire leadership have the autonomy to make their own decisions. They are able to make quick decisions without waiting weeks for an approval process.

To benefit from these advantages, certain preconditions have to be met. For instance, if your team is full of highly-skilled and experienced people, capable of working on their own, this approach might work. Since these group members are experts and have the knowledge and skills to work independently, they are capable of accomplishing tasks with very little guidance.

This style is particularly effective in situations where group members are more knowledgeable than the group's leader. The laissez-faire style allows them to demonstrate their deep knowledge and skill surrounding that particular subject.

This autonomy can be freeing to some group members and help them feel more satisfied with their work. The laissez-faire style can be used in situations where followers have a high-level of passion and intrinsic motivation for their work.

Disadvantages of Laissez-Faire Leadership

Because the laissez-faire style depends so heavily on the abilities of the group, it is not very effective in situations where team members lack the knowledge or experience they need to complete tasks and make decisions. This can lead to poor job performance and less job satisfaction.

This is leadership style is also not suitable for situations where efficiency and high productivity are the main concerns. Some people are not good at setting their own deadlines, managing their own projects, and solving problems on their own. Under this leadership style, projects can go off-track and deadlines can be missed when team members do not get enough guidance or feedback from leaders.

Some possible disadvantages of the laissez-faire style include:

  • Lack of role clarity: In some situations, the laissez-faire style leads to poorly defined roles within the group. Since team members receive little to no guidance, they might not really be sure about their role within the group and what they are supposed to be doing with their time.
  • Poor involvement with the group: Laissez-faire leaders are often seen as uninvolved and withdrawn, which can lead to a lack of cohesiveness within the group. Since the leader seems unconcerned with what is happening, followers sometimes pick up on this and express less care and concern for the project.
  • Low accountability: Some leaders take advantage of this style as a way to avoid responsibility for the group's failures. When goals are not met, the leader can then blame members of the team for not completing tasks or living up to expectations.
  • Passivity: At its worst, laissez-faire leadership represents passivity or even an outright avoidance of true leadership. In such cases, these leaders do nothing to try to motivate followers, don't recognize the efforts of team members, and make no attempts at involvement with the group.

If team members are unfamiliar with the process or tasks, leaders are better off taking a more hands-on approach. They can switch back to a more delegative approach as team members gain more experience.

Where Laissez-Faire Leaders Thrive

If you tend to have a more laissez-faire approach to leadership, there are areas and situations where you might tend to do better. Working in a creative field where people tend to be highly motivated, skilled, creative, and dedicated to their work can be conducive to obtaining good results with this style.

Laissez-faire leaders typically excel at proving information and background at the start of a project, which can be particularly useful for self-managed teams. By giving team members all that they need at the outset of an assignment, they will then have the knowledge they need to complete the task as directed.

For example, a delegative leader might excel in a product design field. Because team members are well-trained and highly creative, they likely need little in the way of direct management. Instead, an effective leader can provide minimal oversight and guidance and still produce high-quality results.

Even in such fields, it may pay to utilize a variety of leadership approaches at different phases of the work process. For example, laissez-faire leadership may be most effective during the early phases when a product or idea is being brainstormed or created. Once the design is in place and ready for production, it may be best to switch to a style that involves more direction and oversight.

A leader with this style may struggle in situations that require great oversight, precision, and attention to detail. In high stakes and high-pressure work settings where every detail needs to be perfect and completed in a timely manner, a more authoritarian or managerial style may be more appropriate.

Using a laissez-faire approach in this type of scenario can lead to missed deadlines and poor performance, particularly if group members are unsure of what they need to be doing or do not have the skills they need to perform tasks with little to no direction.

Famous Laissez-Faire Leaders

There have been a number of well-known political and business leaders throughout history who have exhibited characteristics of a laissez-faire leadership style.

Steve Jobs was known for giving instructions to his team about what he would like to see but then leaving them to their own devices to figure out how to fulfill his wishes. Former U.S. President Herbert Hoover was famous for taking a more laissez-faire approach to governing, often by allowing more experienced advisors to take on tasks where he lacked knowledge and expertise.

A Word From Verywell

Often dismissed as a style that leads to poor group outcomes, laissez-faire leadership can be effective in a variety of situations. If you tend to be more of a laissez-faire leader, you may find it helpful to think about the sort of situations this style might excel.

In settings where the group needs more oversight or direction, you may find that you need to consciously focus on adopting a more authoritarian or democratic approach. By examining your own style, you can hone your skills and become a better leader.

Was this page helpful?
Article Sources
Verywell Mind uses only high-quality sources, including peer-reviewed studies, to support the facts within our articles. Read our editorial process to learn more about how we fact-check and keep our content accurate, reliable, and trustworthy.
  1. Anbazhagan S, Kotur BR. Worker productivity, leadership style relationshipIOSR Journal of Business and Management. 2014;16(8):62-70. doi:10.9790/487x-16846270

  2. Amanchukwu RN, Stanley GJ, Ololube NP. A review of leadership theories, principles and styles and their relevance to educational management. Management. 2015;5(1):6-14. doi:10.5923/

  3. Al-Malki M, Juan W. Impact of laissez-faire leadership on role ambiguity and role conflict: Implications for job performance. International Journal of Innovation and Economic Development. 2018;4(1):29-43. doi:10.18775/ijied.1849-7551-7020.2015.41.2003

  4. Skogstad A, Einarsen S, Torsheim T, Aasland MS, Hetland H. The destructiveness of laissez-faire leadership behavior. J Occup Health Psychol. 2007;12(1):80-92. doi:10.1037/1076-8998.12.1.80

  5. Barling J, Frone MR. If only my leader would just do something! Passive leadership undermines employee well-being through role stressors and psychological resource depletion. Stress Health. 2017;33(3):211-222. doi:10.1002/smi.2697

  6. Sfantou DF, Laliotis A, Patelarou AE, Sifaki-Pistolla D, Matalliotakis M, Patelarou E. Importance of leadership style towards quality of care measures in healthcare settings: A systematic review. Healthcare (Basel). 2017;5(4). doi:10.3390/healthcare5040073

  7. How Apple Works: Inside the World's Biggest Startup. Fortune.

Additional Reading