Breaking Free from Authoritarian Leadership
by Heidi Sadecky, MA,PCC – Executive Coach & Director, Townsend Leadership Program
Have you ever felt stifled in your role, unable to question decisions or share ideas because your leader only expects compliance? A handful of top leaders have recently shared with me that they’ve been pressured in their organizations to follow initiatives, directions, and decisions without question. Their supervisors just expect them to carry out marching orders.
While many organizations now embrace consultative leadership styles that foster collaboration, some leaders still cling to outdated authoritarian practices, stifling innovation and engagement. These leaders often don’t realize how they’re being experienced by their teams—or worse, they don’t care.
When authoritarian leaders build their teams, they tend to attract people who tolerate their style. These employees often become passive, waiting for instructions rather than taking initiative. This creates a self-fulfilling prophecy: the leader now feels that her team can’t act without her, and she’s right. They’ve been trained not to.
When an authoritarian leader replaces a more consultative one, the remaining team experiences a lack of respect, demotivation, and confusion. Ideas, solutions, and perspectives that were once valued are now seen as a hindrance—or worse, a threat to the new leader.
If you’re a leader with authoritarian tendencies or you’ve been getting feedback that you’re being experienced this way, here are some tips to help you shift toward a more engaging and effective leadership style:
Slow Down to Speed Up
Slowing down might feel uncomfortable, but by being curious about your team’s perspectives, ideas, and solutions, you’ll actually speed up the process in the long run. Taking the time to foster buy-in from the beginning creates energy and momentum. When people know their voice was truly considered (even if their ideas weren’t ultimately chosen), you won’t have to spend time and energy trying to galvanize the team around an initiative—it’s already started.
Let Their Ideas Shine
Hold back from sharing your ideas right away. Too often, leaders share their direction first, and the team simply agrees, feeling that disagreeing is risky or unsafe. Instead, give your team the space to work through solutions, and encourage their ideas. This creates a culture where creativity and problem-solving flourish.
Ask Powerful Questions
Business is fast-paced, and it’s easy to default to simple yes/no questions. But those kinds of questions narrow your team’s thinking. To unlock their best ideas and foster deeper thinking, ask open-ended questions like:
How can we…?
What is possible?
What if?
What are we missing?
What’s not being said?
What’s the problem underneath the problem?
By asking these types of questions, you invite broader thinking and help your team uncover hidden solutions and opportunities.
Stop Solving Their Problems
When your team comes to you with problems, resist the urge to jump in with the answer. While it feels good to have all the answers, solving everything for them stifles their growth. Instead, create space for them to explore solutions and develop resourcefulness. By encouraging them to take ownership, they’ll build confidence and grow stronger in their roles—leaving you free to focus on higher-level tasks.
If your team regularly comes to you for solutions, it may be because there’s a culture of fear around making mistakes, or it’s unclear that they have the authority to make decisions. Address this head-on by clarifying roles, responsibilities, and expectations.
Break the Cycle of Fear and Inaction
A culture of fear can paralyze decision-making and prevent the team from taking ownership. Over time, this erodes trust and lowers morale, as employees are conditioned to think their best isn’t good enough unless it mirrors the leader’s vision. To reverse this, start empowering your team to act with autonomy and creativity, and make it clear that mistakes are part of the learning process.
You and your team aren’t paid good money to simply carry out marching orders—you’re paid to bring your best and contribute at your highest levels.
Conclusion: Let Your Team Shine
As a leader, it’s time to ditch the authoritarian style. By encouraging curiosity and empowering your team, you'll not only see better results but also foster a culture of trust, creativity, and sustained engagement. Let your team shine—because they’re smart, and they deserve the chance to contribute at their highest levels.
Heidi Sadecky is a seasoned expert in guiding leaders to excel in their roles, overcome workplace obstacles, and achieve tangible outcomes. Armed with a master’s degree in Organizational Leadership, a Lean Six Sigma Green Belt, and certification from the International Coach Federation, Heidi is dedicated to empowering leaders to redefine their leadership trajectories and amplify their impact on the global stage.
Recognized as a sought-after corporate trainer and facilitator, Heidi possesses a diverse array of specialized coaching certifications, including Gallup StrengthsFinder, Emotional Intelligence, Conversational Intelligence, Conflict Dynamics, and Working Genius. As the sole director of the Townsend Leadership Program in the Northeast United States, she extends her expertise to group members from across the region, spanning Ohio, New York, West Virginia, Virginia, Delaware, New Jersey, and beyond. With Heidi's guidance, leaders unlock their full potential, fostering transformative change within themselves and their organizations.
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