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onsultation. Over used it could be perceived as weak leadership by some teams depending on the situation.

Laissez-faire or free rein style

A free-rein leader does not lead, but leaves the group entirely to itself as shown; such a leader allows maximum freedom to subordinates, i.e., they are given a free hand in deciding their own policies and methods.

Leadershio Stretegy Supports organizational direction:
It is worth remembering that different situations call for different leadership styles. In an emergency when there is little time to come to a consensus and where a designated authority has significantly more experience or expertise than the rest of the team, an autocratic leadership style may be most effective; however, in a highly motivated and aligned team with a good level of expertise, a more democratic or laissez-faire style may be more effective.
Also this leadership style survey is provided here not so that you get the right answer but you have the opportunities to ask the right questions about your leadership style now and in the future.

Appropriate Method to review current leadership requirements:适当的方法来审查当前的领导要求：

A paper identifies the major theories in each phase, and investigates the strengths and weaknesses of the research. Among those theories, transformational/charismatic leadership and leader-member exchange (LMX) are heavily discussed. The paper also discusses the future trend of research in leadership areas. Keywords: Review, Transformational Leadership, LMX Leadership can be defined as a process that an individual influences a group of individuals to implement strategies and achieve the collective goals (Yukl, 2002). Research in the area seeks to find out what types of leadersare likely to be successful and what factors determine leadership effectiveness. Generally, leadership research has gone though four paradigms: trait approach, behavioral approach, situational approach, and the contemporary theories of leadership. The paradigms of leadership theories shift with the progress from static to dynamic view of leadership with the trait and behavioral theories reflecting a personal, the situational theories an interpersonal, and the contemporary theories a relational approach to conceptualizing leadership.

plan for the development of future situations requiring leadership 需要领导的未来形势的发展计划

poor management performance, low employee morale, unstable organization structure, unsustainable business practices, high employee turnover, unable to manage diversity, Poor Measured organizational performance improvement, Decreased quality of management, Poor Healthy organizational climate, Lower morale, Increased labor turnover, Lack Organizational and personal growth, Poor team work, Lack of Retention strategies, talent leaving the organization., chronic industrial relations problems, no means of resolving employee grievances ,increasing employee turnover , inter-group conflicts ,dissatisfaction with pay and conditions , unclear job roles , no clear performance measures , poor recruitment standards / practices ,no management development programs , no induction training for new employees ,critical skill shortages ,inter-departmental conflict ,lack of sufficient skills / power bases in the o